While many industries are facing a labor shortage, the deficit of qualified candidates in healthcare is especially high — and continues to grow.

In fact, a recent Mercer report estimates that 6.5 million individuals will leave the healthcare industry permanently in the next five years, but only 1.9 million people will be available to take their place.

The healthcare industry also faces some of the most significant rates of employee stress and burnout in the country—due in large part to extreme pressures during (and following) the Covid-19 pandemic, limited work/life balance and schedule flexibility, as well as a high cost of educational requirements.

Even in this challenging environment, there are healthcare recruiting tips and strategies available to help you find, recruit, and retain exceptional talent.

G&A Partners’ Leigh Rozelle, senior recruiting specialist, offers these six healthcare recruitment strategies.

Revisit where you post your job listings.

By focusing on posting your open positions on healthcare-specific job sites, you’re more likely to reach the right candidates. Some websites to consider:

• HealthcareJobsite.com
• Medicaljobs.org
• HealthJobsNationWide.com

Focus on your employer branding.

What the larger community knows about your organization is often the perception a potential hire has as well — so be sure to display your unique culture and positive attributes to both patients and/or customers, as well as prospective employees.

As part of your healthcare recruitment strategy, highlight the many ways in which you provide exceptional care and what sets you apart from other employers in the industry. From clear opportunities for growth to flexible scheduling—showcase what makes you special.

Promote from within.

When looking to promote, consider current employees. By creating a clear and evident talent pipeline within your organization, you can build a stronger and happier work environment and increase retention rates.

Foster relationships.

Maintain positive relationships with highly-trained candidates — even if they turn down your offer for employment.

Incorporating this into your healthcare recruitment strategies can help you capitalize on referral opportunities down the line, or it may prove to be beneficial if the candidate decides to reenter the job market in the future.

Ramp up or create a wellness program.

By designing and implementing an employee wellness program, you’re providing resources to help reduce employee stress and prevent burnout.

Demonstrating your commitment to the well-being of your team can lead to greater employee satisfaction, and it can be a deciding factor for a candidate looking to find an organization that truly values their employees.

Offer flexibility where you can.

Flexibility in the healthcare industry can look a little different than other industries. But it is possible. For example, a nurse or doctor—in most situations—will need to be in a hospital or office to see patients. So, remote work is often not an option.

You can, however, set yourself apart by designing creative scheduling opportunities to provide better work/life balance — something many candidates are prioritizing in their job search these days.

A great way to discover creative workplace flexibility solutions for your healthcare recruitment strategies is to ask current employees what they think might work or what changes they would like to see implemented.

Ready to supercharge your recruiting but lack the time or internal resources? Learn how G&A’s Recruitment Process Outsourcing (RPO) team can help improve your recruiting efforts and attract top talent to your healthcare company.