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Clinical Recruiting

It is becoming more and more difficult to attract and hire Nurses, Clinical Specialists, Clinical Sales Specialists and Mid-level providers in today’s War or Talent. Nurses account for the largest profession in the Healthcare sector, yet the increasing demand is making the current shortage more challenging. With over 250,000 new RN and Clinical Specialist positions being created each year up to the year 2026, there is not enough in the job pool to fill these positions. Developing a recruiting strategy with Med-Search is more important than ever.

Now is the Time

Now is the time to develop this strategy and be more creative and responsive to the needs of your valuable human capital. Focusing on the needs of the candidate such as a supportive work environment, incentives, and a sense of community combined with a strong brand and marketing message, will have a significant impact on the quantity and quality of Clinicians your recruit.

10 specific Med-Search strategies that will make your recruitment efforts more effective:

  1. Advertise in various outlets – Engaging in email marketing, sponsoring at continuing education programs and conferences, placing website advertisements, and advertising in medical journals both in print and online need to continue to be the outlets to recruit nurses.
  2. Career advancement – By offering career advancement opportunities, you show that you are making an investment to advance the careers of your nurses. Offering new-graduate residency programs and transition-to-practice programs enable you to attract and hire new graduates into various specialties.
  3. Make it about work life balance and not just about the job – Focus on what the ideal candidate needs rather than what you want. For example, highlight the tools nurses will have access to such as support staff, top medical equipment, and continuing education. Offer counseling to help nurses deal with on the job stress, including the emotional strain of losing patients. You can also promote self-care for all nurses and integrate it in the workplace by offering programs and benefits that are easily available.
  4. Compensate accordingly – Understand that there is a shortage of quality clinicians and nurses out in the market, so be prepared to compensate accordingly and offer a comprehensive compensation package. Offering tuition reimbursement and loan repayment programs are attractive perks for nurses.
  5. Offer flexible schedules – Many clinicians and nurses burn out due to long working hours. Offering a flexible schedule will attract more nurses to work in hospitals since they will be able to balance personal time and work time. If you have multiple locations, you can also offer nurses more choices when choosing shifts to work at various locations. It also breaks up the repetitiveness of the job and offers a constant change of scenery.
  6. Utilize social media – Be active on social media outlets Facebook, LinkedIn, and Twitter to reach both passive and active candidates by adding a career tab on your company page that links to your career site for easy access. Use videos and photos to display testimonials that highlight the work environment.
  7. Create nurse ambassadors – Make your best nurses brand ambassadors. It is those nurses who make up the culture of the organization. Allowing them to voice their positive views on your various marketing outlets will show candidates what a typical work day is like. Utilize their testimonials in your writing and create videos in your marketing strategies to create an emotional connection with a peer.
  8. Make them feel like they are a part of something – Foster a sense of community across all departments. Many nurses are attracted to working for leading institutions for recognition, support, and a sense of being a part of a place where they have a voice. It important you allow nurses to be engaged in the decision-making processes and offer praise when warranted.
  9. Make your brand personable and relatable – Instead of sending out generic messages to a pool of candidates, be more personal in your communications strategy by stating why they would be a good fit and how their experience is specific to what the job entails. Get top executives involved in the overall branding strategy to humanize the organization to attract experienced nurses.
  10. Safety – On the job injuries and workplace violence against nurses is a huge concern. Creating processes to prevent harm to nurses and implement training for prevention shows that you care about the welfare of nurses.