1 HOW HR AND RECRUITERS CAN NAVIGATE THE HEALTHCARE STAFFING CRISIS
AS A HEALTH FACILITY ADMINISTRATOR, RECRUITING AGENCY, OR RPO, DOES THIS STORY SOUND FAMILIAR? You struggle to keep enough nursing staff per shift. This struggle forces you to decrease hospital admissions to maintain a safe staff-to-patient ratio. This reduction means your top two income-generating surgeons cannot draw in the number of patients they had previously. Dissatisfied, those two surgeons shift most of their patient load to your better-staffed competitor, taking their reliable OR income streams with them. Soon, word about your staffing problems spreads. This makes it harder to recruit doctors, nurses, and other clinical staff, making your staffing problems even worse. Soon, your reputation suffers in the community. When given a choice, patients choose a competing facility over yours. Maintaining a stable operating income becomes impossible. Your finance management suffers and Medicare/Medicaid reimbursements also take a hit. Does that describe a nightmare scenario for you or your clients? If so, you re not alone. And it all began as a staffing problem. Nearly every health facility crisis starts as a staffing problem. 2
3 IS THERE TRULY A STAFFING CRISIS IN HEALTHCARE?
4 IS THERE REALLY A STAFFING CRISIS? Data show that the healthcare staffing crisis is real. A 2015 report from Georgetown University Center on Education and the Workforce, McCourt School of Public Policy: Nursing Supply and Demand Through 2020 states: 1.6 million The economy will create 1.6 million job openings for nurses through 2020. 193,000 By 2020, the United States will face a shortfall of 193,000 nursing professionals.
5 According to the American Nursing Association, 700,000 nurses will retire or leave the workforce by 2024. Becker s Hospital Review says this about the healthcare staffing crisis: Two years ago, approximately 30% of healthcare jobs across the nation went unfilled. In 2016, according to the BLS, the percentage of unfilled healthcare job openings rose to 50%. Today, there are about a half million unfilled jobs in healthcare. 30% Unfilled Healthcare Job Openings In 2014 50% Unfilled Healthcare Job Openings In 2016
6 WHAT IS CREATING THE HEALTHCARE STAFFING SHORTAGE? The Association of American Medical Colleges 2016 Update, The That includes 27.9% doctors and surgeons, and 23.8% Complexities of Physician Supply and Demand: Projections from nurses and home health aides. Policy changes for 2014 to 2025 describes the two main drivers of this shortage: immigration and visa distribution may affect clinical Population growth: The U.S. population is expected to grow staffing. from 319 million now to 346 million by 2025. Aging: The population aged 65 and older will grow by 41% from now until 2025. Demographics and national policies make health staffing problems unavoidable. HR teams and recruiters know demand for healthcare staff will outpace supply for at least the next decade. What tactics are they using to keep their Other factors affecting staffing include: facilities fully staffed? The Affordable Care Act: The newly insured consume the health services this coverage now allows. The fate of the ACA is unclear, but it will continue to impact the health service market in the short term. Migration policy changes: The Migration Policy Institute reports that one-fifth of all health care workers are immigrants. The 2 main drivers of the staffing shortage are population growth and aging
7 WHAT TACTICS DO HEALTHCARE RECRUITERS USE NOW?
8 All recruiters and HR staff, whether they work in healthcare or not, have turned to social recruiting. Popular social media platforms include LinkedIn, Facebook, and Twitter. Through these media, recruiters connect with people and companies in their social and professional networks. Social recruiting has two complementary goals. On one hand, the goal is outreach. Recruiters find candidates actively seeking or at least receptive to hearing about open positions. The other tactic is in-reach. This uses social networks as advertising channels. With tweets and posts, a recruiter spreads news about job openings hoping good candidates will make contact.
SOCIAL RECRUITING HELPS BUT IS NOT THE ANSWER The benefits of social recruiting are easy to see. Strong and deep social networks let recruiters connect with more people than ever. Social posts make referrals more likely, a top source of finding qualified hires. Social media platforms allow targeted recruiting. For example, if you need to hire nurses, you can post to sites and accounts that nurses frequent. These platforms save employers time and money through cost effective ad placement. With these benefits, why has social recruiting not solved staffing problems for health recruiters? 9
10 WHY HASN T SOCIAL RECRUITING SOLVED THE HEALTHCARE STAFFING CRISIS?
11 Social media has made recruiting easier, but it comes with major drawbacks: Social media attracts mostly active job seekers. Social recruiting is popular perhaps too popular. Social recruiting is a time-intensive process that focuses on inbound tactics. Let s explore each in detail.
12 SOCIAL MEDIA ATTRACTS MOSTLY ACTIVE JOB SEEKERS LinkedIn's Talent Trends report reveals that only 12% Social media platforms have made it easier for of the workforce is actively seeking a new job. Social recruiters to connect directly with candidates. Yet, recruiting ignores the significant part of the talent these same platforms have also blurred the definition of pool that is passive. active versus passive candidates. For many otherwise passive candidates, the casual job search has become a Are the 88% of passive workers happily plugging spare-time hobby. away at their jobs? Do they lack interest in open job opportunities? Not quite. While social media platforms have simplified the job hunt for active seekers, they ve also turned it into a casual sideline for the rest of the workforce. 12% of the workforce is actively looking Only for work
13 SOCIAL RECRUITING IS POPULAR PERHAPS TOO POPULAR Most recruiters start their day checking social media platforms. They find the same prospects as their competitors, and get the same results, because most use the same tools. Recruiters depend on social media to make new connections and source possible prospects. It s like looking for that needle in a haystack the active job seeker who is both qualified and looking for a new position. Today s most successful recruiters have built wide and deep social networks. Many now rely heavily on these sites to succeed at their jobs. Social media platforms let you connect with more people than ever in a truly cost effective way. Yet, what is true for you is true for everyone else. Recruiters and active job seekers all occupy the same space, making competition in a tight job pool even tighter. Too many recruiters rely on social media platforms.
14 SOCIAL RECRUITING IS A TIME INTENSIVE PROCESS THAT FOCUSES ON INBOUND TACTICS An inbound strategy takes time to build and only Inbound tactics work best when job hunters are plentiful works when executed flawlessly. This tactic requires a but jobs are few. Inbound recruiting is a scattershot committed team of recruiters with the time and approach. bandwidth to spend on this strategy. This team needs You send out social missives hoping many will hit the to create regular content and postings that will draw right targets. If your field is target rich (has lots of job the attention of active job seekers. If the platforms, seekers), this maneuver might work. In healthcare, it accounts, and content creation lapse, this strategy doesn t. quickly loses ground. Another drawback of an inbound strategy is that it often attracts unqualified applicants. Even targeted social Inbound tactics work when job seekers are plentiful and jobs are few. that does not describe the healthcare market. media efforts attract job seekers that don t fit your ideal candidate profile. In addition to time spent on inbound tactics, your team also spends time wading through piles of resumes hoping to find a handful of candidates that can move forward in the hiring process.
15 WHAT IS THE ANSWER TO THE HEALTHCARE STAFFING CRISIS?
16 If social recruiting attracts only active job seekers, is used by too many of your competitors, and is too time intensive, then the answer is finding a tool that addresses these shortcomings. The ideal recruiting tool would: Reveal qualified candidates in the passive talent pool Give you an edge over your competition Free up your time using outbound tactics powered by technology
17 THE BLURRED LINE BETWEEN ACTIVE AND PASSIVE CANDIDATES Consider this scenario. An employee considers herself happily employed. She enjoys her job, is satisfied with working conditions and pay, and is not actively looking elsewhere. One day, a co-worker tells her that he s leaving to take a job at a new healthcare facility. He hints that his new job comes with a bigger salary. A month later, the supervisor of this same employee moves to another department and a new supervisor is installed. The employee and her new supervisor don t hit it off. A few weeks later, there s a policy change at the hospital that frustrates the employee. That does it. She decides it s time to hunt for a new job. The switch from passive to active job seeker is gradual. smart recruiters see opportunity in this gray area. In this story, the employee proceeds from happily employed, to not so happily employed, to employed but frustrated, to employed but actively looking. It was a gradual process, yet the compilation of events shows how she moved her from a passive to an active job seeker. Recruiters have found it difficult to mine this gray area between passive and active candidates.
18 THE BLURRED LINE BETWEEN ACTIVE AND PASSIVE CANDIDATES Consider this scenario. An employee considers herself happily employed. She enjoys her job, is satisfied with working conditions and pay, and is not actively looking elsewhere. One day, a co-worker tells her that he s leaving to take a job at a new healthcare facility. He hints that his new job comes with a bigger salary. A month later, the supervisor of this same employee moves to another department and a new supervisor is installed. The employee and her new supervisor don t hit it off. A few weeks later, there s a policy change at the hospital that frustrates the employee. That does it. She decides it s time to hunt for a new job. The switch from passive to active job seeker is gradual. Smart recruiters see opportunity in this gray area. In this story, the employee proceeds from happily employed, to not so happily employed, to employed but frustrated, to employed but actively looking. It was a gradual process, yet the compilation of events shows how she moved her from a passive to an active job seeker. Recruiters have found it difficult to mine this gray area between passive and active candidates.
USING TECHNOLOGY TO GAIN A COMPETITIVE EDGE Would it surprise you to learn that candidates send signals that indicate they are ready for a change? As a recruiter, what would you give to connect with this potential recruit as this shift happens? How could connecting with her during this shift transform your recruiting success? With a tool to track these signals, you could gain an edge in healthcare recruiting. This advance knowledge would put your team in front of this candidate at the perfect time. It could transform how and when you reach out. This advance knowledge could put your offer in front of a newly defined prospect long before your competitors even know the candidate is on the market. 19
20 RECRUITERS PIVOT TO OUTBOUND RECRUITING POWERED BY TECHNOLOGY Recruiters mired in time intensive work on inbound strategies are finally seeing the light. They realize their lackluster results are not worth the effort and are focusing once again on outbound efforts. However, current outbound tactics present shortcomings as well. Common outbound efforts often include direct contact with people found through networking. Some recruiters stake out college career days or networking events looking for qualified candidates. Like inbound, outbound efforts are time-intensive and often attract only active candidates. Predictive analytics. business intelligence. trend monitoring. these power the new outbound strategy. There must be a better way to reach the sweet spot of qualified, interested, and available candidates. New outbound approaches use predictive analytics, business intelligence, and trend monitoring to deliver a better outbound strategy.
21 REKRUTI EMPOWERS YOUR NEW OUTBOUND STRATEGY
22 Focused only on healthcare, Rekruti uses predictive analytics, business intelligence, and North American trend monitoring to empower outbound strategies. With that technology, this tool taps into a much larger part of the overall healthcare talent pool. How? With the following features: Uses exclusive ready-for-a-change index. Rekruti tracks candidate social activity looking for clues on candidates ready-for-a-change who are poised to move from being passive job seekers to active job seekers. With this tool, you ll find candidates open to job offers long before your competitors do. Powers searches specifically for healthcare. The Rekruti search engine allows you to pinpoint your perfect candidate. Search by skill, ready-for-a-change index, location, current employer, past employer, and more. Creates automated profile alerts. Do you already know the skills, location, and common titles of the candidates you seek? Rekruti lets you create alerts based on your specific needs and candidate profiles.
Derives predictive analytics and business intelligence from 1.5 million healthcare providers. Rekruti infers specialties and skill sets based on previous and current employers. It also measures sentiment from your own workforce and compares it to national averages. Provides a tool for recruiters to engage with potential candidates and nurture relationships. Your recruiters can take an active approach to passive candidates. Makes it easy to build rich connections in your candidate pipeline. 23
24 WHAT S YOUR NEXT STEP? Rekruti is the recruiting tool you re looking for. For healthcare HR and recruiting teams, the Rekruti platform merges the benefits of social recruiting with predictive analytics, business intelligence, and trend monitoring. But don t take our word for it. See it for yourself. Rekruti was built specifically to address the drawbacks of social recruiting and the dilemma of the staffing shortage. Sign up for our demo to see how Rekruti works.
25 ABOUT REKRUTI Fuelled by semantic analysis and AI, REKRUTI is on call 24/7, searching, indexing and monitoring the US healthcare workforce. REKRUTI provides predictive analytics and insightful business intelligence to enhance healthcare staff management and talent acquisition capacity. REQUEST A FREE DEMO Tel: 1 833 REKRUTI info@rekruti.com