Responding to 2 of my colleagues' postings below by building on something that was said, explaining how and why you see things differently, asking a probing or clarifying question, and validating an idea with your own experience.

 

Colleague 1:

 

 As someone who works in the healthcare field currently, hiring needs are becoming more and more common. When working in healthcare, many organizations have differences such as patient-to-staff ratios, wages, and work days/ hours.

When looking into jobs, nurses aren't looking to get into a hospital with what they view as an unsafe patient-to-staff ratio; they are looking to the upper management to be sure they will have support if these problems occur. Every hospital has its policy for the number of acute vs. chronic patients a nurse may care for, and every nurse has the number of patients they prefer. Knowing what a nurse is walking into will help them feel more prepared for their job, increase satisfaction in the long run, and save the company money when they do not have to hire a new staff member to take the position of the one who was only with you for three months. 

Wages are a significant factor in deciding whether or not to take a job. Depending on where you are located, the wages will vary along with the cost of living. If a hospital down the road is offering $3.00 more an hour than yours, you are already In the back of your head calculating the differences in salary, which will become a deciding factor. 

Word days/ hours- Some places are only open M-F 8-5; in some areas, you work three 12-hour shifts for the week, and many other options are available. It just depends on what that potential hire deems is beneficial to their lifestyle. 

Depending on the person, they may consider one or more of these when looking for jobs. Some may take many other factors into a location, such as location, vacation time, etc. Allowing your candidate to have complete transparency in what they want and working to benefit them along with benefiting your healthcare facility will show the employee you are invested in their success both with you in their careers and outside of the facility in their lives, and that goes along way with healthcare workers today as some are highly overworked and tired. 

 

Colleague 2:

 

Healthcare organizations need to show candidates and current employees how much they value them to hire the best candidates. It is becoming increasingly popular for candidates to seek employment in healthcare organizations that highly value their patients and their employees. Having an organization dedicated to a healthy work/life balance is a great way to demonstrate your value to candidates.

Candidates seeking healthcare jobs in the modern job market look for jobs that keep their personal and professional lives separate. Giving your employees fresh air in their personal lives is always a good idea since they are asked to go above and beyond at work. It is also important to highlight how your organization goes above and beyond to make employees comfortable and happy, demonstrating your commitment to candidates and employees.

Another marketing strategy employers can use to attract suitable candidates for healthcare jobs is to communicate salary ranges for the open positions and to be transparent about them. The importance of knowing what salary, benefits, and other compensation they will receive during the consideration process for a role is evident to serious healthcare candidates from the outset. The best candidates are frequently considered for multiple positions simultaneously and are off the market quickly.

You can harm your chances of attracting and retaining the best healthcare candidates by keeping the salary or compensation package a secret until later in the hiring process. Healthcare organizations may even attract Candidates looking for specific compensation packages, benefits, and salary targets by highlighting the salary and benefits early in the process.

Hospital organizations can fill their hiring needs by implementing the strategies listed above. In addition, they could help the organization retain a stable recruitment process and attract, retain, and engage the talent it needs to remain competitive in the healthcare market today.