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Recruiting For the Healthcare Industry

January 10, 2014 Leave a comment

As a healthcare company recruiter, it is your job to only hire the best professional who will get the job done. You’ve used most of the hiring methods out on the market. Yet, for some reason, you are not getting the talented candidates to fill the open role of healthcare IT staff.

What’s going on? Is it a lack of qualified talent? Are there fewer people seeking a profession in IT?

On the contrary. IT professionals are out there, eagerly waiting to take part in the growing job market as they search for the company who will offer them job security and the pay they desire. Companies everywhere are scooping them up at an astounding rate as technology advances.

The problem may in fact be your hiring practices. Many recruiters are relying on outdated hiring software and methods. Streamlining hiring technology by using an Applicant Tracking System to screen and manage online resumes can allow you to find the right applicants quickly

Another major problem is that recruiters are using a very narrow hiring window. They are specifically looking for professional candidates with a certain number of years of experience as an IT worker and education in the healthcare field. Using such narrow criteria significantly cuts the candidate pool in half as two groups of people are left out in the cold.

 

  • IT professionals who recently graduated from college do not have the experience for the position.
  • Expert IT professionals with 20 or more years of experience do not have the healthcare knowledge wanted for the position.

Operating your hiring practices under such a narrow criteria will affect the number of candidates looking for a job. There are perfect employees out in the IT world who would eagerly work with your company with the compassion and dedication you want for the position. The only thing stopping them is the years of experience and having healthcare knowledge.

If you want to increase your IT staff, you may want to consider expanding your criteria. Having a “green” employee just out of college gives you the opportunity to mold them into the company, as they are more receptive to following company policies. In addition, this candidate wants to show you that they can handle anything that is dished out at them. They can be an asset because they haven’t developed any bad habits from previous employment that you have to break.

As for seasoned IT professionals who have the experience you are looking for but not the healthcare experience, all you have to do is supply the industry knowledge. These employees will bring all the skills they know to the job while having a more open perspective about what you require. While they may be set in their ways for certain circumstances, they want the job opportunity and career change that will revitalize their work ethic.

How To Extend Your Company’s Hiring Reach

October 4, 2013 Leave a comment

social recruitingOne of the hardest things to do within your job is to fill open jobs. Whether your company has an actual location or is based online, you will find that it’s important to find qualified individuals as well as individuals who want to work for your company. If you aren’t one of the biggest names, you may need to convince people that they want to come work for you – and this is why you will need to extend the hiring reach of your company.

Whether you are recruiting on your own or using a recruiter, you need to make sure you have enough candidates to make good hiring moves for your company. Once you get all of the candidates loaded into an applicant tracking system, you can then find individuals who meet all of your needs.

The first thing you have to come to terms with is that posting a job does not guarantee traffic. Just as your marketing department will tell you that they have to drive traffic to the company website, you have to drive traffic to the job postings.

Accounting Today offers a variety of suggestions, including promoting the job posting on social media. There are a lot of business professionals on the social media sites today. Despite this, there are a lot of firms who are not using social media sites to reach out to professionals. LinkedIn profiles are a big one, though it can also be done with a business page on Facebook and a handle on Twitter.

Once you get started on the social media sites, you will want to keep up the communication with the goal of social media recruiting efforts . Talk not only of the job opening but of your company and why people would want to work there. If you have cutting edge technology, let people know. Your social media discussions can work twofold – helping you promote your company and the open job positions.

Social advertising is another thing to look into. You can target people better with LinkedIn and Facebook and it is much less expensive than traditional print advertising. This means you get a better ROI as long as you are using the right geographic area and paying attention to the keywords.

If you take the time to optimize your career landing page and the job descriptions with keywords, you can get more hits. Think about what people would use in a search engine to look for jobs – and then include those within your website.

You have a network of friends and business associates. These should not be forgotten when you are extending the reach of your hiring methods. Post some job positions and then ask people to share the link and retweet and do whatever else it is that they do.

Your HR efforts are only as good as your reach. Extend your reach and watch how much easier it is to recruit.

 

Making a Match: Companies and Developers

May 3, 2013 Leave a comment

Many high tech companies are finding it hard to find good talent. If you fall into this category, you may struggle with giving developers and other tech applicants a reason to apply to your job when companies like Facebook and Google have so many perks. You don’t have to install a slide in your office, but you do have to start using more technology in your hiring process.

For years now, when people want to find love, they go to sites like eHarmony because of the tech-savvy algorithms used to pair people that mesh well together. It has cut down on the dating scene and helped many people to form successful marriages.

When you think about it, pairing a company with a developer is a lot like a marriage. If you’re still on the dating scene, trying to find the right partner, it might be time for you to think like eHarmony and all of the other sites and create an algorithm.

If you live in New York City or San Francisco, you can use the GroupTalent algorithm that allows developers and companies to be paired based upon talent. The platform has proven to be very effective and can solve a lot of the hiring problems you have faced in the past.

The technology is also great for developers who want to “try before they buy.” Basically, it allows developers to try out a company for a short-term project. This would be beneficial to you, as well, to see how well the person does within your business model. If neither of you are happy, you part ways and go on with the next match.

The medical industry has been doing this for years with the locum tenens. Short-term roles are filled by people in the interim while a doctor or nurse is away for some reason. Most locum tenens are proving themselves while at the facility and often are given a job offer at the end of their term because of how well they have proven themselves. The same concept applies with you.

Technology is a useful tool and many companies are learning how to use it in order to obtain the perfect match. By using an Applicant Tracking System, you can do the same thing. This software would allow you to search for various features and characteristics of those who are applying to your positions. This will allow you to pick and choose from those who are applying to you so you can ensure you get a better match for your business.

When it comes down to it, you have to make sure your business has an attractive offer for applicants. While you can use technology to narrow down your options, you still have to get the best of the best sending their resume and information to you.

How to Use Social Media for the Best Hiring Results

April 4, 2013 Leave a comment

social media hiring & recruitingHiring practices for human resources departments and hiring managers are evolving. It is important that you stay on top of these developments to find and attract the top talent for your company. There are many tools emerging that help people connect and inform each other about their professional experience. How do you know which ones to use and how much value to place on the information that is available from them?

Evaluating these mechanisms can seem to take as long as the evaluating the job applicants you want to bring onto the team. However, we have to go where the people are in order to keep current and get the most out of the field of potential employees. If you aren’t moving at the speed of the best applicants when they check in on your and your company would they evaluate it as their best potential place of employment? Methods for hiring that are antiquated send signals that your company might still be operating like it is the stone age, in which case candidates might look to companies that reflect more modern technological savvy.

As always, it can be hard to know what social interaction are legitimately valuable from a distance and which are just chatter on the airwaves. Does your company currently take advantage of social media to except applications or seek out people that might be a good fit? There are many ways you can use social media to find employees but some a designed to connect professionals. Others can provide a lot of usual information for those in human resources. Hiring is a complex process, making sure that no one is wasting their time is important on both sides of the meeting table.

Services such as Klout and Kred are excellent ways for people to centralize and measure their connections plus social interactions into a standardized form that others can participate in as well. The upside to these services is that they offer a metric that is attempting to be a reflection of the aggregate value of how influential or reputable an individual may be in comparison to other candidates in the field applicants. One negative element is that applicants that do not engage with a professional online community will have lower scores than those that are taking the time to reach out. Hiring staffers could interpret this person as being less valuable than someone with a higher community score but this does not truly mean they would are less qualified. Of course, in this age there are many places looking for employees that openly evangelize.

Many companies are using applicant tracking software, especially systems that have social media hiring features. This technology allows companies to track an applicant across the web and to corroborate information for themselves. In this way it is possible to customize a solution that works for a particular set of needs which are not those of a social network outside of the company.

Make Your Hiring Manager’s Job Easier

February 22, 2013 Leave a comment

A HR (Human Resources) manager has one of the more complicated jobs in any office environment. The person in this position is often tasked with staffing the office and keeping track of benefits and programs for employees. In large offices, the HR manager may have an assistant or assistants helping him or her with this job, while in smaller businesses this is a one-person job. No matter how big or small the company, the HR Manager can use some help to get the job done right.

Luckily, there are many programs and tools available to a HR Manager that will make the job easier. There are simple programs and spreadsheets that nearly every company can utilize as well as more complex programs that may only apply to the largest firms. One of the most useful tools for an HR Manager is an ATS system. ATS, or applicant tracking system helps automate many of the recruiting tasks that an HR manager has on his or her plate.

What Does an ATS do?

While each of these programs is slightly different, the basic idea is that it collects data about potential employees, either through applicants or data mining efforts and spins it into an easy to read and understand format for the HR Manager.

In many cases, this system can take care of the process from beginning to end. This may mean that the system posts recruitment information and applicants can provide information directly to the system. After a set period of time, the system mines the information and provides it to the HR Manager.

What are the Benefits?

The main benefit for the HR manager is it saves him or her from sorting through endless resumes looking for the couple that may actually be valid candidates. Those candidates who are not qualified will never cause the HR manager any difficulty. This is very important when the HR manager is hiring for several positions at the same time. Without a doubt, it can make a big difference. According to the SearchCIO website, it’s estimated that around half of all medium sized businesses use these tools to streamline the hiring process for HR managers.

As you can see, there are many things that a HR manager needs to do to keep his or her company well-staffed and all employees happy. Utilizing tools, such as an ATS system, is one way to make the process easier and improves the process for everyone involved.

Small Business Hiring Gains Fire Power

June 12, 2009 Leave a comment

prometheusWe are witnessing the end of an era.   Since the end of World War 2, large companies have controlled the ebb and flow of the US economy: from the reign of the Detroit automakers to the rise of west coast tech moguls like Microsoft and Google.   Small businesses have been the tiny vessels tossed in the wake of gargantuan tankers, forcing their products on consumers through sheer bulk.

The tides are changing though-  the failing American economy has exposed the incapability of big business, spotlighting bullheaded corporate practices and broken supply chains. The changing times have given way to opportunities for smaller businesses to navigate the economic waters through nascent, cost-effective technologies.   Unlike the slow moving behemoths of old, start-ups have the ability to rapidly change direction and adapt to newly minted consumer demands.  Young companies now have access to a plethora of new tools that utilize the internet to minimize costs and maximize efficiency.

One sector that highlights this onset of change between big and small is in the hiring arena.  A recent New York Times article zoned in on the big corporations of Silicon Valley, and how a ‘code of honor’ existed between several companies towards acquiring each other’s talent.    This unwritten pact between several large companies essentially directs their recruiters to stay away from hiring one-another’s star players.

From the New York Times:

Some veteran human resources executives said that hiring was not so much the issue; employees are free to look for work pretty much anywhere. But they say major companies often have an unwritten agreement to not actively poach employees from their partners.

“Most companies have a hands-off list,” said Ken Perluss, who recently left Yahoo as director for talent acquisition after more than 11 years with the company. “It tells recruiters, ‘Don’t recruit from this company. They are our partner.’ ”

These questionable practices have been observed to such an extent that several companies are currently under the watchful eye of the Justice Department for ‘anti-competitive’ practices.  If such practices are actually occurring, where does this leave smaller businesses who could utilize such star talent to an even greater degree?   In the Silicon Valley tech scene,  one great mind could make the difference between a start-up succeeding or failing.  Top level engineers are more likely thrive in innovative start-up environments than in corporate organizational hierarchies that often stifle creativity.

Small tech companies are already threatening larger ones through the development of innovative, viral, and cost-effective online applications.   It was only a few years ago that Facebook and Twitter were still specks on the map.  It is probable that larger tech companies are attempting to keep the recruiting advantage on their court through ‘gentleman’s agreements’ that prevents the transfer of talent to the next generation of Facebooks.

Small businesses and start-ups alike posses the technology to counter-balance these big-business-pacts.  New, simple and cutting-edge hiring software solutions allow small businesses to find and manage the best talent in the business.  In the days of old, providing a recruiting solution that adeptly encompassed recruiter collaboration, seamless applicant management, and easy online access would cost an arm and a leg. Today’s business class tools walk the path of consumer Web 2.0 applications that are meant to promote simplicity and collaboration at a reasonable price point.    Newton Software is one such solution which can allow small businesses to compete with larger corporations in acquiring the best talent on the market.

There are a plethora of other online tools that smaller business have begun to utilize to maximize their efficiency- from collaboration tools like Basecamp to data storage applications like Dropbox.  Even within large corporations like Google and Microsoft- external applications have begun to take off to bolster intra-company collaboration networks.

It would be naive to say big business will simply disappear into the night, suddenly replaced by a multitude of hungry young successors.   The climate will be sure to shift though: economic and technological progress will freeze the mammoths of industry and provide sure-footing for the smaller  innovators.  Perhaps one such innovator will be our next Prometheus, armed with the fire of  technology to light the way for the future.