Recruiting practices, just like nursing candidates, aren’t a “one-size-fits-all” endeavor. In fact the way you recruit your potential new hires must be retooled often to ensure you’re not making any hiring mistakes. The ever-changing environment of healthcare and the high demand for good nurses means recruitment practices that are fast paced enough to answer your organization’s immediate needs. And by all means don’t make these 5 hiring mistakes with your RN recruiting.
1. Not Letting Social Media Work to Your Benefit
Love it or hate it, social media platforms attract users in massive numbers. That makes them the perfect place to find job seekers. You can easily target your social media recruiting to reach the demographic you need. Social media offers a direct link to RN recruiting yet it is largely ignored by healthcare organizations. Stop making this hiring mistake right now and farm your RN recruits by utilizing this ready and available resource.
2. Not Taking Advantage of Advanced Technology
Advanced technology (mobile apps, chatbots and text messaging) offer a fantastic opportunity to connect with the RN recruits you need. This is another largely underutilized recruiting resource. Advanced technology offers an immediate and interactive way to communicate with potential candidates. You can use text messaging, etc. to garner the data you need to make an informed decision about pursuing the candidate. Utilizing technology in this way also improves turnaround time and people are often quicker to respond to these mobile tactics. In an environment where expediency is necessary this gives you a definite leg up on the competition.
3. Using Generic Job Platforms to Connect with Candidates
Primary job boards such as Indeed, Ladders, Glass Door and similar job posting sites aren’t the best places for RN recruiting. Although they are useful to many job seekers looking for general job openings, healthcare organizations often need somewhere that “speaks their language”, especially if you’re recruiting for a specialized role that requires certain certifications and skills. Instead of posting jobs on these generalized platforms, source your candidates through healthcare-focused marketplaces. Organizations that work solely with healthcare professionals offer a much more productive way to source the RN recruits you need. And, as with BOS Medical Staffing, the initial vetting has been done for you. Again, expediency is important in a competitive environment.
4. Not Being Totally Transparent About Compensation, Policies and Benefits
If you’re not completely transparent about things like pay, policies regarding PTO and sick days, professional development, benefits and support services your candidate may walk. That’s because lack of transparency is a big red flag that sends the message you aren’t to be trusted. By being transparent in RN recruiting you let your candidates know up front just what they can expect. This is not only a great way to set expectations and save time but also, ongoing transparency aids in retaining your nurses for the long term.
5. Not Communicating With Your Candidates
We don’t need to remind you how great the demand for nurses is today. When you fail to respond in a quick and timely manner you risk losing your candidate to someone who does. Practice consistent communication in your RN recruiting. Touch base throughout the process, let them know as soon as you’ve made a decision and you’ll make the experience a positive one for the RN candidate. If you aren’t able to respond to their communication immediately let them know they are a priority and you will get back with them by a specific time. Then make good on your promise.
Move Forward
Stop making these 5 hiring mistakes and watch your RN recruiting results grow in a positive direction. Be open and honest, communicate with your candidates, stay on top of tech trends for RN recruiting and utilize the resources that draw your hiring demographic. Reach out to BOS Medical Staffing for more ways to source those excellent candidates your organization needs now.
