continuous candidate engagement - jobvite.com

Continuous Candidate Engagement: The Secret to Reducing Your Time to Fill HEALTHCARE EDITION

1 |Continuous Candidate Engagement: The Secret to Reducing Your Time to Fill

Top 4 Challenges Recruiters Face

Slow process to move candidates through the hiring process

Difficulty in building talent pipelines and nurturing passive candidates

Lack of hiring team communication and transparency

How to use a candidate-centric recruiting strategy to drive efficiency and attract top talent In an increasingly competitive hiring market, a growing industry and unemployment at an all-time low, many organizations are spinning their wheels, struggling to source enough candidates, let alone grow a vibrant talent pool. Just within the healthcare industry, we see an increase in healthcare related jobs and rising demand for healthcare services, as a result of America’s baby boomers getting older. With 5.3 million jobs opening in 2022 in the healthcare industry, are you ready?1

Maybe reqs aren’t getting posted in a timely manner, or teams are spending too much time sifting through applications instead of actually building relationships with candidates. If you’re like many recruiting organizations, you may have hiring managers who aren’t engaged in the process or resistant to using whatever recruiting software you have in place, leading to poor visibility into the candidate journey. With some of the hardest jobs to fill in healthcare being occupational therapists, physical therapists, and nurse practitioners, we recognize how important it is for your recruiting process to be as fast as possible and all in one place.

From over-tapped resources and broken communication to sub-par tech tools, every weak link adds up to a recruiting process that’s inefficient at best, futile at worst. Candidates are quick to reject companies who aren’t innovating – and that’s a reality you can’t afford.

As the market shifts, so should your recruiting tactics. To efficiently attract and hire the best talent and move the needle on time-to-fill metrics, leading brands are embracing a candidate-centric recruiting model – one that focuses on ensuring every interaction and conversation is fast, flawless and focused.

This is an evolution, not a revolution: no need to start from scratch or ditch everything you already have in place. Instead, it’s about making incremental changes to your recruiting process that will attract candidates, get your teams engaged and ultimately reduce your time to fill. Decrease your time to fill with implementing a system that allows a Continuous Candidate Engagement model.

Difficulty in attracting the best talent to apply to your company

1 https://www.bls.gov/opub/mlr/2013/article/occupational-employment-projections-to-2022.htm


Conversational Recruiting: Putting the Conversation Back into Recruiting

A way to initiate and maintain a one-on-one dialogue with candidates through any channel, conversational recruiting creates an unbeatable experience that can decrease overall time-to-hire. Here’s how:

• Communicate with candidates through all channels: text, video, social media, chat, etc..

• Use a casual, unscripted tone more suited to these channels.

• Encourage two-way, personalized engagement and an open feedback loop.

Consider a Candidate-centric Approach

The rise of texting, video, social media and chat platforms has opened up new lines of communication with candidates. Candidates expect to engage where they “live” – on their mobile devices and through their social media networks. And they expect speed. Immediate gratification is important, especially when it comes to engaging with today’s Millennial and Gen Z candidates.

In our current hiring environment – where unemployment is at a 17-year low and candidate expectations are high – candidates pick companies, not vice versa. And it’s virtually impossible to win the talent war with outdated tactics that are more transactional than relational.

Put yourself in your candidates’ shoes: How do they communicate? Make decisions? Evaluate fit with a company?

Today’s market pressures call for a candidate-centric approach to recruiting: one that’s fast (even real time) and that reaches candidates on their own turf, and on their own terms.

We call this Continuous Candidate Engagement – a strategy that flips the traditional administrative-centric model to one where candidates are at the center of the process; where instead of managing requisitions you’re serving up remarkable candidate experiences; and where you’re engaging with candidates on an ongoing basis, in a personal way, from the first time they land on your career website to their first day on the job.


1. Assess Your Career Website – First Impressions Are Everything

Difficulty in attracting the best talent to apply to your

company

• 32% of job applicants apply for positions directly on company’s career sites*. Try applying for a job on your company’s career site. Does it take less than 2 minutes to apply, require minimal steps and is also mobile optimized?

• Highlight keywords on your career site that showcase your Employee Value Proposition (EVP). This will help you attract candidates who identify with your company’s core values and also increase retention.

• Minimize the number of search criteria on your career site: minimal effort to apply = higher apply rates.

• There’s nothing more powerful than hearing directly from current employees who share what they love most about your company – showcase their stories front and center on your career site.

• Establish a strong employer brand on social media and track which channels lead to applicants.After all, nearly 59% of applicants look at a company’s social media pages prior to applying.2

THE CHALLENGE THE SOLUTION

2. Build a Talent Pool and Keep Candidates Warm • Incentivize current employees to refer their personal network

to your company with a rewarding referral program. Referral candidates are known to stay longer at their companies, 46% vs 33% who come in directly from career sites. And with an average turnover of 21.5% in the employee’s first year in healthcare, references make the difference.3

• Enable current employees to easily post your company’s job postings via social media – Twitter, Linkedin, Facebook.

• Provide easy ways for potential candidates to opt in to your email list. This will help you gather pertinent details about skills/experience and target future communications appropriately.

• Create segmented talent pools for the different roles you are filling to reduce the time required to source for brand new candidates (ie: nurses, physical therapists, doctors, etc.)

• Keep these passive candidates warm by continually engaging with them through social and email outreach campaigns.

• Keep active candidates warm by following up with personalized messages after a recruiting event.

THE CHALLENGETHE SOLUTION

Difficulty in building talent pipelines and nurturing

passive candidates

2 https://www.talent-works.com/2017/09/27/social-media-recruitment/ | 3 http://www.selectinternational.com/healthcare-hiring-blog/healthcare-turnover-is-30-worse-than-other-industries-the-role-of-selection-strategies/

Start Anywhere: Incremental Changes Lead to Big ResultsReady to make a shift in your recruiting approach? Start where you are, then use the candidate-centric recruiting tips below to keep pushing forward.


3. Streamline the Candidate Journey throughout the Entire Recruiting Process

Slow process to move candidates through the

hiring process

• Identify where your recruiting bottlenecks are: Is it taking the hiring manager a long time to get back to you? Are you not getting enough applicants applying? Have you created a seamless mobile experience? With these identified, you can develop a game plan on how to tackle them.

• Allow candidates to apply via mobile – but keep it simple: just a few clicks!

• Develop a list of pre-screening questions to identify the top talent for each role - and utilize new channels to screen for candidates, e.g. text, chatbots, on-demand video.

• Craft email templates that represent the tone of your company and send them to active candidates to keep them engaged during the recruiting process.

• Build transparent communication between recruiter and the job seeker with a candidate-facing portal that enables candidates to check their application status in real-time

• Create an onboarding portal (that also works on mobile) to help prioritize all of a new hire’s tasks, so they can hit the ground running on the first day.

• Put together a new hire checklist for your hiring manager.

THE CHALLENGE

THE SOLUTION

4. Support Clear Communication and Transparency within Hiring Team• Understand the role, line of business and team you are

recruiting for and the industry trends that are driving that specific labor force.

• Set up an intake meeting with your hiring manager to get details on candidate criteria and level set expectations in terms of timing, experience, salary, etc.

• Automate the workflow for communication between the hiring team, recruiter and candidate – make it easy for the entire team to be in the loop about where the candidate stands.

• Use a system that integrates Onboarding into the recruiting process. This allows the onboarding process to be part a team effort and ensure that nothing is overlooked.

THE CHALLENGE THE SOLUTION

Lack of hiring team communication & transparency


Ready for More? If you’re ready to optimize your recruiting process and automate mundane tasks to free up time to focus on high-quality relationship building, it may be time for automated intelligence (AI). Here are a few places to start.

• Chatbot screenings: Conduct first-level screenings to identify the top talent for each role

• AI for interview scheduling: Use a smart scheduler tool to identify time slots that work for the entire hiring team

• AI for background/reference checks: Automate the process to glean valuable insight into whether the candidate will be a great new hire or if there are danger signals

• Predictive candidate ranking: prioritize candidates based on who is most likely to accept an offer or the best fit for a position

• Recruiting analytics: Predict metrics such as time-to-hire, time-to-fill, cost-per-hire – even retention and churn

Continuous Candidate EngagementProviding Short and Long-term Value

Continuous Candidate Engagement is about a philosophy – applying a candidate-centric approach to attract top talent.

It’s also about a mindset – embracing a new way to have ongoing conversations with candidates, in real time and across channels.

And it’s about supporting these areas with tools that facilitate communication – ensuring all engagement is digital, seamless from hiring to onboarding, and 100% mobile so it’s easy for candidates, recruiters and hiring managers alike to connect with each other from anywhere.

With a candidate-centric approach, you’ll be making a shift that drives immediate and long-term value around operational efficiency and candidate engagement, while steadily impacting your ability to reduce time to fill for that precious talent.


200%increase in career

site views

decreased time to fill by

5DAYS

Unify Your Continuous Candidate Engagement Recruiting Strategy with a Single Platform

Streamline the Candidate Journey throughout the Entire Recruiting Process

Build a Talent Pool and Keep Candidates Warm

Support Clear Communication & Transparency within Hiring

Create customized career sites – first impressions are everything

Success Stories Using a Continuous Candidate

Engagement Healthcare Recruiting Strategy

THE SOLUTIONS


About JobviteJobvite is leading the next wave of recruitment innovation with Continuous Candidate Engagement (CCE), a candidate-centric recruiting model that helps companies engage candidates with meaningful experiences at the right time, in the right way, from first look to first day. The Jobvite Platform infuses automation and intelligence into today’s expanded recruiting cycle to increase the speed, quality, and cost-effectiveness of talent acquisition. Focused exclusively on recruiting software since 2006 and headquartered in San Mateo, Jobvite has thousands of customers including LinkedIn, Schneider Electric, Premise Health, Zappos.com, and Blizzard Entertain-ment. To learn more, visit www.jobvite.com or follow us @Jobvite.

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continuous candidate engagement - jobvite.com

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