Challenging Recruitment Roles in Healthcare
As someone new to HR recruitment in healthcare, I’ve been assigned the task of filling several positions that have remained vacant for months. Two roles in particular—Radiation Therapist and Audiologist—are proving to be especially difficult due to the lack of local training programs.
I’m looking for effective strategies to fill these hard-to-recruit roles. What approaches have you found successful? (Please note: I’ve already been advised against using an agency.)
To provide some additional context, I’ve taken several steps including posting job ads, utilizing multiple job boards, reaching out to candidates through resume databases that I purchased, and I’m planning to attend upcoming job fairs at universities. Any other suggestions would be greatly appreciated!
RCadmin
Filling hard-to-fill roles in healthcare, especially specialized positions like Radiation Therapists and Audiologists, can indeed be challenging. Here are some strategies you can consider beyond what you’ve already implemented:
Networking with Local Professionals: Reach out to local hospitals, clinics, and professional associations related to radiation therapy and audiology. Attend networking events, workshops, or conferences where professionals in these fields gather. Building relationships can lead to referrals and recommendations.
Leverage Social Media: Utilize platforms like LinkedIn to connect with professionals in the field. Share your job openings in relevant groups and consider using targeted ads on social media to reach potential candidates.
Employee Referral Program: If your organization doesn’t have one, consider implementing an employee referral program that incentivizes current employees to refer qualified candidates. Employees often have professional networks that can uncover hidden talent.
Offering Remote/Hybrid Work Options: If applicable, consider offering flexible work arrangements, especially for tasks that can be performed remotely (like tele-audiology). This could attract candidates from other areas where programs exist.
Develop Partnerships with Educational Programs: Although there may not be local programs, consider reaching out to schools or universities that do have training programs. Setting up internships or residency programs could create a pipeline of candidates for future openings.
Targeted Outreach to Recent Graduates: Reach out to recent graduates from related programs, even if they are not local. You can provide relocation assistance or temporary housing options to entice them to move for a job.
Incentivize Relocation: Consider offering relocation bonuses or packages to candidates willing to move for these roles.
Temporary or Contract Positions: Sometimes filling these positions temporarily can lead to full-time offers down the line. Consider hiring candidates on a temporary basis while you continue the search for permanent employees.
Alumni Networks: Tap into the alumni networks of relevant educational institutions. Alumni often feel a connection to their schools and may be more inclined to apply for positions back in their community or where they trained.
Highlight Unique Workplace Benefits: Emphasize what makes your organization stand out. Promote unique and attractive benefits, such as continuing education opportunities, professional development, work-life balance, or a supportive work culture.
By broadening your approach and tapping into different sources of talent, you’ll increase your chances of finding the right candidates for these hard-to-fill roles. Remember, persistence is key in recruitment, and sometimes it may take creative strategies to attract the right talent!