Struggling to Fill Challenging Positions
As a newcomer to HR recruitment within the healthcare sector, I have been assigned the task of filling several positions that have remained vacant for months. Two of these roles—Radiation Therapist and Audiologist—are proving particularly difficult to fill due to a lack of local programs.
I’m reaching out to seek advice on how to successfully recruit for these hard-to-fill positions. What strategies have you found effective? (Please note, I’m looking for alternatives beyond hiring an agency, as that option has already been ruled out.)
For additional context, I have already tried posting advertisements, utilizing multiple job boards, and reaching out to candidates through purchased resume banks via emails, phone calls, texts, and postcards. I also plan to attend upcoming university job fairs. Any further suggestions would be greatly appreciated!
RCadmin
Filling hard-to-find roles, especially in niche fields like Radiation Therapy and Audiology, can indeed be a challenge. Here are some strategies you might consider, considering the avenues you’ve already explored:
Leverage Social Media: Utilize platforms like LinkedIn not only for job postings but also for targeted outreach. Engage with relevant professional groups and forums, and share insights or success stories related to the fields you’re hiring for.
Employee Referral Programs: Encourage your current employees to refer candidates by offering incentives. They may have connections in the industry that aren’t actively looking but could be open to opportunities.
Networking with Professional Associations: Reach out to associations or organizations relevant to these fields (e.g., American Society of Radiologic Technologists for radiation therapists or the American Speech-Language-Hearing Association for audiologists). They often have job boards or networking events.
Collaborate with Educational Institutions: Besides job fairs, consider partnerships with universities or colleges that offer programs related to these roles, even if they’re distant. Guest lectures or informational webinars could pique student interest.
Investigate Relocation Options: Make your opportunities more attractive by offering relocation packages or remote work options if applicable. Highlight these benefits in your job postings.
Utilize Specialized Job Boards: There are niche job boards specific to healthcare and allied health professions. Using these can help you reach qualified candidates who frequently visit these platforms.
Foster a Strong Employer Brand: Ensure your organization’s mission, values, and work culture are clearly articulated in your postings and outreach. Candidates are often attracted to roles where they feel they can make an impact.
Consider Temporary Solutions: If applicable, discuss with your leadership the option of hiring freelancers or locum tenens professionals as a stopgap solution while you search for permanent hires.
Explore International Recruitment: If regulations allow, consider looking internationally for candidates who are willing to relocate. Ensure you have the appropriate support for visa processes.
Seek Feedback: Regularly review and adjust your approach based on feedback. Have informal conversations with candidates who declined offers or ghosted; understanding their reasons can provide insights into refinements.
By diversifying your strategies and remaining persistent in your efforts, you can increase your chances of finding the right candidates for these challenging roles. Good luck!