Healthcare talent acquisition is evolving. From the recruiting methods, to candidate expectations, to the shape of the competitive landscape, the industry as a whole is looking different than it used to.

You’re facing numerous talent acquisition challenges, and you need HealthcareSource — a partner that understands them. Identify the challenges you’re facing, and learn how we can help you solve them.

“Our open positions – especially critical ones – are taking too long to fill.”

Time-to-fill doesn’t just affect your metrics as a talent acquisition team. Its effects extend throughout the organization into finance, patient care, and more.

  • Higher premium labor costs: The longer you take to fill open roles, the more your organization spends on overtime and staffing agencies.
  • Hiring for quality and fit goes out the window: At some point, anybody is better than nobody, but all too often speed over quality leads to lower retention rates and another opening to fill four months later.
  • Lower employee engagement; higher turnover: When time-to-fill increases, so do recruiters’ workloads, overburdening them and decreasing morale and employee engagement. This inevitably leads to higher turnover rates, further stressing your talent acquisition team.
  • Patient safety and quality of care: The alternatives to filling roles — less optimal staff-to-patient ratios, increased overtime, and/or contingent talent — can negatively impact patient care.
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“We don’t attract enough of the right people. And when we do, we lose them in the hiring process.”

Quality-of-hire is a challenge in today’s competitive healthcare job market. Without the right people in the right roles, employee engagement suffers, turnover increases, and patient-centered care becomes more difficult to provide.

  • Without quality-of-hire there is no quality of care: An inability to identify and select the right people for open positions jeopardizes patient care and increases turnover risk.
  • Overwhelming turnover: First-year turnover challenges are plaguing hospitals. When you’re just trying to fill roles, it’s impossible to make quality a priority as well.
  • A shallow talent pool: When you’re only able to engage a single candidate for an open role, your decision has been made for you. A lack of choice prevents you from being able to make the right hiring decisions for your organization.
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“Our turnover is crazy. It seems like as soon as we get them in the door, they walk out the back.”

Turnover is an epidemic in hospitals today, and talent acquisition teams like yours are paying for it with wasted recruiting hours — not to mention the effect on patient care and direct expenses.

  • Wasted recruiting hours: Constantly refilling the same roles is frustrating — and distracting. It takes time away from more strategic, proactive tasks like sourcing and candidate relationship management.
  • Direct and indirect costs: Turnover is expensive. It costs on average $19,000 to replace a nurse, and that does not include premium labor costs via the overtime and agency staffing used while you’re filling the role.
  • Patient care: A constant influx of new healthcare workers creates a constant learning curve for new employees and the contingent talent covering shifts while FTEs are hired. Patients are the ones who suffer.
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“My recruiters try their best, but this space is always changing. I’m not sure we have the right skills.”

Recruiter skillsets have changed. Modern recruiting involves modern marketing and analytics, but few recruiters have the training and resources needed to adopt these techniques.

  • Less-than-optimal recruitment results: Antiquated recruiting methods lead to longer time-to-fill, higher first-year turnover, and lower quality of hire.
  • Higher expenses: Too many talent acquisition teams don’t know their ROI, how to measure it, or what good looks like. Without the ability to optimize, you can’t avoid wasteful spending.
  • Quality patient care: Quality care for your patients begins with hiring quality people for your organization. If your recruiters are unable to hire quality talent, then you don’t have the basis to provide patient-centered care.
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Diagnose Your RN Cost-of-Vacancy

Do you know how your talent acquisition efforts and current staffing levels are affecting your organization’s bottom line?

Use our quick calculator to get your true RN cost-of-vacancy now.

Talent Acquisition Solutions for Hospitals & Providers

While for many talent managers success looks like filling open roles, at HealthcareSource, we know that recruiting is just the beginning. Although time-to-fill, quality-of-hire, turnover rates, and skillsets all contribute to the talent acquisition function, their impact can be felt in all your organization does — up to and including how you treat your patients.

If you can improve your data, people, processes, and technology, then you can hire quality talent and improve the quality of care your organization provides. We offer the tools you need to do just that.