Three Most Effective Recruiting Tools of 2020

Sep 18, 2020

Healthcare recruiting hasn’t changed much in the last twenty years. We’ve upgraded from filing cabinets to computers, but a lot of the processes have stayed the same. This stagnancy is what fueled the creation of The Inline Group. Our leaders saw a better way to find healthcare providers and created a platform that empowers hiring teams to exceed their goals.

Fast forward to 2020, and a global pandemic is exposing the flaws of major retained and contingent firms. Their lack of transparency and exorbitant placement fees are no longer helpful to financially and time strapped healthcare facilities dealing with COVID-19. Consider this: LinkedIn data shows healthcare hiring has dropped 19.4%, year over year. However, the demand for providers like intensive care nurses and hospitalists has more than doubled. So when third-party firms like Jackson Healthcare report increases in cancelled placements, we have to wonder: why aren’t your tools designed to help facilities through tough times like this pandemic?  

Healthcare facilities still need providers - the need has simply shifted. In an ongoing effort to provide the most effective services possible, Inline is providing you with three ingredients to our “secret sauce.” The following tools are what make our platform so effective, even when the hiring environment faces change.

1. Real-Time Reporting

Have you ever had a search take longer than anticipated? Then, when your team tries to address the cause, no one seems to know why? What your search lacked was data. Consider the physician’s process when looking for a job: they see a job listing, they may read through it, then click apply, speak with whomever comes first in the screening process, and the list goes on. There are many steps a physician takes before they begin the onboarding process. 

So what happens between the moment they notice your job and when they disappear from the search altogether? In recruitment marketing, we refer to this as the bounce rate. The bounce rate refers to the percentage of visitors to your page who leave it without taking action. For Inline’s clients, our real-time reporting allows them to utilize this data to their advantage. When a candidate views an opportunity listed with Inline, we track if they viewed a page, clicked on a page, visited multiple times, and more. This data allows our team to re-target these candidates and ensure you never miss a qualified candidate.

2. Candidate-Focused Landing Page

Did you know you only have 15 seconds to capture a site visitor’s attention before they leave your webpage? So while your facility’s website has a Careers Page, is it working to your advantage? Your website primarily focuses on patients. For a provider, they’ll need to find the link to your Careers Page, navigate through every other job listed, educate themselves, on your opportunity, and then figure out how to apply. While for some professionals, this process seems simple, healthcare providers tend to have little spare time. Asking them to click through your website in search of a job could cost you valuable candidates via the bounce rate.

Inline sought to solve this common problem by creating custom, candidate-focused landing pages to all of our clients. These simple, yet effective landing pages only provide the information candidates want to see. From there, the application process involves our team of candidate advisors doing the heavy lifting so the candidate (and your hiring team) can focus on making the decision to work together. The best part? Even if a candidate doesn’t apply, our data mentioned above lets us know that they visited the landing page. We’ll be able to reach out to these candidates again to see if they’re still interested. 

3. Segmented Candidate Marketing

None of the above tools matter if you aren’t reaching the right candidates. If your job reaches 1,000 people, but 50% of them are the wrong specialty, you’ve wasted both time and money. Consider that marketers who segmented their audience saw a 24% increase in leads. There’s a good chance that 24% includes a candidate who matches with your opportunity. But what exactly is segmented candidate marketing?

Let’s use a job board as an example. Job boards list an opportunity and wait for candidates to find it, without much happening beforehand. Then, you end up with unqualified applicants who think a physician assistant fetches coffee and responds to emails (yes, this has actually happened). When you segment your audience, you put yourself in control of who views and applies your jobs. Every marketing dollar you spend will drive an actual healthcare provider through the application process, thus limiting the number of cold calls and screenings you need to do.

While the recruiting industry is slowly embracing tools like those mentioned above, The Inline Group has been utilizing and fine-tuning them since day one (and we’ve gotten pretty good at using them). If you’d like to learn more about how these tools can increase your hiring efficiency and success, click below.