The healthcare/dentistry industry pre-pandemic has been a frustrating landscape to recruit for due to shortage of talent and endless needs. NOW, can you imagine what we’ve all been through in the past 18 months or so due to the pandemic? Healthcare workers have been burned out, forcing many to leave the profession, many had to take time off due to being in close contact with elderly loved ones, or having children in remote learning. Whatever the reason might be, the industry had to deal with MASSIVE amounts of turnover, which lead and continues to lead us to MAJOR hiring sprees.
Now that the vaccines are fully and readily available to anyone and everyone, you will start seeing a slow and steady shift of candidates returning back to the workforce. Many states such as New Hampshire are now providing checks for people going BACK to work, versus being at home (great job!), and slowly, the unemployment process will become tougher (forcing applicants to show more proof of aggressive job searches) and will gradually have to come to an end.
You will now begin to see a greater number of applicants, especially once summer comes to an end with children going back to school in person on a full-time basis! Though, you should also factor in the fact these candidates will return but might choose to go back to their previous employer, a place they were comfortable, might come back on a part-time basis to start, and most of all, since ALL the companies are going through HUGE hiring sprees, they have CHOICES, and LOTS of them!!!
As you enter into this “candidate-driven” market, you need to ensure that your recruiting strategies are all up to date and par to generate the best hire possible for your business, and to STAND OUT among others hiring! What’s a recruiting strategy you ask? It’s a plan of action to help you successfully hire the best possible candidate for your opening(s).
Here is a list of things you can do to ensure you are up to par and date with your recruiting strategies:
1. Treat candidates like customers – red carpet/ white glove service
I talk about this in my previous article: https://www.linkedin.com/pulse/frustrated-recruiting-your-dental-practicestruggling-amroliwala. I mention how you need to treat candidates and others the way you want to be treated, it’s simple! All candidates need to be provided with “white glove” or “red carpet” service. Whether it’s a phone screen, video, or an in-person interview, a candidate’s first impression of your company is critical. It is important to make them feel like you’re just as excited about getting to know them as they are about being considered for the role. One of the best recruiting techniques is to treat interviewees the same way you treat your customers.
- Be respectful of their time. Whether it’s a phone call, video conference or in-person meeting, always be sure to show up on time. If you’re running late, let the candidate know as far in advance as possible. Also know that most candidates are busy between juggling things at home and work (if they’re working), you need to meet with them before work, during a lunch break, or in the evening after work. Most candidates don’t have the flexibility to take time off for interviews, so if you want to hire, take the time and be respectful of theirs! This will go a long way.
- Be hospitable. When a candidate arrives for an onsite interview, ask if they’d like something to drink and show them where to find the restrooms. Make them feel welcome and comfortable. Introduce them to others around you and on your team, give them a tour of the office! All of this mulls over so nicely and gives them time to get settled, comfortable and break the ice.
- Make yourself available and flexible. Provide potential candidates with your contact information so they’re able to reach out with questions and concerns throughout the hiring process. Be flexible with candidates on schedules they need to work, this will lead to an ideal work environment for them.
2. Use social media – especially LinkedIn
Social media is a fantastic recruiting tool. Social recruiting allows you to share job postings with your entire network and encourages a two-way conversation. Even if the people you reach aren’t interested in the role you’re hiring for, it’s likely they may know someone who is a good fit. People often debate and ask about which one is the best, and although there’s no specific one to claim the “best.” LinkedIn works very well as a professional platform!
3. Implement an employee referral program – let your employees be your true cheerleaders!
Great people usually make a habit of surrounding themselves with other highly capable professionals. So why not financially incentivize your awesome employees to tell their networks about you hiring and how awesome it’s like to work for you? I have a separate document on this, please feel free to direct message me on LinkedIn if you want to learn more.
4. Create compelling job descriptions
Writing an attention-grabbing and thorough job description is one of the most important parts of the hiring process. Refer back to my previous article on this: https:// www.linkedin.com/pulse/frustrated-recruiting-yourdental-practice-struggling-amroliwala.
5. Check resumes posted online and post jobs on multiple job boards
There are multiple job boards you can use, I would recommend the following as a start:
Indeed
ZipRecruiter
Dental Associations per state
HealtheCareers
iHire
Specialty Associations
All of these sites have a place for you to post your job, and then a place to do resume searches. Make sure you fully utilize both as they usually come together in one price.
6. Consider past candidates – ensure you save all resumes and stay up to date and organized with proper notes for each candidate
When you hire for a position, there are often a few talented candidates that end up not making the cut due to timing or other external factors. When you’re recruiting for a similar position, consider revisiting the resumes of past applicants. These candidates are already familiar with your company and may have picked up new skills and experience since you last spoke.
Keep in mind while you are interviewing to take good notes on each candidate and keep their resume on file for future openings!
7. Attend industry-related annual/quarterly/ monthly meetings
Even though job fairs can be helpful for finding qualified candidates actively looking, non-recruiting-specific events are also an excellent opportunity to meet motivated industry professionals who are eager to network and advance in their field. This is a good way to find experienced, passive talent, and helps you stay ahead of the game when it comes to recruiting for quality talent in a candidate-driven market!
You can attend trade shows, CE and/or networking events that are industry and area specific and pluck talent that way, or at least spread the word and buzz on you hiring, and also build an employer brand.
8. Involve colleagues in the interview process – don’t be the only person involved in interviewing
It’s best to get multiple people involved in an interview versus doing it by yourself (even if you are the hiring authority). It helps the candidate gain a sense that you are more team oriented versus “top down,” and they will learn how others feel about the company, culture and role as well. It will also help you in making more sound hiring decisions for quality talent that will last you a long time!
Written by Priyanki Amroliwala, Senior Manager, Talent Acquisition at 42 North Dental. Priyanki is well-known in the dental and healthcare industries, and has a true passion for what she does. Priyanki graduated from the University of Baltimore, Merrick School of Business, in 2006, with a specialization in Marketing Communications.
This article was sponsored by 42 North Dental.