Recruiting In-Demand Talent in the Healthcare Industry

by | 12.07.21 | Talent Acquisition | 0 comments

At the start of 2020, many TA professionals couldn’t have predicted what the rest of the year had in store. After a few months, everything had turned upside down, especially for the fast-moving healthcare industry. Now in 2021, many priorities have changed. According to Mercer’s Global Talent Trends 2020 – 2021 Report, people investment priorities in 2021 for the healthcare sector are focussed on Diversity, Equality & Inclusion (DE&I), and re-inventing flexibility.

Roles within the healthcare sector are what we like to class as ‘in-demand’ talent. This is different organisation by organisation, but what’s common is that they are essentially passive and being continually approached with lots of different opportunities, so competition is tough. There people don’t care about your job descriptions, and need to be nurtured in a different way, sometimes over a number of years if you want a constant stream of hires. The most in-demand skills can be determined by looking at skills that are in high demand relative to their supply.

Here are a few examples:

  • Optometrists
  • Audiologists
  • Vets
  • Doctors
  • Nurses

Predictions for the Healthcare Recruitment Sector

The COVID-19 pandemic has placed critical importance on the healthcare sector, the likes of which the world hasn’t seen in years. It has already created challenges for healthcare employment, and will continue to shift the industry as events unfold.

Here are some predictions of what the healthcare recruiting and talent acquisition industry may see as a result of the pandemic:

  • A widening talent gap – There is a high demand relative to their supply. Nurses, for example, are high in demand but there’s a decrease in the supply of interested candidates
  • Your employer brand matters – Empathetic and trustworthy storytelling is what caught candidates’ attention in 2020. In 2021, it’s important to ensure you’re telling the right story and it’s one which is not only relatable but reflects the new reality we’re all living in.
  • A focus on diversity – Recruitment teams are focused on diversity and inclusion now more than ever. Making commitments to meet diversity requirements is important but backing these commitments up with appropriate actions is vital, especially during challenging times such as the pandemic.
  • Virtual onboarding – As we have become used to the new ways of working, TA teams are prioritising the improvement of their virtual onboarding processes. Healthcare is not immune to this change and doctors and nurses may be quickly transitioned from virtual onboarding to tele-health calls.

Building for the future

Change is constant and it’s likely the recruiting world will face more change this year. It is vital that organisations have the ability to review and adapt their priorities and strategic initiatives to suit this change.

Building for the future with talent pipelining will allow organisations to be prepared and ready to go when hiring demand rises and there is a significant uplift in open roles to fill. Having a pool of candidates waiting will allow recruitment teams to be one step ahead, which in the current climate, can make all the difference. Make sure your own talent pipelines are the first place you go to hire ‘in-demand talent’.

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