Handling the Double Standard in Healthcare Hiring

   |    4 minutes read

May 09, 2016
simulations and selection

Many of our clients are in healthcare here at Modern Hire – it turns out video interviewing is extremely well suited to the healthcare industry. We know they’re celebrating the important role nurses play during National Nurses Week, which runs through this Thursday. We’d like to shine the spotlight on some of these clients by sharing ways they are solving a primary challenge in healthcare talent acquisition: The double standard in healthcare hiring.

How to Meet Higher Candidate Expectations

Fair or not, candidates expect more from healthcare companies than others during the hiring process. In an independent survey of active job seekers commissioned by Modern Hire, 68% agreed that healthcare employers are held to a higher standard in hiring. And, perhaps even more interesting, though every age group indicated agreement, the 18-24-year-olds agreed most, with 81% in agreement.

Job seekers’ higher expectations about how they will be treated during the hiring process really turns up the pressure for healthcare organizations, especially with the severity of the talent shortage. Our clients have found ways to handle it though, and they shared their best practices at a recent healthcare industry hiring event. Here are some of their insights:

HCA Puts the Focus on the Candidate

Alison Jones, Regional Director of Talent Acquisition, HCA explained, We’ve taken a big initiative to make sure we’re hearing what candidates are saying. We’ve been putting out employer surveys so we’re checking with our managers and checking with our candidates to know how we’re doing in the process. As a result, we challenged our recruiters and our leaders to come up with a better process to help get candidates engaged and to give them more information.

We’re really making sure that the focus is on the candidate and not, “Come to us. We’re the greatest. You’re lucky to come work for us.” We had to change our perspective and now it’s more candidate-centric. If you’re not focusing on what they need, you’re not going to get them and you’re not going to keep them.

HonorHealth Aligns Hiring with Candidate Expectations

Jody Henderson, Assistant Director for HonorHealth, shared, “HonorHealth recently contracted with Lean Human Capital, a third-party group, to help us assess our processes. We surveyed both the candidates that were hired as well as the candidates who weren’t hired. That’s an interesting concept to reach out and ask the people who didn’t get a job offer, ‘Hey, how’d we do? What was your experience like with us?’ What we gleaned from that information was a great comparison of how we thought our service was and what we were providing to them which is the reality. It was a bit eye-opening in some areas, where we can see where our opportunities are to improve that candidate experience and meet their expectations.”

Penn Medicine Finds the Right Job for the Candidate

Michelle Phillips, Talent Acquisition Supervisor, Penn Medicine, said, “We use Modern Hire video, and it enables us to have a new hire applicant that will apply online to a position. They may not be the greatest fit for the job that I’m hiring for. But I could have two or three other roles that they’re a possibility for or an absolute great fit for. So it gives me the ability to take that person who’s coming in, evaluate them, and decide, Are they a really good fit for this job? Or would they be a fit for a lower level job? Or are they too high-level and I need to extend them up into a different role?”

Clinical Magnet Helps Candidates Live and Breathe the Brand Experience

Travis Furlow, President of Clinical Magnet, a recruitment process outsourcing provider, noted the importance of integrating the employer brand in the hiring experience, “Recruiting is becoming more of a marketing function than it is an HR function. We’ve got to be able to tell our stories, and we have to tell our stories to the brand and keep the brand consistent. One of the reasons that we’ve partnered with Modern Hire is there is a feel, a real, true branding component to what you’re doing inside of the video interviewing and voice interviewing space. The concierge service on the application, branded specifically with your colors, your logo, your video vignette, it makes the candidate live and breathe the experience of your brand. To us, that’s incredibly important and I think it’s becoming even more important for most of the folks that we work with today.”

What candidates are thinking and feeling during your hiring process is more important today than ever before. We invite you to view the panel discussion in its entirety for additional critical insights into ways you can meet candidates’ expectations for greater talent acquisition results.