Article

Hiring Nurses? Fill Those Positions Faster with Interviewing Technology

Experienced nurses are in high demand, putting pressure on healthcare recruiters to increase speed-to-hire and efficiency. To make strong hires though, recruiters must also create a quality hiring experience. Interviewing technology is a proven strategy for balancing speed, efficiency and a better candidate experience in hiring nurses.

A Complex Hiring Challenge

The number of registered nurse (RN) job opportunities is projected to grow by 15% through 2026, a rate more than twice the average of other occupations. Hospitals, which employ more than half of all RNs, are challenged in filling their open positions for a variety of reasons. In certain states like Arizona and Florida, the population’s large majority of older residents is creating a nursing shortage. In rural areas, the shortage of candidates is often due to lower-paying jobs and the isolated location. And, across the country, experienced nurses are beginning to retire in larger numbers. In all of these cases, healthcare recruiters need innovative ways to engage, interview and hire nurse candidates faster in order to meet goal.

What Strategies Do Leading Organizations Use?

Healthcare organizations have integrated purpose-built interviewing platforms into their workflows for better outcomes with hiring nurses. Interviewing technology that’s designed for large-enterprise hiring often has several applications healthcare recruiters are using to:

  • Replace phone screens. Traditional phone screens can frustrate nurse candidates with phone tag and create delays in the hiring process. Healthcare recruiters are using on-demand interviews to engage nurse candidates sooner, and provide a more convenient interview opportunity. With on-demand, recruiters can pose job-related questions via video or audio, and nurses can respond with video or audio via smartphone at a time that works with their schedule.

Healthcare recruiters have reduced time-to-offer by 7 days by replacing phone screens with on-demand interviews.

  • Introduce a pre-qualification step. Recruiters are identifying qualified candidates faster with on-demand text interviews, especially in high-volume positions.  With these interviews, candidates respond to basic, preliminary questions, such as salary requirements, possible start date, hours and availability. Candidates whose responses fit specific parameters can be moved on faster to an on-demand interview. On-demand text interviews are simple and convenient for candidates, and increase recruiter efficiency.
  • Assess soft skills as part of the interview. Some video interviewing platforms offer a combined interview and assessment experience to increase both speed-to-hire and quality of hire. Modern Hire partners with validated assessment providers to offer personality, competency, work-style and technical/coding assessments as part of its on-demand video interviewing platform. Healthcare recruiters can quickly identify RNs with superior soft skills while delivering a hiring experience with fewer steps and technologies.

Can a video interview be tailored to the job requirements?

Yes, video interviewing software that’s part of a purpose-built platform can be configured at the job level. This is a vital advantage for healthcare recruiters who want to tailor their interviews to the job requirements of the specific nursing positions they must fill.

Do healthcare staffing firms use video interviewing?

They do, especially since they face many of the same talent shortage issues as hospitals and healthcare systems. Staffing leader Cross Country Healthcare replaced its phone screens with on-demand videos, and allows nurse candidates to record their answers via audio for their convenience. The strategy helped Cross Country’s TA team transform its renewal process and reduce turnaround time from 11 days to 3 days.

With on-demand interviewing, Cross Country Healthcare gained a 94% increase in candidate renewals, and a 108% increase in candidate placements.

By putting more nurses to work faster, the TA team has a positive impact on patient care and the organization’s bottom line.

Do healthcare organizations use interviewing technology enterprise-wide?

Yes. In fact, that is part of the value of a purpose-built video interviewing platform — it has multiple applications to help recruiters handle the enormous complexity in healthcare hiring.  For instance, Hospital Corporation of America (HCA) piloted on-demand text interviewing in its hiring workflow across many types of roles. While 80% of RNs invited by on-demand text to self-schedule an interview responded, that rate rose to 95% for non-clinical specialists and professionals.

Video interviewing with automated scheduling, on-demand interviewing, and integrated interviews and assessments is effective in accelerating quality hires for many use cases, from high-volume to hard-to-fill scenarios. It’s interesting to note that in its pilot, one division of HCA invited candidates to self-schedule via on-demand text, while a second division attempted to make phone contact first before sending the on-demand invite. Response rates for the second division were about 10% lower, indicating candidates’ preferences for quick, simple interview scheduling.

How does interviewing technology impact the candidate experience?

Humana, the nation’s third-largest health insurance provider, has integrated purpose-built video interviewing software into its hiring workflows as a strategy for improving its candidate experience. Humana has earned several Talent Board Candidate Experience awards as well as awards for excellence in veterans hiring. View this brief video case study to see how video interviewing enhances the candidate experience at Humana.