Despite having one of the most diverse workforces in the United States, diversity recruitment is still a priority for healthcare organizations. Eighty-four percent of healthcare leaders predict that by 2022, having their hospital’s workforce reflect the diversity of the community it serves will become a strategic goal. Already 22% of hiring managers have a diversity goal in their performance expectations. Many organizations are integrating HR technologies into their hiring process to extend their candidate reach, reduce bias and improve diversity recruitment in healthcare.
Why is diversity recruitment in healthcare a priority?
Healthcare organizations pursue diversity recruitment for many of the same reasons companies in other industries do, including:
- Severe talent and skills shortages –33% of hospitals currently have an RN vacancy rate greater than 10% due to lack of qualified candidates.
- Growth projections – Demand for RNs is projected to grow 46% by 2030; LPNs are projected to have the same growth in job openings.
- Financial performance – Gender and ethnic diversity are correlated with profitability.
However, in healthcare, workforce diversity can also influence patients’ outcomes. Hospitals and health systems have realized that patients are more likely to seek care and remain compliant with healthcare professionals who share their background, and they are also more likely to be satisfied with their care.
How do health organizations set diversity recruitment goals?
Many healthcare organizations set goals for diversity recruitment that align with their patients’ gender and ethnic background. For most, there is a gap between their workforce diversity and diversity of the U.S. population in general.
Is there diversity in healthcare leadership?
There is a large diversity gap in healthcare leadership. Research by the American Hospital Association’s Institute for Diversity in Health Management indicates minority employees hold just 14% of hospital board positions and only 11% of executive leadership positions in healthcare. Gender diversity is higher, with 43% of hospital executive positions held by women. However, only 10% of digital health startup leaders are female, and none of the Fortune 500 healthcare organizations have a female CEO.
How can HR technologies reduce bias in healthcare recruitment?
In the screening and interviewing stages of the hiring process, innovative video interviewing platforms can reduce the risk of bias. Healthcare organizations use on-demand voice and video interviews to digitally engage RNs, CNAs, and other healthcare professionals quickly with their hiring process. On-demand interviewing applications create:
- Consistency – All candidates are asked the same questions in the same way, and rated on the same scale. The on-demand process and use of standardized questions avoids the small talk, flattery, jokes, and off-subject discussions that may create opportunities for discrimination.
- Transparency – Everything that happens during an on-demand video interview is on the screen for recruiters, candidates and hiring managers to see.
Some video interviewing software enables unbiased candidate review. With this capability, the candidate’s identifiable information and voice are masked until after the hiring manager has reviewed the interview and the decision about advancing the candidate has been made.
Other technologies are available to support diversity recruitment in healthcare in other stages of hiring, too:
- Augmented writing applications rewrite job descriptions, job postings and onboarding communication to remove biased language
- Applications enable blind resume review by removing demographic information
- Applications enable blind auditions with skills-based tests, online surveys and quizzes
Supporting Diversity Recruitment in Healthcare with Branding
Cultivating an inclusive culture and sharing it with job candidates through employer branding and the hiring process are also essential strategies for diversity recruitment in healthcare. Eighty-four percent of healthcare recruiters and hiring managers surveyed say that employer brand and culture are important. HR technologies like video interviewing enable recruiters to communicate their organization’s authentic employer brand through messaging, visuals and dialogue that reflect their inclusive culture. Differentiating their organization through branding that reveals inclusivity gives healthcare recruiters a critical competitive advantage in the tight talent market.
Diversity Recruitment and the Modern Healthcare Candidate
Though diversity hiring is a high priority for TA leaders across industries, the candidate experience is still their top concern. Healthcare candidates can afford to be selective about their employer and the candidate experience is a key factor in their decision-making. For TA leaders in healthcare, it’s never been more important to select and implement HR technologies that support both the ideal candidate experience and diversity recruitment.
Video interviewing that’s purpose-built to handle the complexities of enterprise hiring can do both. Integrated applications like on-demand and live interviewing, automated scheduling and combined interviews and assessments enable healthcare recruiters to engage candidates with their employer brand and inclusive culture in a hiring experience that is fast, simple and convenient.
Modern healthcare candidates are barraged with job opportunities and expanding choice in healthcare employers. Leading healthcare organizations across the nation have integrated video interviewing platforms in their hiring workflow to engage, interview and hire better healthcare candidates, faster. They’re catering to diverse, modern healthcare candidates, and they’re getting results.