Healthcare Recruiting Statistics You Should Know
Recruiting is a hard game in general, but even more so when you look at the healthcare industry. Healthcare recruiters continue to face an uphill battle in the competition for talent to staff clinical positions and non-clinical support staff positions across the industry. The stats show an increased demand for healthcare workers—and a shortage of workers over the next decade. This means healthcare recruiters will have to get creative to overcome the odds. Here are some other quick facts you should be aware of in 2019.
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By 2030, there will be a supply and demand problem. Trends seem to show that there will be fewer physicians (in the range of 42,600 to 121,300) than necessary to provide the care needed for an aging population.
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67.3% of those surveyed offered sign-on bonuses as a recruiting tactic for healthcare professionals
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55.1% of those surveyed offered relocation assistance to recruit for positions in the healthcare industry
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The majority of healthcare job candidates, over 90% in fact, believed employer branding was an essential recruitment tool in the hiring process.
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The most commonly used recruitment resource by healthcare job candidates, at 75%, was the employer website.
These stats indicate that there is hope—recruiters need to build a long-term strategy to increase their branding, especially their employer website. While various recruitment marketing strategies may be essential to candidate engagement through avenues like social media and building talent pipelines, focusing on brand and improving the portal of entry can be valuable as the competition increases.
The Candidate Experience Must be Top of Mind
According to The Talent Board’s latest survey of rejected candidates:
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42.7% of candidates who are referred (but ultimately not chosen for the job) still apply again, refer others, or continue to engage with a potential employer in other positive ways. So while talent acquisition professionals know that employee referrals are a great way to find a quality source of hire, now it’s also clear that they continue to be a great source even when rejected.
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Providing job-related feedback to candidates makes them 52% more likely to apply again, refer others, or continue to engage with a potential employer in other positive ways. Thus, taking the time to engage with “rejected” talent can help you maintain a pipeline of potential future talent.
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When candidates are rejected by phone, they are 28% more likely to apply again or refer others to the company.