Is Your Team Prepared to Win the Search Game now that COVID Changed the Rules?

Prior to early Spring of this year, the biggest challenge most organizations faced was physician shortages or finding Service Line Leaders with skill sets matched to the needs of the cutting edge clinical offerings of the program. But in today’s new normal, the obstacles that exist involve not only finding the right candidates, but also how to complete the process with limited (or no) on-site meetings with the team. The lack of an in-person experience during the hiring process can be a challenge for both the hospital and the candidate.

Although many other industries are downsizing or implementing hiring freezes, for many hospitals and health systems, the only way to get back on a profitable track is to continue to offer and grow services, which means keeping the hiring process humming.

The key to adjusting to this changing climate is being prepared to adjust your process and planning for the COVID-era placement cycle. Corazon continues multiple placements during this time doing exactly that. Being flexible and utilizing technologies that may not have been previously in the comfort zone of your team or the candidate is just part of this new reality. This may include the way you attract talent and the way you address the current situation at your facility and the plan for the future.

Three “must haves” to activate your plan during this time include:

1. A plan to get the word out
2. A process for hiring
3. A firm grip on compensation so you can make a strong offer

 

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1. Have a plan to get the word out

An entire pool of qualified candidates were looking for positions pre-COVID, but now assume that no positions are available. So the first step is letting those people know that you are indeed hiring! Be sure to use multiple platforms and approaches to keep the position front and center for those who need to see it.

Website postings (on your own hospital site) should be updated frequently. Job seekers assume that any position more than 30 days old is probably filled or in the process, with a full pipeline of existing candidates. This may not always be the case. But keeping an updated job openings list is important, so those who may apply do so for positions that are, in fact, open.

Any external postings on job boards or social media should be reposted or revised frequently to keep them relevant and at the top of the site’s feed. Any updates that catch someone’s eye are possibilities to widen the net.

Ask program leaders or stakeholders to use their social media outlets to share the job post(s) as well. Ask them to highlight satisfiers in their own role, or benefits of working at the hospital. Chances are they are feeling the pain of the open positions as well, and would be willing to contribute to the search effort by way of sharing information.

 

2. Have a process in place for hiring

Clearly, technology is now a vital part in any recruitment effort and hiring process. Having up-to-date platforms that allow for virtual interactions with one of more of your existing team is now mandatory. Using this technology, especially if not familiar with it from regular previous use can be challenging. Corazon works with our clients to:

1. 1. • Test the platform before emailing links to candidates
      • Provide background information on who the candidate will be speaking with that day
      • Include an updated job description that gives a salary range and required on-site time at the facility for the role given the current regulations in your area.
      • Be prepared to let candidates know when an on-site visit will be required in the hiring process, and how you’re handling safety measures at your facility

 

3. Have a firm grip on compensation so that you can make a strong offer

Asking the candidate to reveal their salary expectations and being ready to discuss the position range should occur in a frank discussion during the initial phone screen. By the time virtual interviews and then the on-site occur, a compensation package should already be formulated with minor customization ready for the finalist. Do not assume that there is desperation on the part of the candidate, particularly in healthcare, since smart programs are now thinking of the future by hiring today. This is not the time to low ball offers, as some hospitals in many regions across the country are in major need of qualified candidates to fill positions that will help with service and revenue recovery post-COVID.

 

Corazon has found many benefits to this new virtual model, as the approach has actually decreased time to placement for candidates by almost 20% overall. As your internal team becomes more comfortable, look to find the advantages that change can bring, especially since this may be the world we live in for some time to come. The sooner a new “virtual-focused” recruitment and hiring process is embraced, the sooner the success can come…