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Seven years ago, I began working in the healthcare recruiting and staffing industry. In just seven years, demand for all types of healthcare professionals from physicians to registered nurses has ballooned. Over the next 15 years, this intense demand for quality staff is guaranteed to rise even more, due to the aging baby boomer generation. This is a very important trend to consider when planning for current staffing needs as well as the needs for any future growth your organization may be planning.

The most important thing an organization can do to hedge some of the impact of our current shortages is to plan ahead. If at all possible, don’t wait until your need is desperate to take action. Instead, develop strategies now to ensure that you will be fully staffed and have a pipeline of potential employees to tap into for the future. That’s easier said than done, I know. It takes some serious thought, effort and planning to have a successful internal recruiting element of your business. But it can be done. The following are a few tips to get you started. These tips are intended to be alternatives or in addition to traditional techniques.

The first thing I would recommend would be to separate yourself from the competition. Ask yourself; why would someone want to work for my company? You must have a compelling answer if you intend to attract the top talent in any given market. Do you offer the best benefits, retirement, attainable bonuses, clear advancement opportunities or something else? You better! With the shortage of available staff, and an even bigger shortage of good staff, you have to separate your company from the rest of the pack. There is intense competition for the best and the best want more than just a check, they’re looking for the total package. Be creative, come up with something to offer that is different, and then broadcast that benefit to the market. You’ll soon see that candidates will come to you.

Now that you have made yourself attractive to the market, you should take advantage of an asset that is right at your fingertips: your current employees. The fact is nurses know nurses, doctors know doctors, therapists know therapists and so on. The trick is getting your staff to give you the names of these potential candidates. Referrals should be a major part of your recruiting strategy. In order to maximize the success of a referral program, you must have a set policy in place that all your staff is aware of. The easiest thing to do is offer a bonus to current staff for referring someone that is hired.

Typically, the amount is based on the position, but be generous. In order for a buzz to be created, and for your staff to get excited, it must be worth their efforts. Also, be creative! Offer other incentives like a paid day off or better shifts. Anything that will get them excited is a good incentive.

Next, I would recommend some kind of applicant tracking system that you religiously use. It doesn’t have to be any kind of high tech, expensive system, just something that you can refer back to as new needs arise. A simple filing system that you put all applicants and resumes into when you get them works well. Be sure to categorize them based on position so that it’s easy to search.

Remember, you may not need a candidate immediately, but a need could arise in the next six months. If you save all potential candidates, you’ll have a starting point of people to call. Also, keep in mind that each of these potential candidates you call may know someone that is looking, even if they themselves are not interested. It’s not a bad idea to offer them a referral bonus as well!

Finally, making sure you hire the right candidate can save you all kinds of time, frustration and money. Don’t settle for someone that you suspect isn’t going to work out in the long run. It doesn’t pay to take that chance. Check references, review job histories for length of past jobs and do an in depth interview with multiple people screening each applicant.

If you implement these techniques and be diligent in your screening process, you should have plenty of candidates and be successful with the first hire!


August 2007

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