Game On! Start 2020 Healthcare Hiring on the Offensive

Game On! Start 2020 Healthcare Hiring on the Offensive

Catch Top Healthcare Talent With Our Essential Hiring Guide

ApplicantStack’s How To Hire Your Next Employee playbook will help you:

  • Find first-round healthcare draft picks
  • Avoid hiring compliance red flags
  • Make sure your applicant can pass to the end zone
  • Intercept top healthcare candidates from your competition

How to win at 2020 healthcare hiring

Get your head in the game: Prescreening preparation

  • Create custom questionnaires with knockout questions
  • Filter unqualified candidates out before spending time on them
  • Reduce unconscious bias by using the same criteria for each candidate
  • Isolate a manageable pool of top candidates with the necessary qualifications

Watch the play-by-play:


First down: Create a healthcare job description

From the first step in the hiring process, ApplicantStack streamlines the workflows.

  • Create a template for each job description
  • Manage job descriptions in a centralized location
  • The system inserts job descriptions automatically into postings

Post route: Post jobs to job boards

ApplicantStack posts to the following job boards:

  • Indeed
  • Glassdoor
  • Google for Jobs
  • Juju
  • LinkedIn Limited Postings
  • CareerBuilder
  • Monster
  • Dice
  • ZipRecruiter
  • Niche sites

Single signon job posting saves time. You don’t have to keep track of multiple login credentials.

Here’s the tape:


What’s the score? Candidate scoring

Create custom scorecards for each job. All applications come into a central dashboard. ApplicantStack scores the applications based on your criteria. Immediately.

In the applicant dashboard, sort the candidates by score to see the highest scoring at the top. Select the top candidates on the list to review their summaries, source (where they applied from) and resume. You can also see how the scorecard was calculated.


Watch it in slo-mo:


Handoff: How to schedule interviews

ApplicantStack integrates with Google Calendar and Office 365. You have two ways to schedule: you can choose a time or allow the applicant to select an interview time from pre-cleared calendar slots.

If you enable applicant self-scheduling, the candidate will be emailed a link to your scheduling calendar. When they follow the link, they will see your interview calendar. They can only schedule during a slot your hiring team has already designated.


No flags on this play:


Huddle up: Collect hiring team feedback

ApplicantStack sends each hiring team member an evaluation form. In the form, there are links to the candidate’s resume and completed questionnaire. Each team member completes the form during or after the interview. Then—voila!—ApplicantStack combines the forms and calculates an average rating.

When each applicant has a consolidated rating, it’s easy to compare candidates. The process is also less likely to be influenced by unconscious bias.

Do you have a team member who habitually drops the ball on interviewing feedback? ApplicantStack helps with that as well. If someone forgets to turn in their evaluation form, ApplicantStack nudges them with a reminder email. This takes the pressure off the hiring manager.

Watch the run here:


MVP: Select the top candidate

The time has come to make a selection from your pool of top candidates. You want to be careful, but you risk losing your top pick if this takes too long.

Don’t let background and reference checks slow down your hiring process. ApplicantStack helps you optimize this critical stage by narrowing your pool of candidates to the best possible options. Then it eliminates final concerns with background checks and calls to references.

In it to win:


Draft pick: Extend the job offer

Creating an offer letter template in your ApplicantStack document library is easy. Merge codes import information you have recorded (or the system has parsed) elsewhere. In the video, we show you how to create a merge field for the job start date.

Cue the confetti:


Touchdown! Hire your next healthcare employee

By following these steps, you will move your candidates quickly and efficiently through the workflows. They won’t be intercepted by your competitor. Automated communications keep your applicants updated every step of the way. Email or text your candidates to keep them engaged.

Play hard, win easy with ApplicantStack’s healthcare recruiting playbook.

By Liz Strikwerda


Conquer The Top 3 Healthcare Recruiting Problems In 2020

Conquer The Top 3 Healthcare Recruiting Problems In 2020

Healthcare recruiting challenges aren’t easing up in 2020.

The only thing harder than finding quality healthcare employees is keeping them.

Does your healthcare recruiting process need a major disruption? Here are actionable techniques that can solve recruiting dilemmas.

Today’s post contains strategies for:

What are the top healthcare recruiting problems?

  1. Lack of qualified applicants
  2. Competition from employers inside and outside the healthcare industry
  3. Historically high turnover

6 Healthcare Hiring Solutions

1. Target passive candidates and provide training

There are not enough traditional candidates. Companies have found success sourcing passive talent and training for hard skills. Consider the crippling costs of high turnover. Providing CNA certification training can be a wise investment.

Once we identified altruism as a key trait for community health workers, we sought out natural helpers by circulating job descriptions through YMCAs, soup kitchens and block captain associations. This approach yielded far more applicants who were suited for success in the role.Shreya Kangovi, MD, executive director, Penn Center for Community Health Workers

2. Improve job descriptions

First, create an Employment Value Proposition or EVP. We explain how to do it in this article: Recruiters: Have You Created An Employment Value Proposition? This tells applicants why they should choose your company.

Your job descriptions need to be more than a laundry list of duties and qualifications. The best way to manage multiple job descriptions is with an applicant tracking system, which we discuss below.

3. Minimize unconscious bias

Unconscious bias may be eliminating promising talent. We addressed this in detail in our post 6 Tips For Avoiding Hiring Bias. Here is a rundown of the tips. Consult the article for an in-depth discuss.

  1. Create gender-neutral job descriptions
  2. Review resumes blind
  3. Train employees on hiring bias
  4. Diversify recruitment panels
  5. Standardize interview questions
  6. Incorporate employee resource groups

4. Improve job conditions

Let’s face it, home health, long-term care, and community health positions are relatively low-paying. Few employers can increase pay significantly and remain in business. Therefore, companies must do everything in their power to improve job conditions.

There isn’t a magic bullet that will work for every employer. Consider flexible scheduling and providing outside resources (more on those below). In addition, perform exit interviews when an employee quits. Find out why. Do what you can to prevent the problems if it’s within your power.

Flexible scheduling doesn’t cost more but reliably improves employee satisfaction. Inexpensive scheduling/timekeeping software is a must-have.

Those on the low end of the pay scale are subject to many situations that higher-paid people don’t understand. Identify outside-of-work challenges your employees face. If you can connect them with resources, it will benefit everyone—your patients, your employees, and your bottom line.

Provide an on-site counselor or contract for counseling services with a community-based human service agency. In either case, make sure the counselor is positioned to connect workers to a broad range of supports that can stabilize workers’ personal lives and thereby improve their job performance.Paraprofessional Healthcare Institute, ‘Finding and Keeping Direct Care Staff’

5. Educate your hiring manager

Small healthcare companies often lack a formally-trained hiring manager. If this is the case for your company, consult our comprehensive series: How To Hire Your Next Employee. It’s a step-by-step guide designed for both beginners or experienced recruiters. (It’s the next best thing to a professional recruiting degree and completely free.)

6. Use an applicant tracking system

Manual practices are woefully inadequate for the hiring challenges discussed here. Applicant tracking systems (ATS) provide a predictable ROI for all types of healthcare employers.

  • Weed out unqualified candidates faster
  • Process hundreds of applications at a lower cost
  • Cast a wider net — advertise jobs in more places (social media, job boards, educational institutions)
  • Help your hiring team incorporate best practices
  • Use recruitment analytics to find what’s working and what’s not
  • Create and manage a structured employee referral process
  • Provide a mobile-friendly hiring platform (89% of job seekers say their mobile device is an important tool for job searching and 45% use it to search for jobs at least once a day.)

How does this work in practice? Read how Maryland University of Integrated Health and Marana Healthcare improved hiring outcomes with ApplicantStack.

By Liz Strikwerda