The Challenges of Healthcare Recruiting

As with most fields, an adverse economic climate produces more response to job vacancy advertisements. In the medical and healthcare profession, this is not necessarily a bonus. The healthcare field is consistently faced with a shortage of trained staff to meet the continuously rising demand. However, the field requires a very specific range of skills, qualifications and experiences which makes many aspects of Healthcare recruiting a challenge.

 

Field Specific Healthcare Recruiting

 

The major challenge of healthcare recruiting is the sheer diversity within the medical field. Each specific field and even location can impact the desired skills, experience and personality of the most suitable candidate. This can stretch many in house human resources teams, which are also dealing with everyday personnel issues, yet comprehensive knowledge is needed to ensure that the candidate best suited to the role is recruited.

 

Many healthcare organizations are turning to external recruitment specialists for this very reason. Specialist recruiters have a great deal of experience in the medical field and understand the requirements and demands fully. This allows them to assess the suitability of candidates through pre-screening before they are presented to proceed further within the recruitment process. Pre-screening can be used to establish that the applicants possess the basic qualifications and requirements which are essential in the appropriate candidate. This method can improve the efficiency and speed of the recruitment process to ensure the vacancy is filled quickly with a candidate who is likely to thrive within the role and the organization.

 

Other Tools of Specialist Recruiters

 

Specialist recruiters have access to a number of recruitment tools which utilize the developments in modern technology. An excellent example of this is the use of video interviewing. This allows candidates from all over the world to present themselves for an initial interview without the constraints of travel or time zone differences. Video interviewing also allows the candidate to showcase their skills and personality which are not often seen with a traditional written application. Although applicants may have the skills and qualifications on paper, they may not be suited to a certain environment or organization. The analysis of a video interview allows the recruiter to assess the personality and demeanor of the applicant to judge their suitability. An example of this is the need for rural practitioners.

 

Throughout the country almost twenty percent of the population lives in rural areas, but there is always a high demand for medical and healthcare professionals. While many applicants appear suitable during conventional healthcare recruiting processes, specific questions can be posed during video interviewing to judge whether the applicant is prepared and willing to adjust to the different challenges which a rural practice entails.  This can be a very cost effective method of ensuring that the applicants who make it through to a face to face formal interview are not only qualified but enthusiastic about the particular environment in which the role is based.

 

Costs of Poor Healthcare Recruitment Processes

 

With the demand for healthcare professionals set to dramatically increase, the pressure to make good recruitment decisions is becoming extremely intense. As with all professions, there is a significant financial cost to recruiting unsuitable candidates. This not only includes the additional costs of the recruitment process and loss of efficiency when the role is once again left vacant, but there is also damage to the public relations of the institution.

 

With the demand for healthcare professionals far outstripping the current supply, good public relations becomes essential. Each institution is looking to attract the best candidates into their employ. High staff turnover rates give the impression that the institution is not a good work environment and the increased recruitment costs compromises other areas of the institution.

 

The healthcare field is consistently understaffed which means that there is tremendous pressure to ensure that correct recruitment decisions are made. Outsourcing this task to an external specialist agency can significantly reduce short and long term costs and ensure that only the best candidates are presented for final formal interview, saving time, resources and cost.

 

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The Challenges of Healthcare Recruiting

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Tips for Choosing Executive Healthcare Recruiters

With the demand for healthcare professionals on the increase, many institutions are struggling to fulfill their recruiting needs. Hiring executive healthcare recruiters can be a fantastic method of improving pace and effectiveness of the recruitment process. The best recruiters can be a huge asset and can ensure the smooth running of the process, making it easier for the hiring panel or human resources department to find and hire the best suited candidate for their vacant roles.

 

Building a good working relationship with these recruiters can provide a boon to the institutions recruitment achievements for many years. However, selecting the wrong agency can be a waste of precious resources including time and money. So, how do you make the right choice in hiring a healthcare recruiter?

 

Question the methods of the Executive Healthcare Recruiters

 

It is important to question the recruitment methods and tools the executive healthcare recruiters use to fill vacant positions. There are a variety of different methods and approaches and you need to be sure that you find an agency which uses the methods you feel are most appropriate. Ask how they will find candidates for you. Many agencies use very basic methods such as internet advertisement and searches but although this can be an effective approach, it fails to include some of the best and most qualified potential candidates who are not actively looking to change position.

 

The best recruiters use multiple approaches to source candidates for your institution. They may employ internet research techniques but will also search through their extensive network to locate those candidates who are actively looking for work and those who could be interested.

 

The majority of agencies will also agree to pre-screen and conduct preliminary interviewing. This can eliminate any obviously unsuitable applicants and ensure that only those applicants who show the most promise and possess the relevant experience, knowledge and skills proceed through the recruitment process. The agency can also assess the personality of each applicant to assess their suitability for the particular demands of the specific environment of the role. For example, although on paper many applicants are suitable for rural practices and institutions, only a select few would be suitable for the different approach and atmosphere the environment demands.

 

Meet the Recruitment Team

 

It is also important to establish the roles each member of the recruitment team fulfills. For example, who will conduct the preliminary interviewing? Will it be done by one person or a team? Will the person who has completed the actual research of the candidates participate in the interviews? This can affect the efficiency of the recruitment process. It is unlikely that the person who secured your business will be the actual recruiter for candidates. You need to ensure that the entire team is fully briefed on the requirements and demands for the role and that only the best in executive healthcare recruiters is working for you.

 

Discuss the Timeframe and Payment

 

It is also important that you are aware of the timeframe needed and the costs involved. Reputable recruiters provide a transparent and comprehensive structure of fees which prevents any unpleasant surprises on arrival of the invoice. Experienced professionals will also have an accurate timeframe which allows for the sourcing and placement of the best suited candidates.

 

You must be comfortable with the timeframe and ensure you question it if you feel it is too long or too short. Any professional recruiter will be able to justify their timeframe and specify why it will take a certain period of time. This will give you an additional feeling of confidence that the agency can fulfill your recruiting requirements in the best possible amount of time.

 

These tips can be of assistance to ensure you hire the best recruitment professionals. This could potentially be the start of a long term working relationship, so you must be confident and comfortable with the approaches and methods used. Ensure you obtain references from other clients and candidates who have utilized their services. This will allow you access to all the relevant information to make a well informed choice.

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Tips for Choosing Executive Healthcare Recruiters

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How Video Interviewing Can Help Recruiters

With modern day businesses under pressure to streamline expenses and improve efficiency, many human resource departments are needing to operate with fewer resources yet have a greater demand to find the right candidate with the correct skill set, knowledge and personality to fit into the company culture. Many recruiters are trying to diversify recruiting techniques to improve the effectiveness and efficiency of the overall process. Video interviewing is one such tool.

 

Why Video Interviewing?

 

Video interviewing has become extremely popular and is now a common element of many companies’ recruitment processes. It provides an extremely efficient use of resources allowing recruiters to simultaneously interview multiple candidates with the interviews available for assessment and review at a convenient time.

 

Since the average cost of traditional recruitment processes are estimated to be between $ 1500 and $ 5000 per vacancy and a timeframe of forty five days is the average to fill the vacancy, video interviewing presents a huge saving of time and resources.

 

Video interviewing takes a fraction of the time of conventional face to face or telephone interviewing. The pre-determined questions can be created through team collaboration to allow for all decision makers to have their key issues addressed.

 

Other Benefits to Recruiters

 

Video interviewing also allows a wider candidate pool to qualify for final assessment. In the past geographical location and differences in time zone presented a huge recruitment challenge. This is not the case with video interviewing. Candidates can complete their interviews at a convenient time which is suited to their current employment demands and family commitments. They do not incur the inconvenience and costs associated with travelling and therefore candidates with the correct skill sets and experience are more likely to apply.

 

Video interviewing also allows the candidates to showcase their true skills, knowledge and personality. Many applicants find traditional recruitment methods cold and lacking the flexibility to highlight their suitability for the role and organization. The video submissions can be held on file to allow all members of the recruitment panel or decision makers to view the interviews without scheduling conflicts. They also provide the recruitment team with an invaluable insight into the personality, body language and non-vocal signals which can reflect suitability for the corporate culture.

 

Real World Benefits of Video Interviewing

 

In addition to improving the efficiency and speed of the recruitment process, which can prevent desirable candidates from accepting other employment offers before decisions have been made, video interviewing also allows a more rounded approach to recruiting.

 

Since poor decisions and faults in the recruitment process have been attributed to eighty percent of staff turnover rates, video interview submissions allow a truer picture of the candidate. This can ensure that there is no memory bias as the interviews can be viewed as many times as necessary before a final decision is reached. The candidates can be shortlisted and ranked for suitability and all relevant parties can collaborate on the decision making process with first hand viewing of the interview.

 

Video interviewing allows for candidates to conduct their interviews in a comfortable and relaxed interview which means they are more focused on their answers to the questions posed rather than trying to engender a rapport. This provides a truer picture of the genuine candidate and how suitable they are for the role, department and organization.

 

Video interviewing takes advantage of the developments in modern technology. Since the majority of candidates have access to some form of digital recorder from web cams, cell phones, tablet devices or laptop computers, they provide a uniform series of submission which allows all the candidates to be evaluated on a level playing field.

 

While video interviewing can reduce short term costs of recruiting, it can have a huge impact on long term costs; increasing productivity, reducing staff turnover rates and boosting staff morale. This simple and effective process can completely transform the recruitment process as you know it.

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How Video Interviewing Can Help Recruiters

Not Yet Video Interviewing? It's Easier Than You Think!

Video interviewing is fast becoming an established and essential component of the modern recruitment process. It utilizes the developments in modern technology which have allowed the majority of applicants’ access to digital recording devices incorporated into cell phone, tablet devices, digital cameras and laptop computers.

 

Why Video Interview

 

Video interviewing presents a more cost effective yet thorough interviewing tool. It is not restricted by geographical location or differences in time zone since the candidates can complete their interview at a convenient time which suits their family commitments and existing work schedule. Video interviewing also offers a deeper insight from more conventional alternatives such as telephone interviewing since the candidates non-verbal signals and body language can be seen. The pre-determined questions are flexible enough to allow the candidate to showcase their skill set, abilities and knowledge and provide the company with a truer insight into their personality. This can make assessment easier as candidates can be judged by all members of a recruitment panel to view how suitable and prepared they are to adapt to the company culture.

 

The video interviews can be completed at a comfortable and relaxed location for the candidate which allows them to concentrate more on answering the questions posed rather than be distracted by the body language of the interviewer or the office surroundings. The interview recordings can be kept on file to be viewed by different decision makers and re-watched before final selection.

 

How Video Interviewing Works

 

The process is kept quite simple. The questions can be created as a collaborated effort from decision makers in all areas of the company. Specialist recruitment agencies can also provide advice and guidance as to what questions should be asked and what information you are looking for from the applicants.

 

The applications are screened to judge which candidates should be selected for video interview. The beauty of video interviewing is that interviews can be conducted simultaneously so it creates a larger recruitment pool for review.

 

The video interviews can either be conducted live at a mutually convenient time and location, or completed by the candidate in their own environment at a time to suit their own schedule.

 

The interviews normally consist of between ten and fifteen questions. The applicant is given a set period of time for responses and in some cases can pause the interview if needed.

 

The applicants treat the interview as if it were a formal face to face interview. They are briefed on the role and given the opportunity to conduct their own research. Each candidate then addresses the answers to the questions at the screen, allowing their personality, skills and knowledge to be fully demonstrated.

 

Candidate Benefits to Video Interviewing

 

As video interviewing has become more commonplace, more and more applicants are voicing their support. This form of interviewing allows candidates to feel more relaxed and confident and they feel that all the applicants will be judged equally. For many applicants who find that formal applications fail to allow flexibility, a video interview allows the candidate to shine.

 

Video interviewing also considerably reduces the length of time the recruitment process takes to fill a vacancy. This ensures that candidates are given the opportunity to keep their options open and not accept other employment offers, as they know they will be advised of the interview outcome quickly. This keeps the best and most skilled applicants enthusiastic about the role and organization. Specialist recruitment agencies are also able to use this format to facilitate the flow of feedback and actively promote the role and company.

 

Video Interviewing is easier and far less costly than you would imagine. Specialist recruitment agencies can complete the process quickly and effectively ensuring that the best suited candidate is placed in the role as soon as possible. This represents a huge saving in the short term, and a large impact in the longer term with improved productivity and efficiency, reduced staff turnover rate and improved staff morale. 

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Not Yet Video Interviewing? It's Easier Than You Think!

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Frequently Asked Questions about Video Interview Software

With video interviewing software becoming a more commonly used resource, many companies are now curious to learn more. Here are just a few of the most frequently asked questions.

 

Is Video Interview Software Really More Efficient?

 

The simple answer is yes, but for a number of reasons. As all recruiters and HR professionals know, an interview is really the best way to judge the suitability of a candidate for the role. However, time and budget restraints usually mean that the number of written applicants who are invited to an interview is a very small percentage. Video interview software allows any number of interviews to be conducted simultaneously. This saves on time and money and allows for a greater spectrum of applicants to be interviewed. This permits even those who may struggle to differentiate themselves with a written application can showcase their skills and talent.

 

Video interviewing also allows for candidates outside of the area to apply for the role. This person may be the candidate best suited to the role, but with current work schedule and family commitments would be unable to travel for a more conventional recruitment process. The interview can be completed at a convenient time for them in a relaxed and comfortable environment to allow their personality to shine.

 

Is the Software Safe and Secure?

 

Just as security is important in conventional in-person interviews, it is also important that confidentiality and safety are maintained within the video interviewing process. In many cases the software has been encrypted to provide secure transfer of information. The recordings made are usually available as view only file which prevents the modifying or altering of content.

 

It is important to check the verification of security information. Reputable companies will be happy to provide reassurance about the safety and security of their software.

 

Do Applicants Really Like Video Interviews?

 

Many companies are surprised to learn that applicants do genuinely prefer video interviewing. Since they can be completed in a familiar environment at a convenient time which doesn’t impact on current work commitments or family demands, more candidates are willing to complete a video interview. They also tend to feel less stressed and are better able to respond to the questions without worrying about the non-verbal cues and body language of an in-person interviewer.

 

This allows the applicant to truly showcase their talents, skills, knowledge and personality. They also feel confident that since each applicant is being asked the same questions, the recruitment process is more of a level playing field with no recruiter bias.

 

The applicants are also not at risk of the expense and inconvenience of travelling to an in-person interview on the off chance they may be recruited for the role. This means that more people are applying for the positions offering potential employers a more diverse pool of candidates to select from.

 

Video interview software has revolutionized the recruitment industry. With fewer HR professionals expected to improve the recruitment process and ensure they hire the right candidate for the role, this development has been a huge success.  The efficiency and effectiveness of the process allows for more streamlined recruitment while offering better suited candidates. This saves company resources in the short time and can have a huge impact on staff retention rate, productivity and overall staff morale.

 

More and more companies are looking for access to this specialized recruitment tool which can maximize recruitment potential and allow the best suited candidate, regardless of geographic location and current availability to be hired. This increase in speed of recruitment ensures that the most desirable candidates are not lost to faster recruiting companies and ensures a boost in productivity as quickly as possible. 

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Frequently Asked Questions about Video Interview Software

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Why Video Interview Software Specialists Provide the Best Recruitment Service

Since video interviewing has become increasingly popular, there are many new companies offering online recruitment services which claim to provide the same service as professional recruitment services. In many cases, this is not so. There are a number of reasons why video interview software specialists can provide the best overall recruitment service.

 

Video Interview Software Specialists Have Specialist Skills

 

The recruitment process must be done correctly to provide great results. This requires knowledge about the need and operations of organizations. These specialists have the skills and experience to guide you on which questions should be asked during a video interview and can assist with reviewing the results.

 

They also have access to a number of resources that non specialists do not. These include safe and secure video interview software, databases and network contacts to maximize the impact of your recruitment campaign.  They usually have industry knowledge which can be used to target your interview invitations to desirable candidates who may not actually be seeking a new position, but would be ideally suited to your vacant role.

 

Generic Agencies are Simpler

 

Simpler does not always mean more effective. A hit and miss approach to recruiting can compromise the entire recruitment campaign. Using inappropriate techniques, technologies or systems can compromise the future reputation of the company. It could also impede the progress of the recruitment process, slowing it down with delays which can lose desirable applicants along the way. With the nature of the internet, failures and bad news can spread quickly through close knit networks which can tarnish your reputation and your desirability as a potential employer.

 

With certain specialist skill sets becoming very in demand, the last thing that you want your potential employees to think is that your company is less than competent or unprofessional. Recruitment agencies which lack the insider knowledge and skills for your industry can actually cause a multitude of complications during their simpler process.

 

Specialist Services Provide a Full Service

 

Experience and expertise is recruitment should not be underrated. Being tempted by shortcuts in the process may have short and long term repercussions. Recruitment problems cannot be solved overnight, however with access to the right tools and techniques, you may be able to streamline the process and improve the methods in which you process applicants.

 

Since many companies are seeking to cut costs and reduce inefficiency, it is prudent to outsource aspects of the recruitment process to a service that have the expertise to deal with it efficiently and effectively. A specialist service is more capable of attracting a greater number of suitable applicants which will dramatically increase the chances of finding the best possible candidate for the role. They have the tools and technology to source talent and provide a greater diversity of hiring options

 

Although specialist services may seem a little more expensive, a professional service is always worth the extra cost. Ensuring you recruit the best possible candidate from a pool of highly suitable applicants will increase your chances of a candidate who provides a good fit to the role, team and company. This will reduce costs in the short and longer term by increasing productivity, boosting staff morale, improving staff retention rate and bolstering your company culture. This can provide strength within the company to shoulder any economic changes and move forward towards business goals. The cost of making a poor recruiting decision is one that few companies can stand to bear. By limiting your recruitment options through poor practice, you are increasing your chances of making a recruitment mistake and wasting a huge amount of company resources. 

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Recruitment Rocket

Why Video Interview Software Specialists Provide the Best Recruitment Service

Human Resources Recruiting

In these tough economic times, all companies are faced with the decisions on how to streamline costs yet increase productivity. Unfortunately Human Resources departments are usually one of the first casualties. Many HR departments now have less staff but there are higher expectations on bringing in the best candidates possible. So what is the future for Human Resources recruiting?

 

Outsource

 

There are many specialist recruitment agencies which are able to handle various aspects of the recruitment process. The key to effective outsourcing is to focus on tasks which your department lacks for either the staff resources or technological tools.

 

Many tasks such as pre-screening of candidates can be easily outsourced. This allows for the suitability of applicants to be effectively evaluated before they proceed further in the recruitment process. Pre-screening can be tailored to suit the particular role or company and can encompass skills and qualification verification, criminal and credit history checks and personal detail confirmation. This can be done through various checking facilities and open or closed format questionnaires. This ensures that when the formal interview stage is reached, the applicant pool is varied and filled with candidates who are not only qualified for the role but also well suited to it. This can speed up the recruitment process and ensure that valuable HR resources are not wasted skimming through resumes. Outsourcing the Pre-screening allows unsuitable applicants to be filtered out of the recruitment process without compromising the quality of the applicants proceeding further.

 

In many cases, HR department resources are so stretched that potentially great candidates are overlooked simply because their resume was not eye-catching. Pre-screening ensures that all applicants’ suitability is assessed for the basic knowledge, skills, qualification and personality needed to fulfill the role.

 

Utilize Human Resources Recruiting Tools

 

The developments in modern technology can be easily utilized for the recruitment process. Tools such as video interviewing are becoming more commonplace in Human Resources recruiting. Video interviewing allows for efficient time management, since applicants can be interviewed simultaneously. The questions are tailored and predetermined to suit the specific role and company. These questions are then posed to applicants for them to submit their video responses.

 

This provides an excellent recruitment tool. The interviews usually take place in the applicant’s own environment so they are relaxed and comfortable. This allows the applicant to showcase their talents, skills and knowledge. It also has proven to be more convenient, allowing the applicant to record their interview at a time suitable for them around their work schedule, family commitments and other obligations. There is also a huge amount of benefits for the recruiter. The video recordings can be viewed by any decision makers at a convenient time. They also provide a fuller perspective on the applicant, since you can see body language and non-visual cues without the applicant being distracted by unfamiliar surroundings and trying to judge the interviewer’s mood. Video interviews also open up the possibility of recruiting from further afield, since geography and time distances become irrelevant. This allows for candidates who are potentially the best suited to the role and the company is able to apply without the inconvenience and cost of travelling to multiple interviews and meetings.

 

There are a number of other recruitment tools which can provide a more efficient recruitment solution. If these tools are not readily accessible, the particular task could be outsourced to a specialist with access to the resources or tools to complete that aspect of the recruitment process.

 

Efficiency and Effectiveness

 

The key to contemporary HR recruitment is to ensure the efficiency and effectiveness of the process. Recruitment can be a costly procedure which can have a long term impact on the company if the incorrect candidate is recruited. This is the main reason why many HR departments look to specialists for assistance.

 

Specialist agencies can provide industry knowledge for the specific field in which the role is based. This can be invaluable for a HR department who is expected to be a jack of all trades. This insider knowledge can not only source suitable candidates but ensure that the applicant pool proceeding to formal interview not only possesses the skills and qualifications needed for the role, but has the attitude and personality to allow them to flourish in the environment.

 

The HR department can still maintain a huge input in all aspects of the recruiting process, providing details on company culture, role requirements and skills needed, while leaving the time consuming aspects to a specialist.

 

The pressure on Human Resources departments to recruit the right candidate has increased significantly. All companies are aware of the long term costs recruiting an unsuitable candidate can have including decreased staff morale, higher staff turnover and impact on overall productivity. It therefore makes economic sense for the Human Resources recruiting procedure to utilize specialist agencies to outsource aspects of the process. This will ensure that the role is filled quickly and efficiently with the candidate best suited to the role, to allow an immediate impact on productivity and potential development. While this involves additional short term costs, the immediate and long term benefits can be beyond measure. 

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Recruitment Rocket

Human Resources Recruiting

How Recruiting is Like Playing Candy Crush

Recently, it seems like everywhere I go, I hear someone talking about Candy Crush. Whether it is in the break room at work or someone ranting about it on Facebook or covering its popularity on the evening news, it seems to be on everyone’s mind. For those of you who are unfamiliar with the popular game, you should probably stop reading this blog post now. I’m not kidding. Once you hear about it, you’ll download it on your smart phone or tablet, and you will then be consumed in a full on Candy Crush addiction.  

For the brave readers out there who have yet to hear about the number one downloaded smart phone game, I’ll continue. Candy Crush Saga is a game that is a terribly addicting puzzle — a unique twist on a traditional pattern-matching games, such as Tetris or Bejewled Blitz. The infinite-level game features brightly colored candies aligned on a grid. Once you slide three matching pieces together, they burst and as those disappear you can find more matches to complete the level and move on to the next. As with most things in my life, my recent addiction to Candy Crush got me to thinking about how his relates to recruiting and HR. For anyone in the field of recruiting, here are three ways that recruiting is like Candy Crush:

Addicted to Recruiting

Waiting in line at the grocery store? Play Candy Crush while you wait for a price check. Nothing’s interesting on Instagram? Play Candy Crush instead. Sitting in the waiting room at the dentist? Play Candy Crush for the next 45 minutes while you wait. Just like there always seems to be an opportunity for recruiting, there always seems to be an opportunity to play a round of Candy Crush. Anyone who’s been a recruiter for a while can testify to the fact that they are constantly in search of candidates. Have you ever been scrolling through Facebook and learned that your college roommate’s cousin’s friend is a nurse and wondered if she was interested in working at your hospital? Admit it, you definitely have. Whether you are scrolling through LinkedIn, out to dinner with friends, or at a family party — everyone is a potential candidate. Recruiting is more than just a 9-5 job. Everywhere you go you could come into contact with someone that could potentially work at your organization. This “addiction” to recruiting is much like an addiction to Candy Crush. Just like you can’t seem to stop recruiting healthcare candidates, you just can’t seem to stop playing Candy Crush once you start! 

Better Match = Better Outcome

In Candy Crush, the goal is to burst these brightly colored candies, by aligning rows of three, four and five candies to move on to the next level. Just like in the world of recruitment, when you’re playing Candy Crush the better the match, the better the outcome. When a candidate is hired based on their inherent behavioral competencies and their past professional experiences, they are more likely to be a good match for the organization. When employees are naturally aligned to the mission, vision, and values of an healthcare organization they are more likely to fit in with their colleagues and the company culture. When recruiters assess and hire candidates for fit, they are more likely to produce successful hires that will stay long term and provide quality care for patients. 

Referrals Fuel your Pipeline

The creators of Candy Crush were very strategic in their design of the game. You are only allotted five lives before you get locked out of the game and must wait the designated amount of time before playing again. However, should you find yourself unable to wait the designated amount you time, you can either: A) Pay $ 0.99 for more lives or B) Go to your Facebook friends for help. I would say that most people are unwilling to pay the $ 0.99 for more lives on a video game, but that would contradict the fact that Candy Crush is reported to be bringing in $ 633,000 per day. But if you’re anything like me and not willing to pay for lives, you’ll have to turn to your Facebook friends for more lives. Just like in Candy Crush, to feed your addiction to recruiting, sometimes you have to ask for help. Employee referrals are a great way to bring in top talent to an organization. “The best way to build a quality team is to hire quality people. And often the best people are referred by our own employees. We regularly ask our employees to refer the really great people they’ve worked with in the past and want to collaborate with again,” said Martha Livingston, Talent Acquisition and Retention Manager at HealthcareSource. According to Livingston, employee referrals fuel the HealthcareSource talent pipeline, “Referrals fuel our pipeline, giving us the reserves we need when openings come up. Because we have built great relationships with our referrals already, we can easily make those connections to bring on more great hires!”

For recruiters, there are quite a few parallels to the job and Candy Crush. By focusing on alternative sourcing strategies, hiring candidates for fit and receiving employee referrals, you will soon be a recruiting all-star, just as you’ve mastered Candy Crush. 

 Looking to improve your interview process? Download our white paper: 7 Steps to Improve the Interview Process!

 

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Hiring and Performance Strategies for Healthcare

How Recruiting is Like Playing Candy Crush