According to GW Health Workforce Institute at George Washington University, by 2022 nearly one in eight jobs in the US will be in the healthcare field. That’s a growth rate of more than 26%! Learn about current healthcare recruiting trends, new strategies, key practices and structuring for success.

1. Healthcare Recruiting
Trends and Strategies
Ian Alexander Stephen Schwander

2. freegoogleslidestemplates.com
Agenda
Key Practices for Healthcare
Recruiting
Current Trends
New Strategies
Structuring for Success
Key Practices
Demo

3. “One in eight jobs in the U.S. will
be in healthcare by 2022”
Trends in
Healthcare
Recruiting
26% Job Growth by 2022
*GW Health Workforce Institute

4. “Value-based care policies are
pushing care outside of hospitals,
increasing demand for jobs like
home health aides and physical
therapists”
Trends in
Healthcare
Recruiting
Largest segment: Non-hospital
jobs
*GW Health Workforce Institute

5. “As more responsibilities are
removed from doctors, nurses are
picking up additional duties,
driving increased need”
“Add retirements to that and the
need for nurses is expected to
grow by as many as 826,000 by
2022”
“Much of this growth is will be in
the areas of advanced practice
nursing, licensed practical nurses,
and licensed vocational nurses”
Trends in
Healthcare
Recruiting
Continued Demand for Nurses
*GW Health Workforce Institute

6. “Technologies that were
pioneered in other fields, such as
patient portals or
videoconferencing tools, are
making their way into healthcare”
“HR pros with tech and data
analysis skills will be most in
demand and workforce planning
will be important as healthcare
organizations grow and become
increasingly complex”
Trends in
Healthcare
Recruiting
Health Tech Drives Hires
*GW Health Workforce Institute

7. “A recruiting strategy that
emphasizes proactively
identifying the talent you
need and actively searching
and engaging that talent both
at the point of need and prior
to need.”
Healthcare
Recruiting
Challenges
Require New
Strategies
Proactive Recruiting

8. New Approach to Acquiring Talent
Transactional Recruiting Relationship-Based Recruiting

9. Build
Pipelines
Engage
Talent
Centralize
Talent
Analyze &
Optimize
Source
Talent
New Approach to Acquiring Talent

10. Centralize Talent
Past Applicants
Social Networks
Resume Databases
Search, capture and engage the talent you need
Job boards
Centralize
Talent

11. Centralize Talent
Talent networks
Recruiting events
Open web
Referrals
Grow your centralized talent pool
Centralize
Talent

12. Build Pipelines
Key job families
Locations
Pre-applicant stages
Open jobs
Segment your talent pool into meaningful pipelines
Home Health
New Reviewed Sent Email Sent Follow Up Pipelined Invited
Human Resources
Technology
Lab Tech
Physician
Skilled Nursing
Pipelines
Stages
Build
Pipelines

13. Engage Talent
Send targeted jobs
Highlight company accomplishments
Be relevant to candidate
Educate about company/culture/brand
Run regular campaigns to keep candidates warm
Engage
Talent

14. Source Talent
Search and invite to apply
Source
Talent
Search all internal and external
sources
Make your proprietary talent pool
you primary source of hire
Rank results and invite to apply to
your ATS

15. Source Talent
Automate search, source & invite
Source
Talent
Source ‘round the clock with
automated search and invite
Focus recruiters on reviewing and
engaging applicants
Auto-pipeline results against jobs and
key pipelines

16. freegoogleslidestemplates.com
• Ensure you have enough
of the right kind of
candidate data for
sourcing
• Organize it by job family
and stage
Analyze and Optimize
• Monitor sourcing activity
metrics
• Refine messages,
targets for optimal
response
• Monitor recruiter activity
to leverage successes
across your organization
• Train for new approach
Build
Pipelines
Analyze &
Optimize

17. Analyze key metrics to drive your ongoing recruiting success
Analyze & Optimize
Top sources of candidates and hires
Most effective programs
Size of pipelines & hiring rate
Talent pool growth
Most effective recruiters
Capability
2016 2017 2018 2019 2020 2021 2022
%
Analyze &
Optimize

18. freegoogleslidestemplates.com
Analyze
& Optimize
Predict ability to meet demand
300 LVNs
6,500 Candidates
3%
Need to hire
Current pipeline
Historic conversion rate
185Hiring capability

19. University of Pittsburgh Medical Center
Healthcare Recruiting in Action
Segmented career sites into
“pathways” for key job families
Standardizing recruiting processes
Shared talent pool with multiple
recruiting teams
Consolidated past applicants,
external and internal candidates
Using analytics to identify
bottlenecks and areas to improve

20. freegoogleslidestemplates.com
One platform to ensure you get
enough of the right people to meet
hiring demand
Let’s Take a Look
at Talemetry

21. Contact Info
Your Map Goes Here.
For more information about Talemetry, reach us
online or contact us via email
ialexander@talemetry.com
linkedin.com/company/talemetry
twitter.com/talemetry
http://talemetry.com
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