The future of healthcare hiring: three tech trends to utilize in 2014

With 32 million new patients about to flood the healthcare system, now is the time to focus on your organization’s hiring efforts. Thankfully technology has come to the rescue. Using emerging technology, from mobile recruiting to video interviewing, you can find the best healthcare employees before the flood of new patients.

The healthcare industry is changing rapidly, thanks to new rules put in place by the Affordable Care Act. After all, some estimates pin the number of new patients about to flood the system at 32 million. This is a lot of new blood being injected into the system, meaning things are going to change rapidly for anyone in the healthcare, medical, or pharmacy fields.

The problem will be finding enough talent to balance this many new patients. In addition to the influx of patients due to healthcare reform, an aging population and retiring doctors are causing more hiring problems.

By 2020, officials are predicting the country will be short nearly 90,000 doctors. The outlook is actually worse for pharmacy talent. The year 2020 could also see a shortfall of as many as 157,000 pharmacists!

Thankfully, new technology is making life a little bit easier for hiring managers, staffing pros, and recruiters looking for healthcare talent. Below are the three tech solutions for your 2014 hiring woes:

“…new technology is making life a little bit easier for hiring managers…”

Social media becomes the norm

Social media is now a part of our everyday lives. We live tweet our favorite television shows, post pictures on Facebook, and take part in industry discussions on LinkedIn. So it should come as little surprise that recruiters and hiring managers have discovered leveraging social media is an intelligent way to find talent.

Currently, 94 percent of recruiters are using social media networks to find talent. Why social media? These networks can help you isolate great talent for your open positions and form a personal connection. Using social media, you can connect with people outside your usual talent pool and evaluate their communication skills and level of professionalism.

Best of all, social media is a smart way to build up your talent pipelines. The candidate adding intelligent value to a discussion might not be perfect for your open positions right now, but they might be the ideal fit for a job opening down the line. With social media, you can cultivate relationships with in-demand talent and fill positions faster.

Press play with video interviewing

Healthcare and pharmacy hiring are both facing several challenges in the years ahead. With video interviews, you can face some of these challenges head-on. Including:

Jumping the skills gap. Right now, 23 percent of healthcare employers have jobs open they just cannot fill because candidates with the right skills are nowhere to be found. What’s the solution? It’s time to step outside your comfort zone, at least geographically. In a live video interview, you can connect in real-time just as if the candidate was on the other side of your desk. This allows you to wade out of the same shallow talent pool your competitors are fishing in and still find someone with the skills and experience you need.

Finding the right communication skills. Whether you’re looking for a doctor, pharmacist, or pharmacy sales professional, people skills are a must. It’s all too easy for candidates to trump up their “superior communication skills” on paper, but much harder to fake them on video. If the candidate doesn’t have great communication skills, you can save yourself a headache and move on to the next person.

Evaluating a high volume of candidates. In the one-way video interview, candidates answer your questions on video. These can be viewed at any time and for any duration. If the person is all wrong for the job, you can merely move on — meaning it’s easy to evaluate a high volume of candidates without wasting time on the wrong people.

“It’s all too easy for candidates to trump up their “superior communication skills” on paper, but much harder to fake them on video.”

Mobile recruiting revolutionizes talent acquisition

The smartphone and mobile market is a monster that only keeps growing by leaps and bounds every year. In 2014, estimates predict 89 million new smartphones will be sold in the U.S. alone.

Mobility has crept into every aspect of our daily life and recruiting is no different. According to a survey by SimplyHired, 70 percent of job seekers are already using their mobile devices to search and apply for jobs. With medical and pharmaceutical talent so in demand, the advantage will go to employers who make it easy and intuitive for candidates to apply.

Here are a few quick tips to jump start or improve your mobile recruiting strategy:

K.I.S.S. This stands for “Keep It Simple, Stupid” and it should be the overriding philosophy behind your mobile recruitment efforts. People on smartphones or tablets don’t have the same time and attention to fill in countless boxes on an application. Whittle your application process down to the bare essentials, so it’s simple for candidates to apply.

Shorten job descriptions. Pare your job descriptions down to the essentials to make it easier for on-the-go candidates to digest the information on their tiny smartphone screens.

Encourage referrals. Some of your best candidates might already be in the network of your existing talent. Utilize mobile recruiting as a quick and efficient way to get current employees to refer their talented friends.

While 2014 might be a challenging year for filling your healthcare and pharmacy openings, it’s also a great year to rise to the challenge. With technology leading the way, you can jump the skills gap in a single bound and end up with top-tier talent.

What are some ways you’re using technology to deal with hiring challenges? Share in the comments!



About the author:

Josh Tolan is the CEO of Spark Hire, a video powered hiring solution that reduces healthcare hiring challenges with video interviews. Find out more about using video interviewing for healthcare recruiting and connect with Spark Hire on Facebook and Twitter.

Closing thought: How can social media help the pharma industry to find talent?