3 Tips for Better Healthcare Recruiting

Posted on 08.24.2020

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The healthcare industry in Canada is growing — but is your healthcare recruiting growing with it?

According to Randstad, by 2031, 23% of Canadians will be over 65. This means that for the first time in history, we will have more seniors than we do children.

Yet, we’re already facing a shortage of healthcare workers. Randstad also reported than new graduates in nursing, for example, typically receive three to four job offers, often before they even finish their studies.

At the same time, healthcare recruiting is experiencing other challenges. We heard recently about the Quebec nurse who faked her identity and falsified credentials, for example. As demand for healthcare staff goes up, we must remember to stay diligent about ensuring new hires truly have the necessary qualifications.

Whether hiring in hospital settings, long-term care, personal support workers, or otherwise, healthcare recruitment has its share of challenges. But there are also ways to mitigate some of that hardship.

These three tips can help create stronger healthcare recruiting in the years to come:

a. Verify credentials and identity

As we saw with the Quebec nurse, it’s incredibly important to verify that your hires truly have the necessary credentials — and are being honest about their identity.

If someone is being recruited straight out of school, an educational history verification may not seem necessary. However, educational history checks can verify other degrees (even high school diplomas) and necessary special licenses where required.

This step is also critical when hiring a healthcare employee further in their career, particularly if they need specialized credentials. You can also take it a step further and conduct an employment history verification. This makes sure a candidate is being honest on their resumé, but it also looks for flags such as a history of workplace violence, sexual harassment, theft, and more.

b. Assess soft skills

While having the necessary credentials and education is important, increasingly so are soft skills — such as empathy, effective communication, listening skills, and the ability to work well under pressure.

This can also be important for roles that may not need a specialized license or education, such as a healthcare administrator. Industry experts predict a skills shortage in the years to come but focusing on soft skills can help mitigate this by identifying the potential for reskilling.

This can be verified through the interview process, but it can also be confirmed through a reference check.

c. Streamline the pre-employment screening process

If you are hiring quickly or at volume, you can significantly ease the process for both you and your candidates by streamlining it. For instance, if you use an Applicant Tracking System (ATS) you could integrate pre-employment background checks into the system.

You can also determine what checks you will perform ahead of time so applicants will know what will be conducted from the moment they apply. This can help create a better candidate experienced.

These tools can also help you plan for long-term recruitment; to fill roles not only reactively, but also proactively.

By automating the hiring process, you can focus on other areas that cannot be automated, such as deciding where to advertise recruitments, building a retention strategy, succession planning, and more.

Pre-employment background screenings help find better candidates and create safer workplaces. Make sure they are part of your healthcare recruiting process!

At Triton Canada, we’ve worked with hospitals and other healthcare facilities across the country to build a recruitment screening process that reduces stress and creates a stronger candidate experience.

Learn more today. Call 1-844-874-8667 or visit www.tritoncanada.ca.