Using SocialHire and Social Media to Find Nurses and Healthcare Staff

While we may not always think of the healthcare industry at the forefront of technology, it may be more advanced than you’re seeing in the day-to-day – especially when it comes to hiring.

The average person has at least 5 social media accounts, so if you want to reach someone, this is a great way.

And it’s not just that we spend a lot of time on social media. We also share our lives. On professional networks like Linkedin, you can search for profiles of professionals in every area of healthcare. And SocialHire can help you find and manage those potential applicants.

It all starts with finding the right applicants.

Tips for recruiting healthcare applicants on social media

If you don’t have a social hiring strategy, you could be spending a lot of unnecessary time scrolling through profiles that are irrelevant. You may even spend time interviewing applicants who aren’t right for your job.

Participate in appropriate conversations

If you’re looking for a nurse, you may want to follow hashtags like #rnchat or #nursecollab. Find the conversations that are relevant to the people you are looking to hire.

Once you’ve opened the lines of communication, post your job on social channels. With SocialHire, you can post jobs onto your social channels with a click of a button. Then, when the applications come rolling in, you can easily track the applicant pipeline.

Promote your company

Your company should maintain a presence on social media at all times, not just when it’s time to hire. As part of your social media strategy, share posts that prove your company is a great one to work for. It may be information about your above average pay rates or 401k matching program. Or maybe it’s the company culture that sets yours apart from the rest. This is a long-term strategy to position yourself to attract the best applicants. A healthcare CEO may read about your company’s employee-centric policies today and remember them in a year when they’re looking to switch organizations. “Oh, yeah… I’ve heard that’s a great company to work for.”

Pay attention to niche networks

You can automatically post your job on social channels through SocialHire, and this app can even help you search profiles on LinkedIn.

LinkedIn is a major focus because it’s the largest professional network around, but remember that it’s not the only one. If you’re looking for someone with specialized healthcare knowledge, for example, you may find the perfect candidate answering industry-relevant questions on Quora. Just don’t limit your scope and you’ll find that you may attract a higher quality pool of applicants.

Use an employee referral program

SocialHire can help you plan and implement an effective employee referral program that encourages your current employees to share jobs on their own social channels. When an employee recommends your company, it’s a great indication to potential applicants that your company is a great place to work.

Reasons to take your healthcare recruitment to social media

If you’ve never done it before, you may be wondering whether social media recruiting is worth the effort, especially in the healthcare industry.

But there are many benefits to recruiting on social channels, and it all starts with the sheer numbers. There are 4.4 million healthcare professionals on LinkedIn alone, and you can reach them with the right strategy.

Here are 5 reasons why you should take your healthcare recruitment to social media:

1. Reach the passive candidate

Some of the best hires are “poached” from others in the industry. It may sound harsh, but if you can offer a more enticing deal, you may be able to convince a competitor’s employee to sign with you. Oftentimes, the best candidates aren’t actively looking for employment.

2. Weed out the bad eggs

We’ve all seen those applicants who complain about their jobs on social channels. These aren’t the people you want in your healthcare organization. If they’re in this habit, it won’t be long before they’re trashing your company too. So no matter how great their resume may seem, in some cases, you can spot a bad egg in an instant through their social media channel.

3. Peruse resumes before applications

On social media, especially on LinkedIn, you can browse profiles to find keywords (i.e., experience) that you seek in your hospital and other healthcare recruitment efforts. This way, you can find the right applicants and invite them to apply to your job, instead of posting a job everywhere and weeding through hundreds of unqualified candidates. Social media allows you to narrow your search and focus your recruitment efforts.

4. Find passionate applicants

As you browse through profiles, you’ll get to see who has a passion for their job and who doesn’t. How? Well, it’s simple. We all post about things that have our interest. So if you’re looking for a nurse and deciding between two applicants, you may choose the one who posts lifesaving tips for her friends instead of the one who only seems concerned with her cat and ex-bashing efforts. Through social media, you can easily find the people who have chosen this career path for all the right reasons.

5. Save money

Here’s the best part about social media recruiting – it’s cheap. If you decide to DIY your social recruiting efforts, your time is all you’ll spend. But we all know that your time is valuable.

So I suggest giving the SocialHire free trial a test run. You can use it completely free for 30 days, and in that time, you’re likely to get more qualified applicants and spend less of your own time recruiting them. After the free trial, you’ll probably find that the most cost effective option is to adopt a monthly plan.

Social media is quickly becoming the easiest and most effective way to recruit healthcare employees. But you need to know how to leverage these platforms to make the most of your time.

SocialHire can help. If you’re ready to get started, begin your free trial to see what it’s all about.

How to Recruit Engineers in Less time With SocialHire and Salesforce

Ready to start recruiting engineers for your startup?

Great! Now, block out 19 hours of your week. Every week.

That’s how long the average startup spends annually to recruit about 12 engineers.

It’s almost a full-time job.

But what if you could cut that time in half?

It will always take time to find great recruits, but with the right tools and strategies, you can also manage your day-to-day work… like running a business.

In this post, we’ll cover some of the most effective strategies to recruit engineers in less time. As it turns out, there are a few ways you can leverage technology to shorten your time spent on recruitment. Why spend 19 work hours on startup recruiting if you can get the same (or better) results in 8 or less?

Referral Program

Employee referral programs are a bit of an old-school way to boost recruitment, but they’re still around for a reason: They’re highly effective.

But that doesn’t mean the old school way of doing things still works. Employee referral programs have evolved, and if you want to be successful, yours must evolve too.

Referral programs won’t work unless they’re well thought out and properly implemented. You’ll need to incorporate the following in any referral program.

  1. Automation – This program must be quick and easy to implement. So be sure to automate things like enrollment and follow-up.
  2. Candidate matching – Employees are only likely to share jobs when they have potential applicants in their network. They aren’t going to share a building maintenance job on social media if 90 percent of their network consists of C-level executives. The same is true in reverse. And in both cases, employees aren’t likely to want to dig through unrelated jobs to find one that fits their audience. Make it easy for them, and they’ll share.
  3. Mobile app enabling – You probably already know that applicants are highly likely to search for jobs on their mobile device. So you need to be there with a mobile-ready solution.

SocialHire can help you organize your referral program and access a network of your employee’s LinkedIn networks, creating a highly effective referral program. If you are already using salesforce SocialHire results are displayed to the C-Level executives in salesforce.

Applicant Tracking System

The simplest way to cut your recruiting time is by using an Applicant Tracking System. With the right program, you can find and connect with more applicants who are better suited to your needs. The CEO and executive staff should have access to hiring metrics as well and other metrics like reviews on Glassdoor. This is where Social Hire shines.

Social Hire is a cloud-based recruitment and applicant tracking system integrates with Salesforce and helps you manage the recruitment process. And it’s specifically made for corporations like yours where CEO and Executive staff will have access to recruiting metrics

Not to mention that you’ll probably end up placing better talent. After all, some of the best candidates come from passive recruiting – which is often done through social media.

Social Hire’s applicant tracking system can walk you through the hiring process, from profile searching to job requisitions and offers – and everything in-between. This way, you can keep track of applicants that come through your website and social channels and take them through the recruitment process – all in one system.

After the hire: Onboarding

As your company grows, so does the importance of a solid onboarding process.

When you’re first starting out, you may have a tightknit group of 5 people. You don’t worry much about their success or happiness because you’re connected with these people regularly. Your finger is directly on the pulse of your company’s morale (and your employees’ happiness).

But as you add new hires, it can be difficult to manage the larger staff. And this is especially true in companies that scale quickly.

Here are a few quick tips to help your startup’s onboarding process go smoothly.

  1. Create a welcome board – Welcome new engineers on their first day with a welcome board in the reception area. I this is going to become a mutually-beneficial relationship, send the message that you’re as invested as they are. You are anticipating your new hire’s arrival as much as they are.
  2. Create a personal experience – This new hire is signing on to more than just a job. This is the place where your new engineer will spend a great deal of time (if all goes well). So make sure your management staff is tuned into the things that are important to people personally. Introduce new hires to everyone in the organization, from janitors to the CEO. Show them where people take breaks and talk through the company culture.
  3. Make it fun – Your new hires should be excited by the prospect of working for your company, so kickoff their careers with a fun onboarding process. You can do this by adding unexpected surprises. No one really gets excited about paperwork and software training, but you can spice things up with treats and goodies to help lift everyone’s spirits.
  4. Start before the hire – Onboarding starts well before you even hire a new engineer. The early phases include things like adhering to compliance processes and gathering HR processes. Social Hire can help guide you through this early stage of onboarding to ensure it goes smoothly.
  5. Group new hires – Try to coordinate the start dates of your new hires, so you can put them into onboarding groups. This creates a sense of comradery and helps save you time.
  6. Cater to various learning styles – Let’s say you’re set to hire 12 new engineers this year. Do you expect that they’ll all learn and process information in the same way? Probably not. To combat this issue (and give everyone a chance for success), create onboarding materials in various formats. This way, your hires can learn through video, audio, reading or hands-on training. Maybe you design the onboarding sessions to include different types of media to cater to various learning styles. Not only will you connect with your employees on a deeper level, but you can make learning more fun by mixing things up.
  7. Automate the process – In order to scale your onboarding experience, you’ll need to automate the process. Management shouldn’t have to think about which steps they should take and when to take them. Create a streamlined process, so all new hires have the same (positive) first impression of your startup.

Conclusion

As a startup, you know talent is your most important asset, And so recruiting is definitely worth the time and effort it takes to get it right – especially when you’re recruiting engineers.

But if you can spend less time to get a better result, it’s a no-brainer.

Social Hire is designed to help startups and corporations navigate through the recruiting process from start to finish, profile searching through onboarding. So you can be sure to get the most out of every hire.

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