But that brings us face-to-face with a new challenge: ensuring candidate quality remains high during bulk hiring. Fortunately, with the right strategy, it is possible to maintain a consistently high level of quality in bulk healthcare recruiting. To help you keep your recruiting game strong, we’ve put together 7 tips to help you do just that. Before we dive in, let’s explore the state of healthcare hiring in general and the challenges facing healthcare recruiters and staffing agencies today.

Today’s Healthcare Hiring Landscape

Spurred on by the pandemic, the current workforce shortage in the healthcare industry can be attributed to a number of things:

• High levels of employee burnout – A historic 333,000 healthcare workers left their jobs in 2021 citing burnout, stress and an increased workload as a result of the pandemic as the reason.
• Increase in senior population – The population over the age of 65 is expected to increase by 45.1% by 2032 which will likely increase the demand for healthcare services.
• More healthcare workers retiring – Healthcare workers from across the spectrum are “aging out” or retiring in the next several years leaving a significant number of roles unfilled.

All of the above has led to a major gap in the supply vs the demand of qualified healthcare workers and has healthcare recruitment firms and hiring leaders looking to bulk healthcare recruiting to make up the deficit.

Balancing Quality with Bulk Healthcare Recruiting

Data as a Solution

Examining historical hiring data and performance metrics allows you to unearth recurring patterns and trends associated with successful placements.

According to Universum, there has been a monumental shift in how companies utilize data for recruitment and talent management over the past five years. In 2023, 40% of companies consistently relied on data-driven decisions, representing a 50% increase over the past four years. The study also found that an additional 48% frequently base their decisions on data, collectively amounting to an impressive 88% who consistently or frequently incorporate data into their decision-making processes.

Data-driven recruiting can also provide a strategic advantage in terms of resource allocation. By examining historical hiring data and performance metrics, you can identify recurring patterns and trends associated with successful placements and use this data to your advantage. This information can enable you to identify and prioritize candidates with a greater probability of success, leading to increased efficiency.

Predictive Analytics

While data-driven recruiting is valuable, predictive analytics takes it a step further by using historical data to forecast future outcomes. Predictive analytics can identify candidates who are qualified and more likely to thrive in specific roles within a healthcare organization. This level of insight is invaluable, especially when dealing with high-volume recruitment where the stakes are high, and each hire must make an immediate and positive impact on patient care.

And for the record, adoption of predictive analytics in healthcare recruiting is on the rise. A survey by the Society of Actuaries revealed that 60% of healthcare executives have already integrated predictive analytics into their organizations. Not to mention, 20% of payers and providers say they intend to adopt predictive analytics in the coming year.

Healthcare-Specific Job Boards

Job boards tailored specifically to the healthcare industry can be indispensable tools for bulk healthcare recruiting and offer several advantages including:

• Access to candidates with healthcare-specific skill sets
• Decreased manual sourcing time
• Better targeting capability
• Reduced competition for candidates

Designed to attract candidates with the precise qualifications and experience required for different roles in healthcare, these platforms can help healthcare recruiters and hiring teams streamline sourcing saving valuable time and resources.

According to Zippia, 71% of surveyed companies in the US rely on free job boards as their primary method for recruiting new employees.

Video Interviews

In a study commissioned by HireVue, 54% of respondents reported that virtual interviews led to a more efficient recruitment process. In comparison, 41% indicated that it helped them pinpoint the most compatible candidates. Let’s face it, if you can’t be face-to-face, a video interview is the next best thing to being there. The research also found that 23% of study participants intended to transition exclusively to virtual interviewing methods.

Keep Your Employer Branding Strong

In any hiring scenario, a strong employer brand can make all the difference when it comes to capturing top talent. It’s even more critical in bulk healthcare recruiting where competition is fierce and talent scarce. Healthcare organizations with a positive reputation are far more likely to attract qualified candidates. That could be why research revealed that 78% of companies consider employer branding to be one of their top priorities. After all, an effective employer branding strategy has the potential to draw in higher-quality talent, trim down recruitment expenses, and decrease employee turnover rates.

Invest in Your Team’s Future

Employees who believe a company is invested in their future, are more likely to invest their long-term careers in that company. That’s why investing in ongoing training and development of your team is so important for employee retention and satisfaction. LinkedIn’s Workplace Learning Report found that 94% of employees expressed their willingness to stay with a company for an extended period when the company prioritizes their ongoing learning and development.

But it also has the dual benefit of helping your healthcare team develop new skills that can be leveraged to close a potential skills gap in the future in your workforce.

Simplify the Sourcing Process

It’s true that efficiency is absolutely crucial in bulk healthcare recruiting. But it should never come at the expense of quality. Start by looking for ways to simplify the sourcing process. You can leverage automated applicant tracking systems for screening resumes and applications. But there are better ways to maximize efficiency without sacrificing quality.

Consider that recruiters spend approximately 7 seconds on average scanning a resume. That doesn’t leave much room for a truly comprehensive assessment of a candidate’s qualifications. It can also lead to decisions based on arbitrary or biased factors. This is where an AI screening tool can be a game changer. Implementing a powerful sourcing tool such as Arya, allows healthcare recruiters to rapidly source, score, and rank the candidates most likely to excel in the role for 90% of jobs in 5 minutes or less, reducing shortlisting time by 50%.

Healthcare hiring is going to pose some challenges for the foreseeable future. To successfully navigate the rocky road of bulk healthcare recruitment, it’s critical to arm yourself with the right strategies and the best technology tools.

Elevating Bulk Healthcare Recruitment with Applicants on Demand

It’s safe to say that sourcing and hiring even one high quality healthcare worker is no small feat. But with an AI solution like Arya’s Applicants on Demand, (AoD) the burden of sourcing – is completely removed from your team. Instead, AI qualified applicants are delivered directly to your ATS. A true pay-for-performance hiring solution, AoD is revolutionizing bulk healthcare hiring. With no upfront costs and predictable, pay-per-applicant pricing, AoD prequalifies, engages, and nurtures candidates throughout the recruitment process, delivering them back to you as interview-ready applicants. If you’re ready to save your team precious time, money, and resources, contact us today to learn more about AoD.

Resources

• https://www.webmd.com/a-to-z-guides/news/20221024/over-333000-healthcare-workers-left-jobs-in-2021-report-says
• https://www.aamc.org/news/us-physician-shortage-growing
• https://www2.universumglobal.com/l/13732/2023-05-25/k2n664/13732/1685006384vHDQhOlL/Employer_Branding_NOW_2023_eBook.pdf
• https://www.soa.org/globalassets/assets/Files/programs/predictive-analytics/2019-health-care-trend.pdf
• https://gohire.io/blog/top-healthcare-job-boards
• https://www.zippia.com/advice/cost-of-hiring-statistics-average-cost-per-hire/
• https://www.hirevue.com/resources/report/report-state-of-hiring-experience-2021
• https://blog.hubspot.com/marketing/employer-branding
• https://learning.linkedin.com/content/dam/me/learning/en-us/pdfs/workplace-learning-report/LinkedIn-Learning_Workplace-Learning-Report-2023-EN.pdf
• https://www.theladders.com/static/images/basicSite/pdfs/TheLadders-EyeTracking-StudyC2.pdf

The post 7 Ways to Keep Your Bulk Healthcare Recruiting & Quality Game Strong appeared first on Leoforce.

With candidate 360, you get a holistic, 360-degree view of a candidate’s professional story and career journey. The result – deep insights into candidate compatibility based on multiple parameters, culture fit, and job matches. From a single dashboard, you can view, review, shortlist, reject, and connect with candidates within a matter of minutes, reduce sourcing costs, and take back your time to focus on what matters most – building strong relationships with candidates.

Leoforce CEO, Madhu Modugu had this to say: “We’re really excited to introduce Candidate 360 to our clients and partners. This feature was specifically designed to take some of the burden off recruiters in terms of process, but to also provide a much deeper level of insight into their candidate pipelines,” He also stated. “It adds a whole new level of value to Arya users by speeding up outreach and submit-to-interview time. With the Find Matching Jobs option in Candidate 360, it also opens up more opportunities for candidates across the board.”

Overview of How it Works

New Candidate Card Tabular Design

With the new candidate card design, recruiters can now get a quick snapshot of each candidate sourced and their information. The candidate card will include the candidate’s name, source channel, position, company, experience, skills, and education. Users can hover over each of these identifiers for the full list without clicking on the card.

The new design also visually includes each candidate’s score. From the same candidate card, you can download a candidate’s resume, update contact information, shortlist or reject a candidate, write notes, and create tags for better identification.

Candidate Intel

Get even more insights into a candidate and what makes them compatible with Candidate Intel. Click on the Candidate Intel tab and get a detailed breakdown of the candidate’s overall score and how well they align with the job requirements. You can also gain an understanding of how relevant their skills are to the job, or how easy it might be for them to acquire the relevant skills.

Candidate 360 Find Matching Jobs

Arya can also list other open job requisitions matching a candidate’s profile helping recruiters retain talent who may not be interested in a current role, engaged and nurtured for future roles. This helps decrease the time for new candidate outreach and response, as well as improve submit-to-interview-to-hire ratio for different jobs, because recruiters already have a nurtured list of qualified candidates available to submit.

Promising to be a game-changer for the staffing and recruiting industry, Candidate 360 solves a myriad of common recruitment challenges and delivers tangible benefits to users.

Summary of Benefits

• A new tabular design that is intuitive and easy to navigate
• Complete 360-degree holistic view of candidate history from sourcing, shortlisting, outreach and communication across jobs
• Advanced job matching capability with more opportunities per candidate
• Enhanced recruiter collaboration and key insights into actions with every candidate profile
• Reduced cost to recruit per candidate, while improving submit-to-interview-to-hire-ratio
• Drastically reduced candidate outreach and engagement time for every job with better nurture strategy
• Updated contacts & resumes for outreach, as well as a single dashboard to view, review, shortlist, reject and connect with candidates

Innovating into the Future

Candidate 360 is just one more step towards Leoforce’s mission to deliver cutting edge solutions that streamline the recruiting, hiring, and job search process.

Leoforce Product Marketing Director, Ipsita Debnath believes Candidate 360 has the potential to dramatically increase recruiter efficiency, “Sourcing processes that take too much time are the biggest challenge for recruiters. Giving recruiters back their time was our primary goal with Candidate 360. Being able to view, review, shortlist, reject and connect with candidates from a single dashboard is going to be a game changer that does more than save time. It cuts costs and give recruiters the ability to nurture relevant candidates faster for multiple roles.”

As Arya continues to innovate and evolve, the future of AI-assisted recruiting looks incredibly promising. But we’re not stopping there! Our development team is constantly looking for ways to enhance Arya’s capabilities and to introduce even more features that make a recruiter’s life easier. Stay tuned for more exciting updates and if you’d like to see Candidate 360 in action for yourself, book a free demo today!

The post Optimize Recruiter Efficiency with Candidate 360 by Leoforce appeared first on Leoforce.

On top of all of these hurdles, the industry has to contend with even more challenges when it comes to bulk hiring of top healthcare professionals. According to a report from the Association of American Medical Colleges, the United States will have a shortage of between 54,100 and 139,000 physicians by 2033. But the workforce shortage doesn’t stop there. The American Nurses Association estimates that the country will need an additional 1.1 million registered nurses by 2022.

Yes, healthcare staffing agencies and recruiters are struggling to find qualified candidates to fill these positions quickly and efficiently. This is partially due to the slow, labor-intensive, inefficiency of the traditional hiring process. After all, sifting through countless resumes, scheduling interviews, and conducting background checks takes a significant amount of time and resources. Throw in the massive shortage of healthcare professionals, and it’s easy to see why it can be difficult to fill positions in healthcare quickly.

Fortunately, the introduction of AI in healthcare recruiting is changing the game. By utilizing advanced technologies such as machine learning and natural language processing, AI hiring solutions can streamline recruiting processes enabling recruiters to identify and engage the most compatible candidates in a matter of minutes. And there are a number of tangible benefits to incorporating an AI recruiting tool into your talent acquisition strategy. But before we discuss the benefits, let’s talk about where to start in the process.

Identify Gaps and Align Stakeholders

Before implementing any technology tool into your hiring process, it’s critical to assess where the gaps in your strategy are. After all, implementing an AI hiring solution into a healthcare organization requires careful planning and consideration. It’s important to align all stakeholders, including HR, recruiters, hiring managers, and IT professionals in the evaluation and planning process.

It starts by identifying the key areas where AI can have the most impact. Is resume screening taking an inordinate amount of time? Do the candidates match the roles you’re trying to fill? Are candidates getting scooped up by the competition faster than you can engage them? Answering these questions is the first step to understanding where you need to make recruiting process improvements, and ultimately selecting the right AI tool to achieve your hiring goals.

The Benefits of AI Hiring in Healthcare

Every industry of late seems to be touting the benefits of AI and what it can do to drive efficiency. But when it comes to the talent acquisition and recruiting ecosphere, AI technology is playing an increasingly important role for its ability to effectively pre-screen candidates and automate routine tasks. In fact, one of the major benefits of AI hiring in healthcare is the significant improvement in efficiency. AI algorithms can analyze and screen a large number of resumes in a fraction of the time it would take a human recruiter. This allows healthcare organizations to quickly identify and shortlist the most qualified candidates for further evaluation.

Improved Candidate Quality

AI hiring technologies can also assess candidate skills, experience, and qualifications more accurately, leading to better matches between candidates and job requirements. This not only saves time for healthcare organizations, but also improves candidate quality over time.

With an AI sourcing tool such as Arya, not only do healthcare recruiters have access to the largest proprietary talent pool in North America (850M+ active and passive candidates), the platform also features talent intelligence and predictive analytics around on compensation, skills, education and other key data points to refine search parameters. The result is a 50% reduction in candidate review and shortlisting time.

Identifying Passive Candidates

Another noteworthy benefit of AI hiring in healthcare lies in the ability to identify passive candidates, or candidates who are not actively searching for a new job. These candidates may not apply to job postings but may be open to new opportunities if they are engaged directly. The Arya platform in particular, can also help healthcare recruiters discover, score, and rank talent in their own internal talent pools they may have overlooked using traditional methods.

Mitigating Bias

AI hiring in healthcare also has the potential to mitigate bias in the hiring process. Human recruiters may unintentionally introduce bias based on factors like gender, race, or educational background. AI algorithms, on the other hand, can be programmed to ignore such factors and focus solely on merit and qualifications. This ensures a fair and unbiased selection process for all candidates.

Things to Look for in An AI Hiring Tool

The number of AI recruiting and hiring tools on the market today is dizzying. And selecting the one that meets the unique needs of your organization can be daunting. As you explore the options, look for an AI tool that encompasses solutions to every sourcing challenge in a single platform. A great place to start your search is by exploring Arya. With powerful search and match, and talent intelligence capabilities, the largest talent database in North America, and Applicants on Demand, Arya is a single platform sourcing solution for bulk hiring of healthcare professionals. Arya’s AI enables human recruiters to focus on the parts of their job that add the most value.

What is AI Powered Applicants on Demand?

Perhaps the ultimate healthcare hiring solution, Arya’s AI powered Applicants on Demand completely removes the burden of sourcing healthcare professionals from healthcare staffing companies. Leveraging Arya’s powerful search and match capability and talent intelligence, the AI sourcing tool does everything from identifying, and engaging healthcare candidates, to nurturing talent throughout the entire recruiting lifecycle. AI matched candidates are transformed into applicants and submitted to healthcare recruiters through their own ATS to be managed using their standard hiring process. The service is a true pay for performance option with no up-front costs and a “pay for what you get” predictable budget.

At a time when the demand for healthcare professionals far exceeds the supply, healthcare staffing companies have their work cut out for them. But you don’t have to face these challenges alone. Contact us today to book a free demo of Arya, and find out what the power of AI can do for you.

Resources

• https://www.aamc.org/news/press-releases/new-aamc-report-confirms-growing-physician-shortage

The post How AI Hiring Streamlines Bulk Hiring of Healthcare Professionals appeared first on Leoforce.

AMN Healthcare’s 2022 Survey of Locum Tenens Staffing Trends report stated that 88% of healthcare facilities employed locum tenen physicians in 2022. A 2023 report by Staffing Industry Analysts forecasted that the locum tenens segment is expected to grow by at least 10% in 2023 and will continue to grow in 2024. Let’s understand the reasons why healthcare facilities are continuing to hire locum tenen physicians, the benefits of hiring locum tenen physicians and how healthcare facilities can hire locum tenen physicians.

If you’re unfamiliar with the term locum tenens, let’s briefly go through the definition of locum tenens. Essentially, locum tenens physicians refer to temporary or substitute physicians who provide healthcare services to healthcare facilities on a short term or contractual basis. Locum tenens physicians generally fill in for regular physicians who might be on annual leave or in case there is a shortage of medical staff. While locum tenen physicians are usually hired through temporary staffing agencies, some locum tenens also work as independent contractors.

The role of locum tenen physicians in the United States healthcare system

Along with catering to the increasing demand for healthcare, locum tenen physicians are making up for the acute shortage of medical staff. They also fill in gaps in staffing during annual leaves, vacations or unexpected absences of full-time medical staff. In a nutshell, locum tenen physicians help ensure that there are no interruptions in patient care.

Locum tenen physicians are usually not limited to general physicians. In fact, most of them tend to work across a wide range of healthcare specialties. These include emergency medicine, surgery, anesthesia etc. They can also take up short-term assignments which can be as short as a few consultations and as lengthy as a few months. Because they work across various healthcare facilities, they tend to have experience of interacting with a diverse range of patients. In fact, they generally have better than usual community engagement skills.

Overall, locum tenens physicians serve as a valuable resource for maintaining the continuity of healthcare services in the United States, filling temporary staffing gaps and contributing to the overall efficiency of the healthcare system.

Advantages of hiring locum tenen physicians

Hiring locum tenen physicians offers several benefits for healthcare facilities. For starters, locum tenen physicians ensure minimal interruptions in patient care, thereby maintaining consistency in healthcare services provided by a healthcare facility. Locum tenen physicians are usually flexible with their schedules and can take over when the regular physicians are unavailable. They are also available at short notice and can be available contractually – thereby allowing healthcare facilities to better manage staffing based on the current demand.

Essentially, locum tenen physicians help healthcare facilities maintain optimal patient to physician ratio. But locum tenen physicians are not just available to fill in gaps in staffing. They can also effectively reduce the burden on the current medical staff. In the past few years, medical staff have been quitting their profession in droves. Locum tenen physicians can help reduce cases of burnout due to increased workload.

Additionally, because locum tenen physicians belong to different specialties they can help healthcare facilities manage staffing needs for more than just general medicine, thereby ensuring that patients receive specific treatment as per the medical requirement.

Finally, locum tenen physicians are a cost-effective option in comparison to full time physicians. This is because they are not eligible for any full time employee benefits. Healthcare facilities can save on the cost of employee benefits like annual bonus, retirement and insurance plans as well as any other overhead costs that are usually associated with full time or permanent employees.

The benefits of hiring locum tenens physicians include maintaining continuity of care, flexibility in staffing, access to specialized expertise, reduced workload for existing staff, and potential cost savings. These advantages contribute to efficient healthcare delivery and improved patient outcomes.

Disadvantages of hiring locum tenen physicians

While there are plenty of advantages of hiring locum tenen physicians, there is also a downside.

Locum tenen physicians usually have a rather short adjustment period and might not be able to sync with the healthcare facility’s work ecosystem in their limited time. This can significantly impact healthcare efficiency during the initial stage of the assignment. Additionally, locum tenen physicians are rarely available for follow up care for patients. Transitioning to other physicians can make patients uncomfortable. Finally, the cost of hiring locum tenen physicians can be slightly higher than permanent staff in the long run, even though healthcare institutions don’t have to pay for additional overhead costs.

While these disadvantages exist, they can often be mitigated through effective communication, proper onboarding, and fostering a supportive work environment for locum tenens physicians. If a healthcare facility is looking to hire locum tenen physicians, here are some handy tips.

Tips to hire locum tenen physicians

Clearly define medical staffing requirements

It is important that healthcare institutions clearly specify what kind of locum tenen physicians are required at their facility. These requirements should include qualifications, medical specialty, additional medical certifications, duration, clinical skills, availability etc.

Hire a medical staffing agency

Medical staffing agencies usually have access to a large network of locum tenen physicians and can give healthcare facilities immediate access to a talent pool as per their requirements. Additionally, medical staffing agencies will conduct their own due diligence before passing over medical profiles to the healthcare institution.

Use AI-based healthcare recruiting software solutions

AI can play a valuable role in healthcare recruitment by automating and streamlining various aspects of the process including candidate sourcing and candidate screening. AI-based applicant tracking systems can also streamline candidate management while predictive analysis software can help match candidates as per criteria and introduce the best possible matches to healthcare institutions while eliminating recruiter bias. The advanced AI in Arya is revolutionizing the healthcare recruiting industry by using 300+ parameters and 7 multi-dimensional data points to score and rank talent for compatibility. Arya simultaneously helps source candidates from multiple channels in under 5 minutes, reducing candidate review and shortlisting time by 50%. Request a demo to understand how Arya can help organizations streamline their healthcare staffing challenges and optimize hiring of locum tenen physicians.

The healthcare staffing industry has seen a steady rise in the popularity of locum tenen physicians between 2020 and 2023, mainly due to their ability to discover flexible staffing solutions. The hiring trajectory is expected to grow steadily in 2023 and it is highly likely that locum tenens might represent one of the fast-growing staffing segments in the near future.

Resources

• https://www.medscape.com/viewarticle/977617
• https://www2.staffingindustry.com/Editorial/Healthcare-Staffing-Report/April-13-2023/Summary-of-SIA-s-healthcare-staffing-industry-forecast
• https://www.fiercehealthcare.com/practices/face-physician-shortage-85-healthcare-facilities-rely-locum-tenens
• https://revcycleintelligence.com/news/88-of-healthcare-facilities-employed-locum-tenens-providers

The post Tips to Hire Locum Tenen Physicians appeared first on Leoforce.

Here are top five reasons a hospital must urgently hire a medical staffing agency

Surge in in-patient intake

An unexpected increase in in-patient intake can result in pandemonium if a healthcare institute is unprepared to handle the increased load. In such situations, healthcare institutions need to urgently bring in temporary staff that can handle emergency situations. A medical staffing agency can provide access to temporary or contractual staff in such situations and thereby ensure negligible interruptions in patient care.

Shortage of staff

The United States along with several other countries is facing an acute shortage of nursing staff in some States and a surplus of nursing staff in some States. As of 2023, the United States employs over 5.3 million healthcare professionals serving as nurses. But the demand for nursing staff is expected to exponentially increase by 2030; so much so that several States will witness a severe shortage. A staffing agency can help healthcare institutions by building a database of healthcare professionals. They can also help source healthcare professionals from out of State to fill in vacant positions.

Temporary staffing needs

While an increase in in-patient intake can lead to a hospital needing more manpower, it might not be the only reason. Sometimes hospitals require temporary staff to cover for full-time employees who might be on annual leave. Similarly, hospitals might need extra manpower during specific periods of the year as patient intake might increase seasonally. A medical staffing agency can not only predict such times, it can be prepared to source temporary staff and ensure uninterrupted operations in such a time.

Specialized positions

Because healthcare is extremely diverse, some hospital departments cannot make do with general physicians. They need medical professionals specializing in specific types of healthcare. It can be challenging as well as extremely time consuming to find such specialty staff through traditional means of recruitment. A medical staffing agency can come in handy in such cases. They can put hospitals in touch with medical specialists as per their requirements and reduce the time and resources taken to complete such a task.

Access a broader talent pool while reorganizing

Healthcare institutions have been trying to cut down on healthcare staff because of increased expenses and decreased revenue. Healthcare layoffs have gone up by an alarming 287% from May 2022. As such, hospitals will quickly need to bring in replacements – this can be done with the help of a medical staffing agency.

Bonus reason – Outsourcing recruitment

Some healthcare institutions prefer outsourcing all of their manpower sourcing needs to medical staffing agencies. This means the agency will take care of all recruitment processes including candidate sourcing and screening, initial interviews and even onboarding. By using a medical staffing agency, hospital administrations can focus on optimizing other functions at the institution.

Now that you know the reasons why a hospital needs a medical staffing agency, let’s quickly understand how a top medical staffing agency can help a hospital or healthcare institution with its recruitment needs.

Here are the benefits of hiring a top medical staffing agency

Medical staffing agencies can give you immediate access to a pool of candidates

Top medical staffing agencies tend to maintain a database of candidates across varied medical fields, designations and specialties. Because they have an extensive network of healthcare professionals at hand, they can quickly attend to a hospital’s recruiting needs.

Medical staffing agencies can provide flexible staffing solutions

A healthcare institution’s staffing needs might vary and it might not need permanent or full time employees all the time. Top medical staffing agencies can usually help with flexible medical recruitment solutions.

Medical staffing agencies provide end to end staffing solutions

Attention to detail and a robust skill set are key to working in the medical profession. Any mistakes or errors in judgement can cost a patient their life. That is why it is imperative that hospitals and other healthcare institutions only hire staff that has the right education, training and relevant experience. This makes it important to vet the applications received for a specific position. Staffing agencies with experience in medical recruitment are aware that due diligence must be conducted before hiring a medical professional including verifying their training and experience, assessing their skill set and conducting background checks based on the information provided by applicants. If a hospital or healthcare institution were to take up such a task they would find it to be extremely cumbersome as well as time consuming. But for those trained in medical recruitment, such a task will be easily streamlined.

Medical staffing agencies can cater to specialized needs

Hospital departments might require medical professionals with specialized skills. For instance, a trauma nurse might not be as efficient while assisting in a surgery as a surgical nurse. Similarly, a pediatrician might not be as efficient as a cardiologist while diagnosing heart related disorders. It is important that healthcare institutions hire medical professionals that cater to a specific branch of medicine in order to effectively treat patients. Medical staffing agencies can help shortlist, vet, assess and onboard specialty medical professionals as per the healthcare institution’s requirements.

Medical staffing agencies are prepared to cater to a manpower crisis

Because healthcare staffing agencies will have a better understanding of the healthcare industry, they will be better prepared to handle staffing needs of hospitals in case of emergency medical crises. Medical agencies will be in a position to resource temporary or contractual medical service professionals to address short term staffing needs.

Medical staffing agencies can help reduce the recruiting time by 50%

Because medical staffing agencies are better experienced and agile and they usually make use of technology to assist with recruiting, they can bring down the time taken to recruit medical staff by at least 50%, thereby saving on time as well as cost.

Medical staffing agencies opt for technology-based recruiting to optimize healthcare hiring

Medical staffing agencies usually employ AI based recruiting solutions to optimize the hiring process. AI can play a valuable role in healthcare recruitment by automating and streamlining various aspects of the process including candidate sourcing and candidate screening. AI based applicant tracking systems can also streamline candidate management while predictive analysis software can help match candidates as per criteria and introduce the best possible matches to healthcare institutions while eliminating recruiter bias. The advanced AI in Arya is revolutionizing the healthcare recruiting industry by using 300+ parameters and 7 multi-dimensional data points to score and rank talent for compatibility. Arya simultaneously helps source candidates from multiple channels in under 5 minutes, reducing candidate review and shortlisting time by 50%. Request a demo to understand how Arya can help your organization streamline its healthcare staffing challenges in time to avoid a nursing shortage crisis.

Over to You

Staffing agencies play a crucial role in healthcare recruitment by connecting healthcare organizations with qualified professionals efficiently and effectively. By leveraging AI tools and technologies, healthcare organizations and recruiters can streamline the recruitment process, identify qualified candidates efficiently, and ultimately make better-informed hiring decisions.

The post Signs Your Hospital Needs a Top Medical Staffing Agency appeared first on Leoforce.

The healthcare industry also faces challenges while trying to establish a diverse, equal and inclusive environment. Healthcare disparities and inequities are often rooted in systemic and historical factors such as racism, discrimination, and unequal access to resources. Let’s understand these challenges briefly.

Challenges in Implementing DEI in Healthcare

Underrepresentation in leadership positions

The United States might be accepting diversity but white men still seem to be in leadership positions. In an article published by USA today in 2022, 1 in 7 companies have all white leadership teams. This includes healthcare organizations. Many healthcare organizations seem to lack representation in high-ranking management roles. This underrepresentation is not limited to race alone. It also throws light on the fact that women and other genders or those who are open about their sexual identity are usually not included in leadership positions. Underrepresented teams can lead to disparities in decision-making, limited role models for underrepresented groups, and unequal access to opportunities.

Implicit bias becomes a barrier to progress

Organizations might claim to offer an equal opportunity environment but unconscious bias can influence and impair decision making leading to disparities within the organization. For instance, only offering the graveyard shift to immigrant nurses because of the unconscious belief that they tend to work harder in a foreign country can hamper their progress and even lead to burnout. Other factors that might lead to implicit bias include ethnicity, gender, age, socioeconomic status and sexual identity. It is important to address implicit bias to establish an equal opportunity environment.

Lack of training in cultural competency

Due to the diverse nature of the United States population, it is important that healthcare professionals have the ability to understand their patients and effectively communicate with them. However, lack of cultural competency training programs leads to a lower patient dissatisfaction rate and a less than pleasant patient-centered care experience.

Non-inclusive policies and practices

Several healthcare institutions tend to lack inclusive policies and practices that promote equity and support diverse employees. Hospitals also lack anti-discriminatory policies or a zero-tolerance policy against any kind of discrimination. This can be a barrier for recruiting an effective workforce, retaining skilled employees and maintaining a positive work environment.

Addressing diversity, equity and inclusion challenges at a healthcare institution requires a multi-faceted approach. This approach will involve equal opportunity recruitment, cultural competence training, diverse representation in leadership, inclusive policies, zero tolerance to discrimination and a continuous evaluation of healthcare functions in a bid to ensure equity and inclusivity for both medical professionals as well as patients. Let’s understand these measures in brief.

Using AI tools to eliminate recruiter bias in healthcare recruiting

Acts of discrimination can be witnessed everywhere and not just on the hospital floor. Recruiter bias can lead to hospitals missing out on hiring competent talents. By using AI based recruiting tools, healthcare recruiters can streamline the initial hiring process and let the software take up the task of shortlisting candidates and assessing their skills. Additionally, AI based applicant tracking systems can streamline candidate management while predictive analysis software can help match candidates as per criteria and introduce the best possible matches to healthcare institutions while eliminating recruiter bias. The advanced AI in Arya is revolutionizing the healthcare recruiting industry by using 300+ parameters and 7 multi-dimensional data points to score and rank talent for compatibility. Arya simultaneously helps source candidates from multiple channels in under 5 minutes, reducing candidate review and shortlisting time by 50%. Request a demo to understand how Arya can help your organization streamline its healthcare recruiting objectives and make recruiting more inclusive.

Prioritize implementation of zero tolerance, non discriminatory policies

In order to ensure that the hospital is established as a safe and positive working environment for all, it is imperative that healthcare institutions draw up clear and comprehensive non-discrimination policies. These policies need to clearly chalk out the healthcare institution’s commitment to providing equal treatment to their workforce as well as their patients. The healthcare institution must also communicate to all their employees that any discrimination based on race, ethnicity, gender, sexual orientation, religion, disability, or any other protected characteristics is not tolerated.

Introduce diversity and inclusion training

It is important that healthcare institutions regularly conduct diversity and inclusion training programs for all hospital staff. These training sessions can raise awareness about unconscious bias, cultural competence, respectful communication, and the importance of equitable treatment. It also includes cultural competence training to enhance understanding of diverse patient populations, their unique healthcare needs, and consequent communication strategies. Such training programs show the workforce that the healthcare institution is aware of the workforce’s challenges and is actively working to overcome them.

Design and adopt a patient-centered approach on the hospital floor

It is important for healthcare institutions to establish that the hospital is all about patient care. By developing a patient centered approach, medical professionals will learn to respect individual values, preferences, and accept and adapt to diverse backgrounds. This approach will also involve patients in decision-making processes, and take into consideration their cultural beliefs, socioeconomic factors, and social determinants of health when developing patient care plans.

Conclusion

Organizations have a growing responsibility to improve diversity, equity, and inclusion (DEI) efforts in healthcare not only for their employees, but also to better serve patients and their families. As a result, diversity, equity and inclusion are a focus for healthcare organizations and several healthcare institutions are taking active measures to ensure a positive working environment.

Resources

• https://www.usatoday.com/in-depth/money/2023/02/16/white-men-corporate-america-diversity/11114830002/

The post DEI at Medical Facilities appeared first on Leoforce.

In just the first five months of 2023, the healthcare sector including healthcare institutions and healthcare product manufacturers, have announced over 33,000 layoffs. This number is up by 81% from May 2022 when a little over 18,000 layoffs were announced. Read on to know more about the healthcare layoffs in 2023, its reasons and how this crisis can be resolved.

Layoffs in healthcare can occur due to various factors such as organizational restructuring, financial challenges, staff shortage and changes in healthcare policies. According to a report published by Syntellis, hospitals in the United States saw a rise in year-on-year (YoY) margins in January by 3.7 percentage points. This is the first instance since the YoY increase in December 2021. Hospitals also witnessed an increase in gross operating revenue by 10.1% YoY. The increase can be attributed to an increase in outpatient revenue which went up by 18.7%.

Emergency department (ED) labor expenses have gone up by at least 50% since the beginning of the COVID-19 pandemic back in 2020. However, the number of ED personnel has steadily declined over the past three years. Healthcare institutions in the Western States of USA have reported a 52.4% increase in ED labor expenses between January 2020 and January 2023. These expenses have been attributed to the average increase in wages of registered nurses. Western States, especially California, have the highest average for hourly wages of registered nurses at $64 in 2023.

The acute shortage in nursing staff has led to healthcare institutions heavily relying on contractual nursing staff. As a result, healthcare institutions are also witnessing a surge in contractual labor expenses. The American Hospital Association has reported that contract labor expenses have increased by at least 258% between 2019 and 2022. The average wage paid to contractual healthcare employees has gone up by 57%. If measures are not taken to resolve the nursing shortage crisis, the cost for contractual healthcare services will continue to surge in 2023. As per experts at Syntellis, this year will continue to see an increase in expenses due to nurse shortage and continued reliance on contractual staff. Nurse shortage is a serious crisis in the American healthcare landscape.

Click here to know more about the nursing shortage in USA

In a bid to reduce costs, healthcare institutions are laying off hundreds and thousands of employees. However, most of the cutbacks are happening in the administrative departments of healthcare institutions. Nonclinical employees are bearing the brunt of the high cost of patient facing employees and healthcare institutions, big or small, are laying off employees in the administrative departments.

Here are some of the most prominent examples.

• Between February and April 2023, Adventist Health laid off 59 administrative employees citing reorganization of staff to consolidate its care networks – this move saved them nearly $100 million in expenses.
• Cedars-Sinai Medical Center reportedly laid off 131 non-union employees at its main facility and about two dozen more employees at other locations. These employees were a part of non-patient care departments including administrative support, pharmacy technicians and hospital operations management.
• Employees at Compass Health were caught off guard when the healthcare institution announced a layoff of at least 500 support staff last year.
• Crozer Health fired 215 employees that made up 4% of their total workforce. They cited the reason for the layoff as restructuring in a bid to cut costs and optimize administrative efforts. This move also included shutting the door on any underutilized health services.
• Madera Community Hospital, which reported running at a $2.5 million per month operational deficit, let go an alarming 772 permanent employees in January.
• McClaren’s Healthcare laid off 743 employees, a third of which were registered nurses. Other laid off employees included nursing assistants, pharmacists, accountants, housekeepers, physical therapists and technicians. It also included the healthcare institution’s chief operating officer and vice president of patient care services and the chief nursing officer.

Hospital expenses, particularly for labor, continue to be high amid growing inflation and persistent staff shortages ultimately resulting in revenue deficit. In a bid to cut costs, healthcare institutions are reorganizing and optimizing their current resources. As a result, employees in non-patient facing roles as well as patient facing roles are facing severe consequences.

One way to resolve layoffs will be to resolve the nurse shortage crisis. Healthcare institutions urgently need to go back to the drawing board and recalibrate their workforce management strategies. Addressing the shortage of nursing staff is critical because experts are predicting an upward trajectory for the shortage that can lead to a large-scale healthcare staff emergency by 2030.

Here are some ways to reduce nurse shortage

Offer nurse exchange and out of State on the job training programs

Affiliated healthcare institutions need to start offering out of state and on the job nurse training programs or even nurse exchange educational programs. This will fill a significant amount of available nursing positions in States that are facing a shortage and even reduce the amount of nurses in States that are experiencing a surplus. Additionally, State funded teaching hospitals (especially those in States that are likely to experience severe deficit) can increase their intake of students wishing to train in the medical care field.

Reduce the burden on hospital staff to eliminate burnout

According to the New England Journal of Medicine, 50% of healthcare workers report symptoms of burnout and decreased morale. This is because healthcare institutions are expecting to extract more work from lower numbers of manpower. This burnout rate is expected to continue increasing as the urgent need for healthcare professionals continues to increase. By employing technology based solutions like machine learning software for patient care management – healthcare institutions can considerably reduce the burden on nursing staff.

Using AI-based recruitment solutions for healthcare recruiting

By using AI-based recruitment solutions, recruiters can significantly cut down the time taken to hire medical professionals. AI-based solutions can easily post information about job availability, shortlist and categorize applications, conduct skill assessments and even schedule interviews. These solutions not only save time, they also eliminate recruiter bias. The advanced AI in Arya is revolutionizing the healthcare recruiting industry by using 300+ parameters and 7 multi-dimensional data points to score and rank talent for compatibility. Arya simultaneously helps source candidates from multiple channels in under 5 minutes, reducing candidate review and shortlisting time by 50%. Request a demo to understand how Arya can help your organization streamline its healthcare staffing challenges in time to avoid a nursing shortage crisis.

Over To You

1 in 3 nurses are likely to quit their job in the next five years as per a report by USA Today. The United States National Council of State Boards of Nursing stated in a report that about 100,000 registered nurses have left the profession since 2020. If they don’t leave, they also run the risk of getting fired. Additionally, increasing wages for nursing staff means other non-patient staff bear the brunt of cost cutting. Eventually, the administrative work is expected to be taken on by nursing staff – leading to burnout and continuation of the vicious cycle.

Resources

• https://www.challengergray.com/blog/may-2023-layoffs-jump-on-tech-retail-auto-ytd-hiring-lowest-since-2016/
• https://www.syntellis.com/sites/default/files/2023-03/Performance%20Trends%20Feb_HC.1102.03.23.pdf
• https://www.advisory.com/daily-briefing/2023/03/13/hospital-expenses

The post Healthcare Layoffs Stats 2023 appeared first on Leoforce.

7 Healthcare Staffing Solutions for Nursing Shortages

Explore these 7 effective healthcare staffing solutions to combat nursing shortages and ensure adequate patient care.

Offer nurse exchange and out of State on the job training programs

If affiliated healthcare institutions start offering out of state and on the job nurse training programs or even nurse exchange education programs, a significant amount of available nursing positions will be filled. Additionally, State funded teaching hospitals (especially those in States that are likely to experience severe deficit) can increase their intake of students wishing to train in the medical care field.

Improve the current work culture so fewer nurses quit

For a workplace to be considered healthy, community building must be at its heart. Hence, a healthcare organisation that puts the good of the larger community first, should do the same for its own people. This helps reinforce the belief that the work each person is doing is not just worthwhile, but also respected. It is imperative that healthcare institutions create a positive and healthy workplace by maintaining clear and consistent communication, demonstrating empathy, being transparent, and setting boundaries. Additionally, healthcare institutions that prioritize community will not tolerate hate speech, discrimination, or bias. They will promote a welcoming atmosphere regardless of differences and will have systems in place for diversity and inclusion training, as well as a safe reporting mechanism for instances of discrimination without fear of retaliation.

Address the shortage well in advance with educational programs

The above numbers have raised alarm bells across the United States and it is imperative to address the concerns at a grassroot level. Educational institutions in the United States can offer State funded scholarships and short term healthcare programs to train nurses for telehealth and travelling healthcare services. These initiatives are likely to encourage more students to enrol into nursing programs.

Training the trainer programs for ageing workforce

The current ageing workforce hold a plethora of work experience and can be trained to take up telehealth and travelling healthcare services. This will allow them to continue work at reasonable and flexible hours, even from remote locations. While this move will not help in reducing the nurse shortage, it will reduce the burden on nurses working full time and part time at healthcare institutions. By reducing the number of people visiting hospitals for non urgent medical care, hospitals can transfer the responsibilities of on-campus nurses to those working for telehealth and travelling health services.

Introduce strict non-tolerance against discrimination

It’s not just that nurses are quitting their jobs, the nursing profession has earned a nasty reputation of being extremely exhausting at a physical as well as a mental level. Moreover, a report published by the Johnson Wood foundation in May 2023 stated that the nurses interviewed reported witnessing racist behaviour and experiencing discrimination from almost 80% of their patients. Of these nurses, those belonging to the Hispanic, Asian and Black races reported more incidents of microaggression due to race in comparison to their White peers. Introducing a strict no discrimination policy at a healthcare institution as well as a State level will encourage more students to enrol into nurse training programs. It will also encourage nurses from other States to apply for jobs in States known for discriminating against race.

Streamline healthcare recruitment with AI-based solutions

On an average, recruiters can take up to 8 months to fill in a position in healthcare in the United States. This is because most healthcare recruiters as well as healthcare institutions are continuing to use traditional means and methods of recruitment. By introducing AI-based recruiting solutions like Arya, recruiters can cut down recruitment shortlisting by at least 50%. The advanced AI in Arya is revolutionizing the healthcare recruiting industry by using 300+ parameters and 7 multi-dimensional data points to score and rank talent for compatibility. Arya simultaneously helps source candidates from multiple channels in little under 5 minutes! Click here to request a demo today.

Introduce AI-based solutions to reduce the burden on nursing staff

It is common knowledge that nursing staff are constantly overworked. Artificial Intelligence based medical solutions can be used to reduce the burden on nursing staff. By using AI-based medical software, healthcare institutions can detect early signs of genetic conditions and terminal illnesses like cancer; they can also use AI and machine learning solutions for managing medical databases. AI can successfully conduct virtual health checks and act as a virtual health assistant. But that’s not all! AI can even be used in complicated surgical procedures as assistant surgical bots. By using AI-based medical solutions, healthcare institutions can reduce the burden on nurses and medical professionals by at least 20%. Such initiatives can significantly bring down the rate at which nurses are quitting their profession.

Final Remarks

If it does not take action immediately, the United States could have a medical crisis at its hands by 2030. A severe shortage of nurses will not only affect healthcare institutions it will also have a severe impact on the medical-based economy.

Resources

• https://www.cbsnews.com/news/nurses-racism-discrimination-healthcare-survey/
• https://www.registerednursing.org/articles/largest-nursing-shortages/

The post Innovative Remedies for Hospitals to Deal with Nurse Shortage appeared first on Leoforce.

As of 2023, the United States employs over 5.3 million healthcare professionals serving as nurses.

Here is a breakdown of the number of nurses by employment category

Of these numbers, the total number of registered nurses can be further categorized by State. The table below illustrates the projected demand and supply in the year 2030. It also illustrates the surplus or deficit number of registered nurses by 2030 and the States that are likely to face a surplus or shortage.

From the above illustrated table, we can understand that the States of California, Texas, New Jersey and South Carolina are likely to face a severe deficit of registered nurses. On the other hand, the States of Florida, New York, Missouri and North Carolina are expected to see a surplus of registered nurses by 2030 – this will likely lead to a drop in the average pay scale in states with a surplus. Similarly, states with a deficit are likely to witness an upward trajectory in terms of pay.

Here is a table to better illustrate the current average pay in 50 US States

Suggested Reading: 2023 Salary Guide for US Nurse Practitioners

What can the States do to reduce the nurse shortage?

Evidently, it’s critical to reduce the nursing shortage. But one can understand how complicated the efforts can be. So, keeping past experiences and futuristic technology in mind, experts in healthcare recruitment suggest the following measures.

Optimize nurse staffing agencies

Medical staffing agencies have increasingly become the need of the hour. In order to resolve healthcare staffing shortages, medical staffing agencies assist and aid hospitals, clinics, nursing homes, and other healthcare organizations in medical recruitment. Through extensive research and cutting-edge technology driven recruitment solutions, medical staffing agencies provide healthcare institutions with the right talent to fill their vacant positions. These agencies provide complete end-to-end staffing solutions; from sourcing, screening, to filtering candidates, in order to help you find the best talent for your healthcare needs. They also offer various additional services, such as credentialing, background checks, and onboarding, to ensure their candidates meet the necessary qualifications and are ready to work.

Medical Staffing Solutions

Healthcare staffing agencies provide complete, end-to-end solutions for your healthcare staffing shortages. Through deep research and cutting-edge technology-driven recruitment solutions, medical staffing agencies have become the backbone for all hospitals, clinics, nursing homes, and other healthcare organizations when it comes to staffing shortages.

Using AI-based recruitment solutions

By using AI-based recruitment solutions, recruiters can significantly cut down the time taken to hire medical professionals. AI-based solutions can easily post information about job availability, shortlist and categorize applications, conduct skill assessments and even schedule interviews. These solutions not only save time, they also eliminate recruiter bias. The advanced AI in Arya is revolutionizing the healthcare recruiting industry by using 300+ parameters and 7 multi-dimensional data points to score and rank talent for compatibility. Arya simultaneously helps source candidates from multiple channels in under 5 minutes, reducing candidate review and shortlisting time by 50%. Request a demo to understand how Arya can help your organization streamline its healthcare staffing challenges in time to avoid a nursing shortage crisis.

Using AI-based medical solutions

Artificial Intelligence software can be used to help detect early signs of genetic conditions and terminal illnesses like cancer; it can help in managing medical databases; it can act as a virtual health assistant and even be used for complicated surgical procedures as assistant surgical bots. By using AI-based medical solutions, healthcare institutions can reduce the burden on nurses and medical professionals by at least 20%.

Offer State funded training and exchange programs

States with a deficit can collaborate with those States having a surplus of nurses and initiate training-based exchange programs – this will allow nurses from affiliated hospitals to work at hospitals in other States – even if temporarily and considerably reduce the burden on overworked nursing staff.

Wrapping it Up

Healthcare workers have always been overworked, the Covid19 pandemic just made things worse. Despite its current challenges, the healthcare industry remains to be one of the fastest-growing sectors all over the globe. That’s why healthcare recruiting experts urgently need to realign their hiring strategies in order to overcome a potential shortage. But it shouldn’t stop at redesigning hiring strategies, it also needs to expand into training, nurturing and retaining healthcare providers.

Resource

• https://www.nursingprocess.org/how-many-nurses-are-there-in-the-us.html

The post US States with the Most Nurses Shortages and How to Fill Them appeared first on Leoforce.

While automation and HR recruiting tools are playing an important role here, in order to make it convenient and cost effective to get the right talent, at the right moment for you and your team; human intelligence and intervention is extremely critical. Which brings us to the point of, how does one manage maximizing efficiency with recruitment, while being involved with regular HR related admin tasks?

The keywords for 2023 is Better. Faster. Cheaper.

Unfortunately, there’s always a catch, making it difficult to manage all three together.

How can you achieve this herculean recruitment goal? Many veteran HR professionals cite lean recruitment as an answer. Read ahead to know more.

What is lean recruitment?

Lean recruiting is an approach to talent acquisition that applies principles from lean management and lean manufacturing to streamline and optimize the recruitment process. Lean management and lean manufacturing are concepts that originated in the manufacturing industry from Toyota Production System. The methodology aimed to maximize value while minimizing waste, thereby ensuring efficiency, productivity, and quality in organizational processes.

In lean recruitment, the focus is on delivering value to both the organization and the candidates by identifying and eliminating unnecessary steps, activities, and resources that do not contribute to the recruitment process’s efficiency. The goal is to create a smooth and streamlined process that saves time, reduces costs, and enhances the candidate experience.

Some key principles and techniques of lean recruiting include:

• Value stream mapping: Mapping the entire recruitment process to identify areas of waste, bottlenecks, and inefficiencies. This helps in visualizing the process flow and identifying opportunities for improvement.
• Standardization: Establishing standardized procedures and guidelines for each step of the recruitment process to ensure consistency and eliminate variations that can lead to delays or errors.
• Continuous improvement: Adopting a mindset of continuous improvement to regularly assess the recruitment process, identify areas for enhancement, and implement changes to optimize efficiency.
• Eliminating waste: Identifying and eliminating activities that do not add value to the recruitment process, such as excessive paperwork, unnecessary interviews, or common assessment tests which may not be relevant to a role, etc.
• Automation and technology: Leveraging technology, such as applicant tracking systems (ATS), automated screening tools, and online assessments, to automate repetitive tasks, improve data management, and speed up the hiring process.
• Collaboration and cross-functional teams: Encouraging collaboration between recruiters, hiring managers, and other stakeholders to ensure clear communication, shared objectives, and faster decision-making.
• Candidate-centric approach: Focusing on delivering a positive candidate experience by providing clear communication, prompt feedback, and efficient processes. This helps attract top talent and maintain a positive employer brand.

It is worth studying a notable case study that showcases the effectiveness of the Toyota Production System (TPS) is the NUMMI (New United Motor Manufacturing, Inc.) plant, a joint venture between Toyota and General Motors (GM) established in 1984. The purpose of this collaboration was to transform a troubled GM plant in Fremont, California, using TPS principles. The NUMMI plant is often cited as a successful example of TPS implementation outside of Toyota.

Before implementing TPS, the GM plant in Fremont had a poor reputation for quality issues, low productivity, and strained labor relations. However, with the introduction of TPS, the plant underwent a significant transformation, leading to better employee engagement, with the involvement of labour unions and employees, encouraging a collaborative approach, emphasizing team building and involving them with crucial problem solving, thereby positively impacting the sentiment of employees and improving productivity.

Lessons we can learn from the Toyota Production System, on lean recruiting?

Lean recruiting focuses on streamlining the recruitment process and eliminating unnecessary steps and waste. Here are some tips to help you achieve this goal:

• Clearly define job requirements: Start by clearly defining the skills, qualifications, and experience required for the position. This will help you attract suitable candidates and avoid wasting time on unqualified applicants.
• Develop a targeted job description: Craft a concise and compelling job description that highlights the key responsibilities and qualifications necessary for the role. This will attract candidates who closely match your requirements, saving time in the screening process.
• Leverage technology: Take advantage of recruitment technology tools to automate various stages of the process. Applicant tracking systems (ATS) can help you manage applications, screen resumes, and track candidate progress efficiently.
• Implement a pre-screening process: Introduce a pre-screening stage, such as phone interviews or online assessments, to filter out candidates who do not meet the minimum requirements. This allows you to focus your time and effort on qualified candidates.
• Utilize employee referrals: Encourage your current employees to refer potential candidates. Employee referrals often yield high-quality candidates who are more likely to fit well within the organization. This can significantly reduce the time spent sourcing candidates.
• Conduct efficient interviews: Prepare a structured interview process with standardized questions to ensure consistency and efficient evaluation of candidates. Use panel interviews or video interviews to involve multiple stakeholders simultaneously, saving time and expediting decision-making.
• Leverage social media and online platforms: Utilize social media platforms and professional networks to actively search for and engage with potential candidates. You can also leverage online job boards and professional networking sites to reach a broader talent pool.
• Maintain effective communication: Keep candidates informed about the recruitment process and timelines. Promptly respond to their queries and provide feedback after each stage to keep them engaged and interested. This helps prevent potential candidates from dropping out due to a lack of communication.
• Prioritize collaboration: Foster collaboration between recruiters, hiring managers, and other stakeholders involved in the recruitment process. Clear communication and coordination can help avoid delays, reduce redundancies, and expedite decision-making.
• Continuously evaluate and optimize: Regularly assess your recruitment process for areas of improvement. Analyze metrics such as time-to-fill, candidate drop-off rates, and quality of hires to identify bottlenecks and optimize the process further.

By implementing these strategies, you can streamline your recruiting process, reduce time constraints, and improve overall efficiency all with the help of lean recruiting.

You can kick-off or reinforce your lean recruitment process with AI recruitment tools like Arya by Leoforce. Request a demo today to see how!

The post Can lean recruitment be the answer to maximizing efficiency? appeared first on Leoforce.

71% of organizations worldwide report using agile methodologies to manage crucial projects. Within recruitment, agile corresponds to a better way to prioritize hiring projects, ways to improve visibility for recruiters and hiring managers, and overall, a more organized, efficient, and iterative recruitment process.

What is Agile hiring?

Agile hiring, often referred to as on-demand recruiting, is a recruitment strategy that focuses on streamlining and accelerating the hiring process. It aims to improve efficiency, reduce time-to-hire, and enhance the overall candidate experience. By leveraging technology and adapting agile principles from software development, companies can quickly respond to hiring needs and fill positions with qualified candidates more effectively.

In a nutshell, it is quick, efficient, effective and focuses on hiring the right person, through the principles of adaptability and innovation.

Check out this quick 6-minute video explaining Agile hiring: https://www.youtube.com/watch?v=8eVXTyIZ1Hs

How to use agile recruiting?

Understanding how to use agile recruiting:

1. The first step, as a recruiter is to identify how to structure your work around sprints. The goal of the sprint is not necessarily to fill the role immediately rather, it’s to make sure that if you’re not sourcing the right people, the hiring manager has an opportunity to fine-tune the job requirements earlier in the process.

The below diagram is a representation of how agile recruitment can be done within a short cycle:

The above helps to create a proper structure starting from:

• A meeting with the hiring manager on the job requirements
• Followed by analysing candidate market trends, initiating, and conducting the interview process
• Benchmark candidates are presented via weekly reporting to understand the fitment
• Top candidates identified and shortlisted
• And finally, post discussion on compensation and fitment, hiring the suitable candidate

2. What this helps with is, that the recruiter can now focus on lining up the right kind of talent and scheduling a series of interviews with the hiring manager as quickly as possible.

3. In the event the interviews are successful, then great. However, it is more likely, that the hiring manager will reject the initial candidates. What this means for an organization, is that this can be an opportunity to go over the profiles with the consultant and recruiter and fine-tune the job requirements.

4. It is worth noting that, agile recruiting is especially helpful with newly opened roles for which your teams have not hired before, or ones with hard-to-find requirements. Every sprint gives the team an opportunity to learn from the candidates interviewed, and to iterate and refurbish on-the-job requirements with the hiring manager.

How has agile recruiting helped organizations?

Here are some ways on-demand recruiting has streamlined the hiring process:

1. Flexible Talent Pool: On-demand recruiting allows companies to maintain a pool of pre-vetted candidates who can be readily available when hiring needs arise. This pool can consist of full-time employees, contractors, freelancers, or even gig workers. Having access to a diverse talent pool reduces the time required to source candidates and enables faster hiring decisions.
2. Agile Sourcing: On-demand recruiting leverages technology and online platforms to source candidates quickly. Companies can utilize job boards, social media platforms, professional networks, and talent marketplaces to identify potential candidates with specific skills and expertise. This agile approach ensures a broader reach and faster identification of suitable candidates. For example, Deezer, an international music streaming company, uses Kanban boards where each ticket is an open position. A talent acquisition lead at Hewlett Packard, conducted daily stand ups, another common process in agile. This helped the team identify and resolve issues quickly, and prioritize tasks on a daily basis.
3. Rapid Screening and Assessment: To expedite the hiring process, on-demand recruiting employs automated screening tools and assessments. These tools can help evaluate candidates based on predefined criteria or skills required for the job. Automated screening saves time by filtering out unqualified candidates and shortlisting those who meet the basic requirements.
4. Video Interviews: On-demand recruiting relies heavily on video interviews, which eliminate the need for time-consuming in-person interviews. Video interviews can be conducted asynchronously, allowing candidates to record their responses at their convenience. Recruiters and hiring managers can review the recorded interviews and assess candidates more efficiently, leading to faster decision-making.
5. Collaborative Evaluation: Agile hiring encourages collaborative evaluation and feedback from multiple stakeholders involved in the hiring process. Online collaboration tools facilitate real-time feedback and assessment sharing among team members, eliminating the delays caused by scheduling conflicts or physical distances. This collaborative approach expedites the decision-making process.
6. Continuous Improvement: On-demand recruiting embraces the agile principle of continuous improvement. Companies can gather feedback from candidates, recruiters, and hiring managers to identify bottlenecks and areas for improvement in the hiring process. By iteratively refining their processes, organizations can optimize efficiency, reduce time-to-hire, and enhance the candidate experience.

When does agile recruiting fail?

While there are many positives to agile recruiting, it is worth noting the instances when it fails. 63% of companies think that agile implementation fails because of a mismatch between company culture and agile methodology.

While tools and processes are enablers, it’s important to understand the premise of it. It often helps in creating opportunities for iteration early and often, orienting priorities and scopes for both recruiters and hiring managers and moving fast and completing projects in an efficient and budget friendly manner.

It takes two to tango and if the recruiting team has put down a set of priorities for the sprint, but the hiring managers refuses to respect those priorities and reshuffles them endlessly, then all the planning that went into the sprint is rendered futile.

Secondly, if hiring managers are unwilling to conduct regular catch-ups with recruiters to adapt job requirements as needed, then they aren’t taking advantage of all the information collected during the sprint.

Thirdly, the counter-intuitive side to this is that there are too many processes set. “People over process” gets a whole other layer of meaning in recruiting.

• Is there a need for a 4-hour long application form? 60% candidates quit in the middle of the online job application process because of their length and complexity.
• Do your daily standups need to take more than 10 minutes?

Dispense off with steps that are not vital; your candidate experience will thank you for it.

To conclude, agile recruiting implementation doesn’t need to be too complicated at the start. You can experiment with a single team, or a couple of hard-to-fill roles at first. This will let you easily figure out what kind of agile works best for you.

Once that is done, you can move on to changing the way your whole organization works. You can shift to a purely agile way of working, with a blend of multiple methodologies, or you might find that agile doesn’t really suit the type of hiring you do. The important part is to make sure you’re always on the lookout for the best way to hire well and hire fast.

Overall, on-demand recruiting has streamlined the hiring process by leveraging technology, automation, and collaborative approaches. By adopting agile principles, companies can respond quickly to talent needs, accelerate the hiring cycle, and secure the best-fit candidates more efficiently.

The post Is Agile hiring the solution for streamlining on demand recruitment? appeared first on Leoforce.

Who are Gen Z?

If you were born between 1997 and 2012, welcome to Gen Z. This group of tech-savvy, digitally driven folks make up the youngest generation in today’s workforce. Tech-savvy and digitally driven because Gen Z grew up in an era where technology has always been a part of their everyday lives. Also known as Zoomers, Gen Zrs were practically born with a smartphone in their hands! They’re certainly the first generation to grow up with the internet and social media being completely commonplace. But they’ve actually never known a Twitter or Instagram-free world and their perspectives have been shaped by virtually instant access to information and communication.

With 69.58 million Gen Zrs in the U.S. alone making up a significant portion of the workforce, it’s easy to see why recruiters and hiring teams are looking for the best way to target, recruit, and hire Gen Z workers.

How is Gen Z Different from Millennials?

It seems like yesterday employers and talent acquisition professionals were trying to figure out how to effectively target, recruit, and hire the much talked about generation preceding Gen Z – Millennials. And while we’ve established that Gen Z are the most tech-savvy, digitally connected generation to date, Millennials (born between 1981 and 1996) come in a close second when it comes to being digital natives.

But there are some very different characteristics between Millennials and Gen Z. Some of those are highlighted by a study conducted by staffing industry leader, Adecco about the differences between the two:

• Members of Gen Z are more concerned about the cost of education (21% of respondents), compared to Millennials (13% of respondents).
• Millennials value stability (34%), while Gen Z puts more of an emphasis on finding their dream job (32%).
• More Gen Zrs follow their parents’ influence (42%), compared to their Millennial counterparts (36%).

One major difference between Millennials and Gen Z is in the way they consume content. Gen Z are more likely to consume content in bite sized, Tik Tok-like pieces that offer instant gratification. That makes quick content generating platforms like Tik Tok and SnapChat very attractive to Gen Z.

Gen Z are also well known for being the most diversity driven generation with a more diverse and inclusive mindset than any previous generation. They’re generally more accepting of racial, ethnic, religious, and sexual orientation differences. Considering their exposure to so many diverse communities on social media, it’s not surprising Gen Z possesses a more global perspective.

Why a Digital-Forward Approach is Important in Gen Z Recruitment

For Gen Z candidates, a digitally focused recruitment strategy is practically a necessity. Elements such as a company’s online presence and digital engagement can be more important than even physical appearances or traditional benefits to Gen Z. So, what comprises a digital-forward approach? Several things actually. But it’s really about connecting with Gen Z candidates using the online mediums they use the most.

Top Tips for Recruiting and Hiring Gen Z Candidates:

• Social media platforms – Social media platforms are one of the most powerful tool for recruiting Gen Z candidates. Companies can use social media to post job listings, showcase their company culture, and create buzz around their employer brand. It can also be used to engage candidates through interactive content, such as polls, quizzes, and even contests.
• Virtual job fairs – The pandemic created a whole new appreciation for online video conferencing platforms like Zoom, and Teams. Recruiters can leverage these tools to host virtual job fairs where Gen Z candidates can interact, ask questions and learn more about the company and/or role. It’s safe to say that Gen Zrs would be more likely to gravitate towards these types of interactive, online events.
• Mobile applications – Yes, Gen Z’rs were practically born with a smartphone in their hands. In fact, 98% of Gen Z own a smartphone. That makes mobile applications an incredibly useful tool for companies looking to attract Gen Z candidates. Many companies have started to create mobile apps specifically for job seekers, allowing them to apply for jobs directly through their phones. These apps can be personalized to each candidate and make the application process much more accessible and streamlined.
• Create a strong online presence – Build an engaging career website that showcases your company culture and values and boost your social media efforts by including interactive elements on your website.
• Focus on professional development opportunities – Gen Z values continuous learning and growth, so be sure to highlight the professional development opportunities your company offers during the recruitment process.
• Keep things personal – Gen Z values authenticity and personalized communication, so keep your messaging friendly and personalized to their individual interests and needs.
• Adopt the right AI-powered recruiting tool – One powerful way to increase your ability to target and capture Gen Z talent is by implementing the right technology tool. One such tool is the award-winning sourcing platform – Arya by Leoforce. With a multichannel communication dashboard featuring talk, text, email and chatbot, Arya allows you to personalize, and streamline talent engagement and communication for not only Gen Z candidates, but all candidates.

No matter what industry you’re working in, the key to success comes down to arming yourself with the right tools. And for talent acquisition and recruiting professionals, the best tool for achieving your Gen Z recruitment goals is Arya. With the largest talent database in the industry, Arya clients have immediate access to a continually growing database of more than 850+ million candidates sourced from 70+ channels.

But that’s not all. The advanced AI in Arya is revolutionizing the recruiting industry by using 300+ parameters and 7 multi-dimensional data points to score and rank talent for compatibility. Arya simultaneously sourcing candidates from multiple channels on 90% of jobs across more than 150 industries – in under 5 minutes, reducing candidate review and shortlisting time by 50%. If you’re looking for a single-platform solution for all your recruiting and talent acquisition needs, book a 1:1 demo or Arya today and see for yourself what the power of AI can do for your business!

References

• https://www.statista.com/topics/10522/generation-z-in-the-united-states/#topicOverview
• https://www.adeccousa.com/employers/resources/generation-z-vs-millennials-infographic/
• https://www.zippia.com/advice/gen-z-statistics/

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