SHC Blog-small-min

What a Recruiter Can Do for Healthcare Professionals

The job search can be exhausting. Long applications, delayed responses, and little guidance along the way can leave anyone feeling lost in the shuffle. With some of the busiest schedules, healthcare professionals can seriously benefit from some assistance
Share

The job search can be exhausting. Long applications, delayed responses, and little guidance along the way can leave anyone feeling lost in the shuffle. With some of the busiest schedules, healthcare professionals can seriously benefit from some assistance through the process so they can get back to focusing on patient care.

Although a therapist, nurse, or physician is an expert in their respective field, a recruiter’s expertise centers on the hiring process. As specialists in the industry, healthcare recruiters know what their clients are looking for and can match candidates’ skills to the right assignments in hospitals, home health, schools, and other facilities in their specialty. Partnering with a recruiting expert introduces many advantages to healthcare professionals during the interview process – and even after being hired.

A huge draw for partnering with a recruiter is the professional “in” it gives healthcare providers to particular job openings. Staffing agencies have long-standing relationships with their clients and know the details of the facilities where they place nurses, therapists, and other clinicians. This direct alignment to hiring teams allows recruiters to gain exclusive contract opportunities and leads on new roles before they hit the market. These established relationships offer recruiters a unique upper hand for certain roles and allow them to move candidates ahead of more job openings, faster.

Networking is a huge part of a recruiter’s world; a recruiter works to connect with plenty of potential job seekers as well as continuing to cultivate those relationships thereafter. For a recruiter, maintaining connections requires consistent follow-up and relationship-building skills with both candidates and clients. The hiring team depends on their recruiter for an efficient hiring process and trusts their recommendations for interviewing. A persuasive recruiter can have influence on which candidates are considered for the job and ultimately, even the final hiring decision.

Recruiters must be knowledgeable about more than just their industry and client demands. They must also possess a strong interest in understanding each candidate in order to match them to the right opportunity. To expertly endorse an applicant to a potential employer, a recruiter must be an advocate for their healthcare professionals and take the time to ask about individuals’ backgrounds and needs. A proactive recruiter will also continue to look for future placement opportunities to avoid gaps in employment once one assignment ends.

The job market can be difficult to navigate, and guidance from an expert can ease the process. A reliable recruiter will offer support to candidates and answer their questions along the way. Since recruiters partner directly with hiring teams, they can better understand what employers are looking for and pass along their insight to the clinicians they hire. A recruiter may be able to offer assistance with resume revisions as well as provide tips for upcoming interviews. Throughout the hiring process, a recruiter will offer career advice and prepare an individual for the job ahead – although the support should not stop there. The best recruiters are always a phone call away and continue to be available as a resource for hires once they start working.

Whether the goal is to travel, gain a flexible work schedule, or maintain full-time hours; a recruiter can present options that fit an individual’s work style and lifestyle. Being able to ask the right questions will allow a recruiter to determine what is most important for the individual and personalize the experience. To attract talent, a recruiter will offer advantages such as comprehensive insurance coverage, 401(k) match, referral bonuses, and unique perks. In addition, a recruiter will also want to understand individual career goals in order to match practicing clinicians with mentorship, continuing education, and professional development programs.

In essence, the recruiter is working for each therapist, nurse, or physician they hire. There is a vested interest in keeping hires happy: a recruiter’s success is based on the success of the caregivers they put to work. A recruiter’s ambitions must be to create a quality recruiting experience and strive to exceed expectations. To be the best, they must also hire the best and make a great match every single time.