Nearly halfway through 2024, the landscape of healthcare recruiting continues to evolve, driven by persistent challenges. With 53% of healthcare TA leaders reporting that the competitive job market is their number one challenge, recruiters' priorities increasingly center on addressing the critical shortage of healthcare professionals, leveraging technology, and enhancing the candidate experience. Read on to get practical tips for addressing these challenges based on data and insights from Symphony Talent’s latest survey of healthcare professionals.

Related: For additional insights from the survey of HR and TA leaders, download a copy of the State of Recruitment Marketing in 2024. 

Key priorities and challenges in healthcare recruiting 

1. Addressing the healthcare workforce shortage

One of the most pressing challenges in healthcare recruiting is the persistent need for more qualified professionals. The demand for healthcare services continues to outpace the supply of workers, exacerbated by an aging population and the lasting impacts of the COVID-19 pandemic. In 2024, recruiters must prioritize strategies to attract and retain top talent. This includes offering competitive salaries, robust benefits packages, and opportunities for professional development. 

What the data says: Reaching the right candidates is priority No. 1

Among healthcare TA leaders surveyed, 41% indicated improving reach to attract and connect with top talent as an imperative for addressing the workforce shortage. Yet, 66% need help reaching the right target audience. TA teams should consider how best to leverage programmatic media to attract talent in a targeted, personalized manner. With programmatic advertising, sophisticated algorithms serve job advertisements to individuals who fit your target candidate profile and automatically optimize the ad buying process in real time, based on performance metrics.

However, technology isn’t a stand-alone solution; healthcare organizations must get creative in their efforts to attract top talent. As an example, partnerships with educational institutions to create pipeline programs can help ensure a steady flow of new graduates into the workforce.

Related: The State of Recruitment Marketing: Part One – Attracting Talent

2. Leveraging technology and data in healthcare recruiting

Technology plays a crucial role in modern healthcare recruiting. Recruiters increasingly use advanced tools such as AI-driven applicant tracking systems (ATS), predictive analytics, smart candidate relationship management (CRM) systems, and digital marketing platforms to streamline the hiring process. These technologies enable recruiters to identify the best candidates more efficiently, predict hiring needs, and enhance the overall candidate experience. Nowadays, healthcare recruiters must stay abreast of technological advancements and integrate them into their recruitment strategies to gain a competitive edge.

What the data says: Manual systems won’t cut it

Nearly half (48%) of talent acquisition teams report being hindered by manual processes or outdated systems, leading to inefficiencies, reduced scalability, and an increased risk of errors in hiring. However, healthcare TA leaders highlight the benefits of implementing technology, citing faster time to application, lower recruitment costs, and higher candidate engagement as the top three advantages. This raises the question: what kind of technology is most effective? 

Over half (54%) of healthcare TA leaders report using a CRM to enhance talent attraction and engagement efforts. By creating a talent network and managing interactions with that network via the CRM, TA teams can easily build and maintain relationships, quickly communicate with top candidates through targeted recruitment campaigns, and get actionable insights that drive strategic decision-making. 

Related: 4 Benefits of a Modern Recruitment CRM

3. Enhancing the candidate experience for healthcare talent

Providing an exceptional candidate experience can be a significant differentiator in a competitive job market. This involves clear and transparent communication, a streamlined application process, and timely feedback. Recruiters should also focus on employer branding to highlight what makes their organization a desirable place to work. In 2024, the candidate experience is not just about attracting talent but also about retaining it. Ensuring new hires feel welcomed and supported during their onboarding process is essential for long-term retention.

What the data says: Content and branding are not to be overlooked

Developing relevant content and messaging is crucial for healthcare TA teams to effectively communicate their employer brand, ensuring that candidates understand the organization's values and culture. In fact, 30% of TA teams cite this as their top challenge in connecting and engaging with candidates, while 14% struggle with communicating the employer brand effectively. Ultimately, a strong employer brand fosters trust and interest, making converting quality candidates into new hires easier.

Related: The Art of Talent Attraction: EVP and Employer Brand

Conclusion

The challenges in healthcare recruiting in 2024 are multifaceted, but with strategic prioritization, they can be effectively managed. By addressing workforce shortages, leveraging technology, and enhancing the candidate experience, healthcare recruiters can build robust teams equipped to meet the demands of a dynamic healthcare environment. 

As the sector evolves, staying proactive and adaptable will be key to recruiting success. The future of healthcare recruiting lies in the ability to innovate, embrace technology, and foster a candidate-centric approach, ensuring that organizations are well-equipped to deliver exceptional care.