The healthcare industry finds itself in an interesting place. Just as many talented workers prepare to retire, the industry is under more regulatory and financial pressure than ever.

The need for skilled employees in critical positions has never been higher.

That’s led the smartest healthcare providers and payers to look for outside, expert help in recruiting the best people for the job. Companies such as Samstaff have become increasingly important to healthcare companies planning for success in the future.

It’s good for employees and employers, alike.

Separating From Competition

The modern healthcare industry has created headaches for hiring managers at all types of healthcare companies. The trend has shifted to faster turnover in the workforce, with employees having shorter tenures in their jobs.

These high turnover rates are making recruitment strategies a top priority for healthcare companies. It essentially breaks down into three key areas.

  • Continuous, strategic recruiting that searches for the top available talent
  • The development of existing talent on staff, leading to better chances for job growth and retention
  • A policy of focusing on retaining top talent who provide value to an organization

Recruiting agencies such as Samstaff focus on the first area. Rather than having to assign personnel to handle the ongoing job of finding talented employees, recruiters handle the job for you.

That’s all they do. Not only do they know where to find the best performers in many specialty fields within healthcare, they also know the industry and the right companies to match with the right people.

Details On Recruiting Strategies

Most human resources departments – at least in the past – simply advertised to fill open vacancies. But that can lead to hiring too many employees in an area that is not of critical importance and leaving vacancies too long in key positions.

A recruiting strategy starts by prioritizing job openings. Those of the most critical nature are filled first. Jobs that add lower value are moved down the list.

Successful recruiting also requires sweetening the pot. According to information from the Society of Human Resource Management (SHRM), organizations that use benefits strategically are two times more likely to achieve business success and have satisfied employees than those who do not.

These benefits can include everything from bonuses, better health plan coverage, more vacation days and perks on the job.

This can be a key element in recruiting. SHRM reports that 32 percent of employees gave benefits as a reason to stay with a job, while 29 percent gave them as a reason to leave. Clearly, benefits are important.

Why Use Recruiters?

For some companies, the cost in time and money to create a working, flexible and effective recruitment strategy proves daunting.

Most human resources departments are already stretched thin handling the employees they have. Developing and implementing an overall strategy – particularly on the recruiting part of the plan – is too much to ask of them given their current levels of responsibility.

Recruiting firms such as Samstaff have the expertise to work with healthcare organizations on a recruitment plan. That includes integrating recruitment to support overall business strategy goals.

For those looking to improve recruitment, taking time to contact Samstaff could prove to be a big step in the right direction.