Most Americans engage on social media platforms in one way or another. Whether it’s posting pictures for friends to see on Instagram or updating the family on Facebook, social media is a big part of modern daily life. But many healthcare companies have yet to use the technology for recruiting and hiring purposes, which is a big mistake.
Social media not only helps to reach more medical worker candidates, but it also can identify better prospects. Here’s how…
Company Culture & Candidate “Fit”
Healthcare organizations that post regular social media updates that express their company culture attract candidates that share similar values. It basically fosters a self-selective interaction that encourages “good fits” to reach-out and discourages those who aren’t well-matched. It may seem counterintuitive for a company to intentionally turn-off certain prospects, but savvy recruiters know that “qualifying” ultimately results in better efficiency and fewer bad hires.
Most of today’s workers review prospective employers online prior to applying for jobs. While restaurants have Yelp and Google Reviews, employees discuss healthcare companies on sites like Glassdoor. Research suggests that job seekers absolutely consider online reviews when deciding whether or not to work for a company.
Companies have limited control over their online employee reviews, but there’s good news… they have unlimited power to craft a positive image via social media. Organizations can update Facebook, Instagram and LinkedIn with posts on charity endeavors and community outreach. They can also share pictures of happy employees and “like’ worker posts that are favorable to the company.
Employee word-of-mouth referrals are usually very high-quality. The old saying, “birds of a feather flock together,” often rings true. While word-of-mouth candidate referrals are as old as time, social media has made the phenomenon far more prevalent.
Healthcare companies can ask current employees to follow them on Facebook, Instagram and LinkedIn and request that they share job openings with their networks. There’s a good chance that one of the employees will have a hard-working friend or relative seeking new opportunities!
LinkedIn & Passive Recruitment
Most experienced healthcare recruiters know that the “best” candidates are usually those who are currently employed. These folks may not be actively seeking new jobs but are often open to the right opportunity. LinkedIn is perhaps the best platform for companies to reach these “passive” prospects.
Passive recruitment via LinkedIn doesn’t just happen overnight. Success comes when companies post frequent updates on corporate events, industry news and other value-add content. These activities gain the attention of potential candidates when updates appear on their news feed. Then, when the company posts a job opening that catches a candidate’s eye, she already has a favorable opinion of the organization and may be inclined to apply.
Things have certainly changed in the past 10 years or so, but it’s official… social media is now an important resource for healthcare recruiters. While many people still view Facebook as an outlet for sharing kitten memes and pictures, there’s no doubt that savvy companies are leveraging the platform for staffing purposes.
HR leaders and hiring managers need to remember, however, that building a social media presence takes time. So, it’s best to start fomenting a positive online image sooner rather than later!
Are you in need of more qualified healthcare employees?
If you’re a medical company seeking great healthcare workers, be sure to connect with San Diego’s best recruiting agency today!