Healthcare operators face hiring challenges right now that are steeper than the already daunting challenges of many other industries. Word-of-mouth, peer influencer communications are thus more important than ever, and that means company culture, reputation and social media presence are critical to monitor.
Culture and Recruitment
Projecting company culture is a huge part of the recruitment process. When thinking about culture, it’s important to ask how your employees feel about working at the facility. The things your employees find important often become talking points to bring new employees in too.
Throughout the pandemic recruiting in the healthcare industry has been at an all-time high. The digital world is continuously shaping how we live today as internal referrals and job listing are no longer enough. This is where destination employer campaigns come in to play. This is a new tactic where companies must highlight their core values, workplace culture, their story, and their competitive advantage to attract applicants. Doing this give companies the opportunity to get people to want to be a part of their culture, rather than trying to search for new hires.
How do we know this?
There are many statistics that drive this theory forward. 75% of job seekers are more likely to apply to a job if the employer actively manages their brand. A bad brand reputation will also have a negative effect on who applies to your company. 68% of women and 67% of men in the United States would not join a company with a bad reputation. This is countered by the 92% of people that say they would consider changing jobs if the company was highly reputable.
People are looking to see if your organization cares about its brand reputation before applying. 68% of millennials, 54% of Gen X and 48% of baby boomers indicate they visited an employer social media property specifically to evaluate their employer brand. A negative reputation can even cost a company as much as 10% more per hire. In contrast, highlighting good company culture you can even reduce the cost per hire as much as 50%.