Best recruitment practices:

Transcription

1 Best recruitment practices: Nursing

2 Best recruitment practices: nursing Find the nurses you need. Start at Monster.com. It s a fact. The Internet continues to be the preferred information hub for nursing recruitment. To be specific, 37% of healthcare Job Seekers find large online job boards, like Monster.com, to be their most useful resource. That explains the over 219,800 active nursing resumes registered in the Monster U.S. resume database. This includes certified nursing assistants and aides, registered nurses, licensed practical nurses and licensed vocational nurses all ranging in experience from less than one year to over 15 years. Monster s nursing candidates have a variety of educational backgrounds: 25% hold at least a Bachelors Degree and another 19% hold a Certification. In a recent survey of healthcare professionals, Monster found that nursing respondents averaged 16 years in the nursing field and worked with five Employers but this varies greatly by years of experience: >> Nurses with less than five years of experience stay at an Employer for an average 14 months. >> Nurses with 25 years or more experience average more than four years at an Employer. >> Younger workers have always been more mobile employees. Today s nursing industry is indeed a dynamic one. Each month, U.S. Job Seekers conduct an average of nearly 2 million job searches within our nursing categories alone. With traffic like that, we ve learned a great deal about what works and what doesn t. Some of our best practices are found on the following pages. Job Seekers view nursing jobs on Monster over 1.4 million times on average per month. All statistics sourced from Internal Monster Data, January 2009

3 best recruitment practices: nursing Monster knows the challenges you face. Monster helps find the solutions. Attracting the best candidates is becoming more difficult and can be expensive in an increasingly competitive market. This often calls for an exploration of Employers processes to ensure they re attractive to candidates. Monster can help. Turning an active sector for employee talent into a competitive advantage is one of the greatest long-term challenges facing Healthcare facilities of all sizes. Putting the best and brightest into key jobs demands: >> Improving and automating the more mundane aspects of hiring, such as communication with applicants and standardization of employee applications. >> Utilizing screening and assessment tools in order to more effectively sort and evaluate candidates. >> Customizing one s approach to recruiting and selecting for both high volume as well as an organization s most critical positions. The demand for quality nurses continues to escalate. Recruitment, however, is only part of the equation. Healthcare facilities need to take a proactive approach to retention strategies to make sure newfound (and long established) talent stay on board. >> Reviewing and modifying quality-of-life and retention strategies, which may be built into the hiring as well as employee development process. >> Establishing meaningful and easy-to-retrieve hiring metrics (e.g., time-to-fill, quality of hire), and making HR, recruitment, and line management responsible for reporting and improving on them.

4 Don t just hire them. Make sure you keep them. To attract candidates to your ad, be sure to: Include key criteria, including: location, salary, quality and stability of the company, corporate culture, work environment, and schedule/hours. Architect job postings in the order in which Job Seekers/candidates read a job posting: company name (logo/picture), job title, summary information, requirements, qualifications, benefits, and about the company. Eliminate potential barriers that Job Seekers/candidates indicate are their biggest frustrations: vague job descriptions, inflated requirements or super candidate syndrome, lack of response from Employers, and omission of key information in the posted job. Include the breadth of factors that Job Seekers/candidates may deem important: from compensation and location, to work/life balance. When posting job titles, take advantage of frequently used keywords. >> Start with job location and job category. >> Use some of the top 20 most popular nursing keywords: Nurse; LVN; LPN; Management; CNA; Social Work; Medical; Assistant; RN; Phlebotomist; Nursing; Research; Healthcare; Psychology; Part-Time; Health; Registered Nurse; Nurse Coordinator; Manager; Case Manager. >> Consider that the majority of nursing Job Seekers have created a job search agent in the last year and are receiving job alerts via at least once per week. >> Boolean Logic, the language we use to speak to our computers, is a series of commands that combine keywords into meaningful phrases for search engines. We can work with you to select the best commands for routing the most qualified talent to your postings. 6 Don t be deterred if a resume is confidential or has not been updated recently; send an to the candidate to gauge interest by clicking on the link to the right of the words Confidential Resume. >> A confidential resume allows Job Seekers to list their resume on Monster while preventing a recruiter from seeing any personally identifiable information, such as name, address, etc. >> Many candidates are employed but are open to the prospect of other opportunities. For this reason, candidates with confidential resumes are sometimes a great target. >> Over the last few years, the rate of confidentiality has been 9-10%.

5 It s never too soon to think about retaining candidates-to-be. Understanding how employees view your company s offerings is vital. Here are a few simple findings that can help you reduce turnover rates, while increasing acquisition rates: >> Working conditions that are viewed to be most important to nursing Job Seekers are: work environment, salary, work schedule, bonuses and raises, nurse-to-patient ratio, paid time off (PTO), company reputation, and healthcare benefits. >> Other popular perks: pleasant work environment, competitive salary, desirable work schedule, and the potential for bonuses and raises. >> Conversely, a negative work environment has: no reward/recognition program, limited/no potential for promotion, and less-than-competitive compensation. Other highly noted reasons for attrition include: too heavy of a workload, and having a schedule that doesn t work with one s home life. >> It is imperative that companies conduct due diligence on their competition to ensure that its offerings are up to par, and that Employers make certain that employees are aware of the benefits provided. A few more little-known facts that can help you succeed in finding the right fit for your nursing positions. >> Within the nursing category, 68% more job searches are conducted Monday through Friday. Posting jobs at the beginning of the week on a Sunday or Monday will ensure maximum >> exposure to candidates focused on finding new nursing job opportunities. Let Monster turn your postings into qualified prospects today. Call MONSTER, ext to speak with one of our knowledgeable nursing recruitment specialists.

6 Monster, the premier global digital employment solution for more than a decade, inspires people to improve their lives. With a global presence, Monster works for everyone by connecting Employers with quality Job Seekers at all levels and providing personalized career information to consumers globally. HEAMPR Clock Tower Place/ Suite 500 Maynard, MA For more information visit or call your local Monster Representative MONSTER ( )