Your Candidates Desire Quick, Efficient and Personalized–How Does Your Hiring Process Rate? Study Finds More than 50% of Qualified Applicants Drop Off Due to a Slow Response

The past year has brought challenges and opportunities for the healthcare industry. Although the industry has made many strides in the right direction, our team of healthcare hiring experts has found 3 main areas of growth for the recruitment process in this industry to truly thrive:

1.Speed 

Keeping candidates “warm” is a recruitment fallacy, but truly moving them to complete the process in a timely manner is key to hiring valuable, qualified employees. The longer it takes to complete the hiring process, the less likely it is for candidates to find their way to your open job, because they typically have several other opportunities in the works as well.

In fact, Glassdoor reports an 80% candidate drop-off rate through the application process and 45% drop off due to a complicated applicant tracking system (ATS). Clearly employers are at a disadvantage, who aren’t willing to make changes to create efficiency and streamline their recruiting. The issue is magnified when factoring the remainder of candidates, who may or may not be qualified, but require resources to define for fit.

2. Efficiency

The volume of candidates from various online sources, paired with numerous open positions, can overwhelm healthcare companies’ ability to provide each applicant the time and attention they need throughout the recruitment process. With a “deskless workforce” being the typical life of a healthcare hiring manager, attention lapses are not surprising with many competing daily priorities.

Recruiting Daily reports that only 38% of applicants receive communication with interview details before going into the interview itself, and according to Talent Board, 56% of candidates do not receive feedback following their interview. This lack of communication, direction and follow-through creates more friction toward a successful outcome, and again puts the hiring company at a disadvantage in the market. 

3. Personalization

Although an Applicant Tracking System (ATS) has its efficiency benefits, it treats an applicant like a trackable SKU moving through a supply chain, rather than a human job candidate needing interaction. Companies that put “applicants” through a generalized, automated process are losing the person-focused aspect of recruiting, so crucial to making a connection, establishing a rapport and converting the candidate to an engaged employee. Talent Board also reports an alarming 70% of hiring companies force job seekers through complicated career sites, but then fail to even acknowledge their application through an email or letter. Meaning, candidates go through the application process and don’t receive a single message from the employer.  

Success comes when candidates feel like more than just a number, and when an organization strives to make a personal connection. In a nonstop industry like healthcare where people play such critical roles this proves to be a challenge, but highlights its importance. 

 

ProsperCare Can Help

Where there are shortcomings, there are opportunities. ProsperCare is the healthcare partner that companies need to address the key issues of lack of speed, efficiency and personalization in the recruitment process.

ProsperCare conducted a June 2020 study revealing that more than 50% of qualified candidates dropped off due to slow response. Our model is built to improve the speed and efficiency in the recruitment process to improve candidate matching to open roles, handling repetitive communication steps, and picking up the slack for busy healthcare hiring teams. 

We treat each applicant like “the customer” and the job opening as “their product” to attract the type of “candidate customers” the company is seeking. This allows their individual experience to be unique–based on candidate interests, skills and schedule, down to the interview time. 

The recruitment process impacts more than just a company’s employee count. Studies show that 67% of job seekers are more likely to buy from a company that provided them updates throughout the process, and 65% of job seekers are less likely to buy from a company that they did not hear back from after their interview. On the flipside of the equation, 52% of organizations that took the time and effort to prioritize candidates going through their application process saw a revenue increase of 10% or more. 

Healthcare companies need to start prioritizing candidates for the sake of staffing and their bottom line, and the ProsperCare team and technology is here to help you do just that.