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Medical Recruitment Strategies for Healthcare Talent

Hiring managers and recruiters can quickly identify the top challenges of recruiting in healthcare, including the lack of qualified healthcare talent, the long times needed to fill a position and high turnover rates. In addition, the growing demand for qualified specialists is also making healthcare recruiting a highly competitive space.

Today’s hiring process is quite different from a decade ago. Even methods developed two years ago may be outdated due to rapid hiring technology advancements. However, you can’t rely on obsolete tactics to find quality candidates. Glassdoor reports that the average cost of hiring an employee is more than $4,000, but this figure is even greater in healthcare.

As a result, it’s crucial to review your company’s healthcare recruiting practices and medical recruitment strategies, including a healthcare background check on each candidate. These changes can help you find candidates that are a good fit for your company and the right choice for your patients. The following five tips will help you overcome the latest challenges in healthcare recruitment:

  1. Evaluate your benefits package
  2. Create multiple platforms
  3. Refine your hiring process
  4. Use a recruitment database
  5. Consider your culture
1. Evaluate Your Benefits Package

A 2014 survey by the Mayo Clinic shows that most of the surveyed physicians had experienced at least one symptom of burnout. It also found that their balance between life and work had decreased over the previous three years. In addition, the COVID-19 pandemic has further contributed to the burnout of healthcare workers since 2020.

The widening gap between available medical staff and the positions they need to fill has made the hiring process in the healthcare industry highly competitive. As a result, healthcare staffing requires practices to offer more lucrative compensation packages than their competition. This requirement doesn’t necessarily mean that they have to provide the highest salaries, only that the total benefits must remain competitive.

Regular reviews of your benefits packages can identify new benefits that current applicants will find attractive. For example, technology that allows nurses to check in with their patients at home is increasingly common in modern healthcare. If your practice offers this technology, ensure that you advertise it as a benefit.

2. Create Multiple Platforms

Posting a position on a single job board is no longer an effective strategy for reaching qualified healthcare staff. For example, you need to engage with candidates on social media in addition to your company’s career page. You can also send out email messages about open positions to people who have previously applied to your company and former employees who are still in good standing. Paid ads on platforms like Instagram and LinkedIn can also increase the number of qualified candidates who can see your open positions.

3. Refine Your Hiring Process

A 2015 survey by Pew Research Center shows that the number of online job searches has doubled since 2005, showing that more candidates are looking for positions on social media. Organizations still using fax and physical mail to correspond with candidates give the impression that their hiring practices are similarly outdated, even when it isn’t true. Implement the changes needed to ensure your hiring practices represent your practice. For example, if your approach is technologically savvy, then technology should play a key role in your hiring process.  

4. Use a Recruitment Database

The recruiters you hire to fill positions typically work for multiple companies simultaneously. These organizations can include your competitors, often making the hiring process a matter of seeing who can make an offer to a candidate first. However, when competing for healthcare talent, ensuring a candidate is the right fit for your company takes time you may not have.

One solution to the tendency toward fast recruiting is to use a proprietary database for recruiting candidates, allowing you to find them before they apply to open job boards. In addition, these databases provide your open positions to candidates who have already undergone a healthcare background check, eliminating the need to wait for them to apply. Furthermore, you have less competition for these candidates since you’re reaching them earlier in their job search.

5. Consider Your Culture

Your company’s culture is just as crucial for recruiting candidates as retaining healthcare talent. Developing a culture that focuses on staff can help alleviate many of the pain points that account for the high turnover in healthcare. Candidates rarely consider only the benefits package when making career choices; they also consider how current employees feel about their company. For example, they’re likely to ask questions about how your company supports its employees and may even scroll through its Facebook page to see if the employees look happy. As a result, it’s crucial to ensure that your culture reflects the actual values of your practice.


Developing recruitment strategies can be challenging, whether you need a healthcare industry background check or are trying to update your brand. KarmaCheck can help speed up your recruitment process with lightning-fast background and credential checks. Contact our team today to schedule a demonstration or get more information.


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