For healthcare diagnostics companies, attracting and retaining quality talent is a major priority. You are competing against many other labs and healthcare research organizations, so if you don’t make yourself stand out, you won’t be able to attract top talent, let alone gain their loyalty. This will only get worse as more and more baby boomers retire and the employment market grows increasingly competitive. These tips will help you recruit better employees and keep them for the long-haul.
One of the best things you can do if you want to attract skilled professionals is hire a recruitment firm that specializes in your market space. You want to use a firm that has existing credibility and existing candidate relationships. These relationships should extend at least five years. You need to make sure the recruiting firm comprehends the overall strategy of your company. That way, they can seek out candidates who will fit into your long-term objectives. Another tip is to work closely with recruiters before the interview. They can help you identify the candidate’s hot buttons early on. You want to know what these hot buttons are before they come in for the interview.
We make assumptions about what qualities are needed for a role to be effective. Sometimes, we’re right. Sometimes we’re not. One action you can do that makes a big difference is to take the time to identify the top three measures of success in a role after the first year. If you have a clearer understanding of what makes an employee succeed in a given role, you will have a much easier time screening and recruiting candidates. You will save time by weeding out problematic candidates, and you will make more accurate hiring decisions.
Another helpful tip is to treat each candidate equally and fairly. This is true for the candidate you end up hiring, as well as the candidates you reject. When you have to turn someone down, do it respectfully. You are providing each candidate with an impression of your company for life. Make it one that is positive and built on mutual respect. You don’t want them to turn around and bad mouth the company. It hurts your company’s reputation. When you reject someone, be empathetic and sensitive. Try to help them understand why you chose to go with a different candidate and give them interview tips for the future.
When it comes to retention, communication is everything. Sit down with the new hire at the start of the first week and map out mutual expectations for the first quarter of the year. Have you and the new employee agree to these expectations in writing. They are looking for transparency and direction. The early weeks will go a lot smoother if you and the employee are on the same page. Be sure they know you have an “open door policy” and are approachable on any topic.
Attracting and retaining great talent is one of the most important responsibilities of any leader. Your talent can provide a competitive advantage for your company to be even more successful. With the changing employment landscape, attracting and retaining talent is harder than ever before. Working closely with a recruitment firm in your niche, identifying what makes an employee successful in a role, approaching each candidate with respect, and being open and transparent will help your find and keep high-quality employees.
We help growing healthcare companies find game-changing talent as their “Go-To” Recruiters. Reach out to us today to talk about a custom recruiting plan.
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