Be it any industry; each has its own set of recruitment challenges. Nevertheless, the healthcare industry is perhaps the most difficult to recruit for. The ever-changing industry protocols, patient needs, conventional systems and machinery, and the high risk involved mean that placing any candidate in the healthcare sector is no cake-walk. Adding on to it is the everlasting challenge of retaining the skilled staff. Going by the article published in the Health Business, the most significant challenge in the industry is getting the right people for the right job and serving and meeting the people’s needs.

This indeed leads to massive pressure on the healthcare recruitment professionals, especially when they try to fit in the suitable substitute into the healthcare system and meet the demands of the hospitals.

What is the Most Difficult to Fill Positions in the Healthcare Industry?

Healthcare recruiters have realized that there’s very little success in filling a few healthcare roles. To name a few, nurse practitioners and rheumatologists are among many that are challenging to be filled despite the number of vacancies open. All in all, the roles that the recruiters find very little success in filling up include:

  • Vascular Surgeon:  According to AMRI (American Medical Resource Institute), about 35-45% of the existing vascular surgeons will retire in the coming ten years. Since healthcare facilities are well aware of this, they are training the prospective professionals for the roles. Because more vacancies will come up, naturally, the recruiters will have to indulge in the rat race to hire the best among the lot.

  • Urology: This is one other position that will see a considerable number of the workforce retire. Surprisingly, 53% of the positions remain open even after 60 days of advertising.

  • Radiologists: The demand for these professionals is constantly rising, but somehow there are very few skilled and knowledgeable professionals available. According to the studies, this gap is expected to widen further. 

How Has the Face of Recruitment Changed Post COVID?

The past two years of COVID have brought a considerable change for talent acquisition and healthcare recruiters. The challenge was always there, but the COVID scenario brought along an increased remote work prospect together with a vast number of burned-out employees, the unpredictability of the industry, and apprehensive employers.

The healthcare industry saw a boon and became an epicenter of change in the pandemic. The healthcare workers, or as we call them, the front-line workers, are at the forefront to battle it out with the virus. This, however, has resulted in many healthcare workers either succumbing to the virus or isolating themselves for an extended period. Hospitals weren’t left with much choice than opening gates for backup staff.

With this being one side of the story, the other side portrayed a whole together grim face. The healthcare sector, having reached its peak to need new workers and staff, the limited resources or compromising with the skills and potential of the ones available posed a new problem. 

A Dearth of Medical Professionals

The healthcare recruiting professionals have to face the challenge of filling the positions because the demand is high, yet they face difficulty finding a solution.  As per the study conducted by SHRM, nearly 46% of recruiters confirm the difficulty hiring qualified full-time medical professionals like physicians, nurses, and specialists. 35% of recruiters, however, said that they find recruiting candidates ‘somewhat tricky’.

Few healthcare experts believe that the crisis of recruiting these professionals is yet to worsen. The Association of American Medical Colleges believes that by 2034, the United States will see the need for anywhere between 37,800 and 124,000 physicians.

According to Becker’s Hospital analysis, the number of hires for medical residencies will also be short. Because of the constant burnout and the lack of personal life, qualified medical professionals discourage the young from entering the profession, despite their skills. 

Healthcare Industry Key Players & their Common Recruitment Issues

While pondering over the pain areas of the healthcare industry, we came across the names of many key players:

  • Practice Link

  • APPLOI

  • Cambia health solutions

  • Raysearch labs

  • Gr8people

  • Hiringsolved

  • Healthcare Source

  • Bullhorn

  • ICIMS

  • Oracle HCM 

  • Successfactors 

  • Workday 

  • Access Group

  • Jobvite

  • Job Adder

  • Job Diva

  • Akken Cloud

  • Talentera

  • HirePro

  • Talview

The common problem in the recruiting system of each brand we served, in retrospect, was how fast they were draining out the money as opposed to the small number of candidates that were applying or even getting selected. 

Of course, this is led by human errors or inefficiency in screening the resumes and then logging in innumerable hours for manual data entry. This was later mirrored by the poor candidate experience or the candidates leaving the websites without filling the job applications.

Keeping these insights in view, RChilli’s resume parser, with deep learning/AI framework, simplified the hiring process and saved both time and money of the healthcare brands that integrated RChilli at the backend in their systems. Some of the prominent names include:

  • Standard Healthcare

  • Valley Children’s Healthcare

  • Arkansas Children’s Hospital

  • Action Medical Search

  • Nationwide Children’s Hospital

  • Johns Hopkins All Children’s Hospital

  • Sopris health

  • Ambra healthcare

  • Phoenix Children

  • Erlanger Health System

  • Carolinas HealthCare System

  • Cimarron Memorial Hospital

  • Billings Clinic

  • Avant Healthcare Professionals

  • TidalHealth

  • Envision Healthcare

  • Clare Medical

  • Empire Care Centers

  • Garden State Nursing Home Inc

  • Stanford healthcare 

  • Emerald Terrace Convalescent Hospital

  • Five Star Nursing

  • Satellite healthcare

  • Evergreen Commons

  • Communicare Health Services

  • Pivot health solutions

  • Oregon Healthcare

  • Rockaway Home Care

  • San Antonio Residence and Rehabilitation Center

What Other Role Does RChilli’s Resume Parser Play in Healthcare Recruiting?

RChilli’s talent acquisition technology and the tool has helped healthcare institutions hire professional and skilled medical personnel. This technology has made the recruitment process more straightforward and helped the organizations cut down the agency’s cost splurged during the hiring process.

RChilli Parser helping find medical professionals

  •     No More Manual Data Entry

Each day, a recruiter receives hundreds of resumes. Segregating the data and manually filling the information in the ATS is cumbersome. The resume parser makes this tedious job simple by automatically fetching the data from the CVs and filling those in the ATS. This not only saves hours of painstaking resumes scrutiny but also eliminates manual errors. 

  •     Extracting Resume Information in the Data Fields

One of the biggest challenges that the medical recruiters face is to scan through each resume individually and then segregate those based on the preferred skills. RChilli resume parser, understanding this dilemma, converts the unstructured data in nearly 140+ fields in real-time, including age, education, gender, skills, qualification, and more.

  •      Improve the Candidate Experience

Catering to the major pain area of the industry, our resume parser functions at the backend and helps the company improve positive candidate experience. Because of plenty of job opportunities available, candidates don’t prefer wasting their time filling details already sketched out in their resumes repeatedly at the website’s career page. Integrating the RChilli solution helped candidates fill the profile in less than 10 seconds, or let’s say, in one click. This means that they won’t leave the website or shift to the competitors after struggling to fill the data repeatedly. 

  •      Removing the Bias

A common dilemma the recruiters face while hiring is unconscious bias. Personal preferences like age, religion, gender, experience, and more overshadow talent acquisition goals. This bias conundrum often results in selecting the less talented individuals. RChilli resume parser has helped the recruiters remove personal inclinations by selecting the fields and getting the database of professionals based on that.

Conclusion

We don’t realize that the onus of the entire low recruitment turnaround doesn’t fall entirely on the recruiters alone. They are just the bridge between the candidate and the institution. Automating the hiring process, on the other hand, is something that can simplify the process and the job.

RChilli resume parser has worked to enhance the employer brand presence, increase the positive candidate experience, and streamline the management style, among many things for the healthcare brands. 

If you want to have some more information about how we help the healthcare industry and solve their recruitment challenges, contact us.

Source: https://bit.ly/3xeYqzC



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