Sevenstep Team | October 7, 2022
2020 has caused disruptions in countless industries, lifestyles, and hiring models. Many companies are still fighting to figure out what it means to hire safely and productively in the wake of a pandemic. Few industries know this better than healthcare. With the sudden and dramatic emphasis on telehealth and new technology, healthcare hiring processes have been forced to redefine themselves.
Healthcare hiring has been evolving slowly but surely for years, but the arrival of COVID-19 radically accelerated this evolution.
Accenture reports that “85% of health executives acknowledge that technology has become an inextricable part of the human experience,” and as a result, are taking the necessary steps to “create new digital experiences” for healthcare consumers. But 2020 has made it so executives and hiring managers cannot waste a single moment.
These “new digital experiences” need to be active right now, and that means they need the right talent working behind the scenes.
A New Future for Healthcare Hiring Models
An annual report from Everest Group explains how increased “globalization of the talent pool and an increase in the talent shortage has caused enterprises to source the right talent from different countries, leverage economies of scale, and to have greater flexibility in the hiring volume.” It is not hard to see why the hiring model needs a makeover when you pair those realities with the stressors 2020 has introduced to the healthcare industry.
The healthcare sector needs new types of talent to help facilitate its “new normal,” especially since, as Accenture reports, “COVID-19 has not slowed digital technology innovation; it is amplifying it to historic levels.” Your healthcare hiring strategy might be in trouble if it does not have a plan for finding and recruiting tech-based talent.
McKinsey says that up to $250 billion of current US healthcare spending could be virtualized in the near future. As patients (and providers) rely more on technology to meet their needs, the various healthcare sectors will need to consider applicants with new and broader skill sets. Finding that talent can be difficult.
This is where RPO service providers step onto the scene.
Instead of leaving your internal teams to try and fill any number of new roles, an RPO partner can provide guidance and market intel on where the best talent resides. Suppose you need IT help but do not have the resources or bandwidth to hire outside the United States which HBR reports is where the highest business, data, and tech skills are located). In that case, your RPO partner will work with you to find alternative solutions that do not compromise the quality of talent.
How to Use Healthcare RPO Services
Healthcare hiring has increased dramatically during 2020, and talent acquisition teams have been struggling to keep up. Consider the sudden expansion of demand for candidates to fill IT roles in healthcare.
A report on LinkedIn explains how “there is a whole ecosystem of talent that supports the care of patients, from the engineer who integrates the computer systems to the cashier in the hospital gift shop,” and you need to hire top talent for all those roles.
Healthcare providers need to reframe how they hire staff, especially with 70% of consumers expecting their relationship with technology to grow more significant over the next few years. Healthcare hiring needs to be actively pursuing and recruiting people with the skills they will need to remain agile in an increasingly digital healthcare model.
An RPO partner can help.
RPO services involve advising companies on where they can find the best talent, setting the right expectations for that talent and the cost of acquisition, and educating internal staff to better comply with hiring practices and improve retention. If your company wants to improve the diversity of its talent, an RPO partner can also advise on your strategy.
Sevenstep’s Sevayo Insights will pull and test your hiring data, identify where the gaps are, and report back with the insights needed to adjust your candidate attraction strategies, hiring process, and hiring community behavior.
One of the most significant benefits of RPO is a boost in flexibility and scalability. Consider a large healthcare provider who must transition their in-person traveling nurses to virtual telehealth nurses and needs to hire a new employee profile. Adding an RPO partner to your healthcare hiring model will dramatically expedite the recruitment process and ensure you get the right people in the right roles. Or a healthcare provider needs to expand its service offerings and staff to accommodate their patients better. Once again, RPO services can help do that without breaking the bank and without sacrificing talent.
The talent market is still adapting to many of the new hiring trends 2020 has introduced, but that does not mean you can afford to wait for the perfect applicants to magically show up on your doorstep, especially during these chaotic times.
An RPO partner will work with you to develop standards for your healthcare hiring process, enact those standards on your behalf, and provide you with the level of agility and timeliness needed to keep up with the world’s rapidly changing hiring models.
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