We’re back with more! In Part 2 of our Competitive Healthcare Recruiting series we’ll talk healthcare relocation and how it fits into your overall recruiting strategy. While healthcare recruiting is hard enough on its own, relocation can add even more complexity. Specifically those more common in the wake of COVID-19, like housing shortages and the need to fill gaps in education about location.
Our experts at University of Vermont Medical, Mayo Clinic, and Katon Direct shared tips on how you can use relocation as one of your healthcare recruitment strategies, educate candidates on your location, and align the employee relocation experience with your patient experience.
Let’s dive in:
1. Go digital! Using technology (more on that in Part 3) to provide location education to candidates, even before the interview, sets the stage for a better candidate experience. Access to non-biased local information helps candidates assess the area - and to imagine themselves living there. Neighborhood insights, transportation information and school district intel can tip candidates off to what their future hometown is really going to look - and feel like. Pre or post-decision, this information is extremely valuable.
2. Sell, sell, sell! During the interview process, make sure your interviewers educate candidates with location insights and start to "sell" the area. Encourage the candidate to ask questions about the employer/company location, and gather appropriate answers and/or resources to ensure the candidate’s questions are answered. The more comfortable your candidate is with where they're going, especially if they can't travel there ahead of time, the more likely they are to accept your offer.