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Challenge #3: A lack of a strategic relocation process—primarily because the responsibility falls on the recruiter or HR.
Relocation is often only considered as an afterthought, or a last minute benefit added to an offer to help sweeten the deal. However, when there is no strategic relocation process in place, the responsibility usually falls on the recruiter or the HR department. This, added on top of their many tasks and responsibilities, means that they cannot dedicate their full, undivided attention to helping employees relocate.
This is why a strategic relocation process is something that must be added to your general healthcare recruiting tool belt—it shouldn’t be something you avoid or use as a last resort.
If you take a proactive approach to relocation and put a plan in place before you ever make an offer, you’ll see candidates accepting more offers and new hires will be up and running much faster.
In the coming years, these difficulties will continue to impact healthcare recruiting. Luckily, there has been an influx of recruiting and relocation technology on the market to help solve these challenges. Healthcare recruiting software can help with sourcing, screening, interviewing and hiring candidates. Additionally, relocation management software companies, like UrbanBound, are helping the healthcare industry streamline their relocation process and provide doctors, nurses and healthcare professionals with a top notch candidates and relocation experience.