For far too long, companies seeking new talent have adopted a self-oriented approach to hiring, where the needs and desires of the company dominate the hiring process.
It’s time for companies to realize, especially in a high-employment environment such as the one we are in now, that this outdated approach needs to change. There needs to be a balance.
Prospective employees can tell if the hiring company is demonstrating genuine interest in them by how they are being treated throughout the hiring process.
In a competitive employment landscape, the health centers that adopt a candidate-centric approach to hiring will gain the upper hand over their peers. And it really doesn’t take much – you simply need to prioritize the needs, experiences, and overall well-being of potential employees.
This approach is crucial in a field where compassion, empathy, and a strong commitment to community well-being are essential qualities.
So, what are the practical steps you can take?
Make it easier for candidates to apply, and once they do, keep the lines of communication open, even if it is to tell them a decision hasn’t been made yet. This demonstrates respect and genuine interest in the individual.
- Present the health center in the best light by having a solid interviewing process that demonstrates competency at every turn.
- Make sure your interviewers are well prepared, have the materials they need, and are professional during every interaction.
- Make sure candidates know where to go (in-person or virtual), when to be there, and how long they can expect to be in conversation.
- Give them guidance on when they can expect a decision on next steps.
- Allow the candidate to interview the health center as well. Give them time to ask questions.
- Provide background information on the health center, on the current leadership team, why the role is available and why the candidate was selected for an interview.
- Use the interview time to showcase the health center’s commitment to your employees.
Build on your brand by providing updates to the candidate that are open and honest, especially if they have not been selected to continue in the process. They might not be happy they didn’t get the job but at least they will feel you treated them pleasantly and with respect.
They may even know someone else that might be a viable option for the role, but if their experience is not a positive one, they are not likely to refer qualified people.