The Modern Physician Recruiter Uses Data
Traditional physician recruiting used to rely on guesswork and intuition more than data. Recruiters and hiring teams could only assume that their hiring methods were effective. Today, however, the modern physician recruiter relies on data to optimize their hiring process and.
Data-driven recruiting - using tangible facts and stats to inform your hiring decisions - has never been more important. Recruiters that use data are more likely to be efficient, reduce costs and improve their hiring. In this blog, we show you three benefits for leveraging data in your recruiting, and how surprisingly easy it can be to do so!
Developing Your Recruiting Metrics
Different hospitals and healthcare systems may be in various stages of implementing a data-driven recruitment strategy. It’s not uncommon for a healthcare facility to have not put an emphasis in developing a physician recruiting approach backed by data. If you’re working on creating a more measurable and precise recruiting strategy, ask yourself or your fellow recruiters the following questions to start your data collection:
- What do you wish you knew about your hiring process?
- What data do you use (or would like to use) to become more productive when hiring?
- What hiring problems/ bottlenecks do you see often?
- Which recruiting sources/methods do you trust, but aren’t able to prove their effectiveness with data?
- What recruiting data would help you build reports for your managers?
- What does a successful hiring process look like to you?
As you begin to collect feedback from your fellow co-workers, start developing an initial list of recruiting KPIs.
The ability to track new hires across the employee lifecycle helps you discover what makes an effective job candidate — and a bad one. This means looking beyond how quickly someone was hired and if it was at the lowest price possible. Data-driven physician recruiters dig deep into metrics such as:
- Qualified applicants-per-requisition (which indicates whether your sourcing practices are delivering those effective employees)
- New hire performance by lead source
- Turnover rate – What percentage of your new hires quits within a few months?
- Time to productivity – How long does it take for a “successful” hire to start performing as well as promised.
2. Decrease the Length of Your Recruitment Process
A lengthy recruitment process can be devastating as your candidates one after another may drop out or even get hired by a competitor of yours while you focus on the wrong stuff. Knowing your numbers will let you determine the length of your recruitment process – from the moment a candidate has applied for a job until they sign the contract. And also let you keep valuable candidates that you might end up hiring. A data-driven recruiting approach lets you determine what steps of the recruitment process that take a long time. Can those steps be shortened? Automated? Or even removed?
3. Decrease Candidate Drop-Out Rates
Without properly analyzing data, it’s challenging to understand when and why candidates drop out of the recruitment process. And a lack of access to this valuable information forces your team to attempt to fix errors blindly. Inevitably, this aimless guesswork type of A/B testing results in lost time and effort. Metrics point to the exact stage of the recruitment process where drop-outs occur. As a result, you know exactly what area to hone in on before making any costly or time-consuming changes. If drop-out rate metrics show they’re leaving before fully applying for the role, your team then has the insight to decide how to cut down on your approach effectively.
How to Leverage Data and Technology to Improve Your Hiring
Developing a data-driven recruiting strategy for your healthcare facility doesn’t have to be difficult! Download Curative’s “Data-Driven Physician Recruiting Guide” to learn a few quick ways to implement metrics in hiring process so you can improve the efficiency of your approach and increase your facility’s ROI.
