Featured Education Resource for Employers
Recruiting for Retention Part Two: Marketing to and Finding Candidates
In today’s marketing climate, it is important to have a great virtual presence and that communication be candidate-focused.
Recruiting health professionals can be competitive. So, it is important to put your best foot forward. And, since many job seekers browse for jobs online, we have compiled some strategies to consider as you work to create your best digital footprint.
Part Two: Marketing to and Finding Candidates covers several strategies that can be effective when recruiting health professionals – especially to rural and underserved communities (and especially, especially when a candidate has not yet visited your community and/or facility in person!).
Topics in Part Two include:
Conducting a Virtual Assessment
It is important to put your best digital foot forward to successfully recruit any job seeker! And, since many job seekers browse for jobs online, we have compiled some strategies to consider as you work to create your best digital self and make sure your “virtual handshake” leaves a good first impression.
We provide a few easy checks you can make to ensure your virtual presence is top-notch and ready to be viewed by job seekers!
Write Effective Job Postings
We wish we had bumper stickers to hand out that read, “It’s a Job Ad, Not a Job Description”!
It is so easy to slip into the comfort zone of talking about what mattes to you (the employer) but with competition being so fierce, it is important to remember that communication should be candidate driven and your job posting is no exception to that. We give some easy suggestions to:
- Help you make your job opening stand out,
- Ensure your job posting language is inclusive, and
- Think through how to delete bias in your job postings
Use Social Media to Source
You are probably already using social media to promote your services, staff, fundraising opportunities, and other trends. If you aren’t using it to also promote your job openings, you may be missing out! We explore ideas to help you implement job-search-related posts into your social rotation and “handle” this vital aspect of your virtual presence.
Where You Source Matters, Find What Works For You
After you have done the work to create a standout job ad, you need to figure out the best ways to communicate it! We explore several time-tested ideas: job boards (including 3RNET, of course!), employee referral programs (along with some tips to set this up for success), virtual job fairs, and engaging with residency and nursing programs.
To round out the topic of Marketing To and Finding Candidates, we have also added some helpful resources to accompany this new guide! Including:
- Tips on job postings
- And, our always popular topic: free and low-cost marketing resources
These additional resources can be found in the same folder on your 3RNET Dashboard. Here's where to find Part Two and accompanying resources:
- "R4R Resources" section
- "Recruiting for Retention Part Two" folder
Login to your 3RNET dashboard and check out Recruiting for Retention Two: Marketing to and Finding Candidates.
Part Two: Marketing to and Finding Candidates includes the collective expertise of 3RNET, which has been a trusted resource for rural and underserved recruitment and retention since 1995.
The content of this guide is based on content from 3RNET’s longtime-published Recruiting for Retention Manual. This streamlined, more modern guide hopes to further what the Manual always intended to accomplish: provide best practices by combining the years of collective expertise from 3RNET’s National Rural Recruitment and Retention Network for rural and underserved healthcare recruiters.