Learn the fundamentals of attracting, engaging, and converting passive healthcare talent into active employees. Recruitment Marketing is taking off and understanding the basics is a great first step toward increasing online recruitment efficiency. AppVault is committed to helping talent acquisition teams optimize and streamline their efforts. Contact us for more information.

1. Converting Passive Healthcare Talent

2. Agenda
Introduction
Healthcare Hiring Trends and Statistics
Talent Community Trends
Talent Community Best Practices
Case Study – Memorial University Health

3. H e a l t h c a r e C l i e n t s

4. Healthcare Hiring Growth
The healthcare sector created 234,600 jobs in the first half of 2016, including
39,000 new jobs in June, according to Bureau of Labor Statistics data.
The 2016 growth is outpacing the 225,300 healthcare jobs created in the first six
months of 2015, a year that finished with a record 471,600 new jobs in the
healthcare sector, according to BLS data.
Nearly one in four jobs created so far in 2016 is in the healthcare sector.
Hospitals created 90,000 jobs so far in 2016, compared with 74,400 new jobs for the
first half of 2015.

5. Healthcare Hiring Growth
Nursing and residential care facilities created 18,200 jobs in the first six months of 2016,
compared with 17,200 new jobs in the first half of 2015.
The 234,600 healthcare jobs created in the first six months of 2016 represent about 23%
of the 1 million nonfarm jobs created in the overall economy so far this year.
There were 15.5 million jobs in the healthcare sector in June, including 7.1 million in
ambulatory care, 5.1 million at hospitals, and 3.3 million in residential and nursing
homes.

6. H E A LT C H C A R E L A N D S C A P E
Bureau of Labor Statistics Projected 5 year growth…
Personal Care Aides – 48.8%
Home Health Aides – 48.5%
Diagnostic Medical Sonographers – 46%
Occupational Therapy Assistants/Aides – 41%
Genetic Counselors – 41%
Physical Therapist Assistants/Aides – 41%
Physician Assistants – 38.4%
Nurse Practitioners – 33.7%
Physical Therapists – 36%

7. The culprits are all the usual suspects:
More health care coverage, through the Affordable Care Act’s
exchanges and Medicaid expansion
America’s steadily aging population, as older Baby Boomers end
up using more and more health care.
And a rebounding economy that’s allowing more people to get
the elective procedures that they put off when they were
worried about losing their jobs.

8. What does this mean for healthcare hiring?
54% of employers have cited a significant gap between the skills
needed at their organization and the skills job candidates have.
Moreover, 46% say they cannot find qualified candidates for the
vacant positions, and 48% of employers’ job vacancies stay open
for 12 weeks or longer.
-Pew Research Group 2016

9. What does this mean for healthcare hiring?
65% of employers indicated a plan to hire recent college
graduates. Moreover, 18% plan on increasing the number of
hired recent graduates compared to previous years. In addition,
47% also plan on hiring interns.
As of May 2015, there are more millennials in the workforce than
any other generational group.
-Pew Research Group 2016

11. S TAT E O F H E A LT H C A R E R E C R U I T M E N T
Mobile is now the number 1 venue for job related searches,
comprising over 56% of healthcare care site traffic. – Google - 2016
Google is the number 1 venue for employment related search. As of
April 21, 2014 Google will give search engine ranking preference to
mobile optimized destination.
Talent Communities are the BEST way to engage mobile candidates
Mobile

12. S TAT E O F H E A LT H C A R E R E C R U I T M E N T
A talent community is a network of candidates, employees, alumni,
and our social and professional networks allowing productive two-
way communication between all permitting and willing connections.
A talent community is a database of passive but engaged job seekers
that have identified with an organization and are open and receptive
to receiving company communications including (especially)
employment opportunities.
What exactly is a talent community?

13. S TAT E O F H E A LT H C A R E R E C R U I T M E N T
Easy of joining or entry (vs an ATS)
Optional and nonintrusive
Clear and consistent (Not Confusing)
Beneficial for both talent and company
2 way communication
Talent Community Defining Features..

14. S TAT E O F H E A LT H C A R E R E C R U I T M E N T
Mobile engagement
Improves all digital/media performance
Creates a pipeline
Engages better talent
Reduces time to fill
How does this help with healthcare hiring?

15. T O D AY ’ S L A N D S C A P E I S H I G H C A N D I D AT E D R O P O F F
Of Candidates
that land on your career site,
COMPLETE AN
APPLICATION THROUGH
AN ATS.
“For many reasons including it’s
just a pain and too difficult”
Talent Community and the ATS

16. C A S E S T U D Y
More than just a list of emails
Reduces time to fill
Builds your pipeline and keeps it warms
Improved Strategically employed for hiring
needs
Evidences and espouses your culture
Talent Community

17. • Offer alternative to apply processs
• Engage passive and discerning
candidates
• Improve mobile experience by reducing
number of data entry points required
• Reactiveate your existing databases
Increase Engagement and Quality
Ta l e n t C o m m u n i t y J o i n V s A p p l y

18. • Offer alternative to apply processs
• Engage passive and discerning
candidates
• Improve mobile experience by reducing
number of data entry points required
• Reactiveate your existing databases
Increase Engagement and Quality
Ta l e n t C o m m u n i t y J o i n V s A p p l y

19. 3 . TA L E N T C O M M U N I T Y
“Communicate Limitlessly & Easily”
• Automated job alerts based on ATS integration
• Targeted email campaigns
• Personalized Recruiter Job matching emails
(White Labeled)
• Targeted skill based email blasts
• Timed email campaigns and surveys
• Email editing tool – everything is in your control
• Mobile optimized email campaigns

20. G e o g r a p h i c B e n e f i t s
Geographic Benefits of Talent Community
• Establish your organization as the healthcare
employer of choice in a your local market
• Develop a dominant local pipeline
• Cultivate college talent from nearby schools
• Understand how much of the talent you need is
local VS how which talent you need to relocate
• Dominate your local market!

21. R e d u c i n g T i m e t o F i l l
Reducing Time to Fill
• Don’t wait for media to get your jobs
exposure
• Immediately tap into your
community
• Talent Search
• Automated Job Matches
• Use community demographics to
understand how you can grow give
the talent within your community
Create Req
Advertise
Review
Responses
Message
Qualified
Candidates
Interview
34 Days

22. C A S E S T U D Y
Multiple Email Templates for different types of communication
Newsletter – Keeping the Audience Warm
Job Matches – Weekly
Targeted Initiatives – For strategic Hiring
66% of healthcare professionals are likely to accept less money to work at a
company with a great culture
Case Study – Memorial Health

23. C A S E S T U D Y
Cultivate is their Number 1 Source of Hire
Time to fill reduced by 11 days.
Job Matching open rate 55%
Improved media conversion/ROI by 45% - $63,000 YoY reduction is media spend.
Cultivate Ranks #1 for Mobile Searches for Google Nurse Job search in local market
Memorial University Medical Center