Five Tips for Auditing Your Hiring Strategy

Your employees are the heart of your facility. So your hiring strategy is very important to help ensure you get the right people on board quickly and within budget. The best way to do this is by reviewing and evaluating the process you use for talent acquisition. Here’s what you can do.

Five steps to evaluate your talent acquisition methods

Your hiring process should function like a well-oiled machine to bring in the top talent your facility needs for the highest level of patient care. You can audit your strategy by calculating the following:

1. Average time to hire. From the date you advertise a job opportunity to the date you hire a new employee, you are using valuable time through your efforts to find, interview and hire new staff. And time equals money. The faster you can hire the right worker, the less effort—and money—you’ll use in the process. Take a look at the number of days it’s taken to hire for various positions: The average of these numbers is your average time to hire. Your goal should be the shortest amount of time possible to make a sound hiring decision.
2. Average cost to hire. What are your monthly expenses across all sources for advertising open jobs? If you calculate this over the course of a year, you can divide by 12 to determine your average monthly cost to hire.
3. Effectiveness of sources. How effective are your job advertisement sources at generating high-quality applicants? To do this, compare the total number of applicants per position that each source has generated to the number of actual hires you’ve made per open position from each source. Are some sources generating plenty of applicants, but none that make it through the hiring process? Are others generating only a few applicants, but you’ve hired many of them?

You’ll want to figure out which sources are the most effective at producing quality applicants, then focus more of your efforts on those sources.

4. Cost per job board. How cost–effective are the places where you advertise your open positions? You can determine this by dividing the monthly cost to use each job board by the number of actual employees you have hired using this board. You may find that certain job post locations are more cost-effective at generating applicants than others. By eliminating boards that don’t seem to be working out, you can reduce your hiring expenses.
5. Social media hires. Many employers post job openings on social media pages, such as LinkedIn or Facebook. But do these posts actually lead to hires? You can measure this by dividing the number of click- throughs your posts generate on each platform by your total number of followers on that platform. This will give you an idea of how well your page is being used by visitors.

Consider a staffing partner

Working with a staffing partner can increase your hiring efficiency. That’s because recruiters are experts at what they do—they’ll help you find the best employees for your job opportunities through access to both active and passive candidates. And they’ll take care of finding, interviewing, hiring and often onboarding your new staff, which will save you time and money while yielding highly qualified talent.

Reach out to KTE Services

If you’re in search of a staffing partner to help you supplement your healthcare staff, KTE Services can help. Our recruiters will work hand-in-hand with you for the qualified, experienced medical staff you need. We specialize in the placement of CRNAs, anesthesiologists, physician assistants, nurse practitioners and other healthcare professionals that work in pain management. To learn more, contact one of our experienced recruiters today.