If you think because you are a recruiter that you are not in sales, think again. Over the next decade healthcare occupations are expected to grow faster than any other segment of the U.S. economy. Between now and 2022, you can anticipate the following occupations to grow:

• 19% for RNs http://www.bls.gov/ooh/healthcare/registered-nurses.htm
• 18% for doctors http://www.bls.gov/ooh/healthcare/physicians-and-surgeons.htm
• 39% for diagnostic medical sonographers and related fields http://www.bls.gov/ooh/healthcare/diagnostic-medical-sonographers.htm

This situation means that you need to approach candidates the way sales people target prospective customers – strategically. Corporate recruiters take this type of sales perspective and use a variety of tools to attract the right candidates. Here are 7 ways to make sure you are recruiting and hiring the right people.

1. Be Honest- Recruiters who omit or distort important information make more work for themselves in the long-run. When working conditions or training/professional development opportunities do not match what was stated in the interview, it creates ill will among new hires. Do not fall into this trap.

2. Want Referrals, Ask for them- It is a cliché that people know people like themselves. Make sure your organization has a good referral program and promote it often. If you are screening candidates over the phone, and it is clear to both of you that it is not the right fit, feel free to ask the person for a referral.

3. Look for “Passive” Candidates- A passive candidate is someone who is open to a new position; however, he or she does not have the time to look for one because that person is busy with his or her job and personal responsibilities. Social media sites like LinkedIn allow you to use keywords to search for the right people. If you have consistent needs for people in a specific occupation, connect with individuals in that field.

You are likely to uncover candidates who do not have the time to respond to internet ads. Research indicates that passive candidates tend to stay at their jobs longer and have stronger work performance (https://www.linkedin.com/pulse/how-hire-passive-…). Reducing turnover and improving results are great reasons to pursue these individuals.

4. Showcase Special Events- Businesses call it promoting the brand. If you work for a hospital that sponsors a race, take and post photos on social media. The same principle applies if you work for a medical practice. Highlighting different events in which you participate creates a positive image for an employer.

5. Describe what Your Organization Offers- If you have a full-time job, you probably spend more of your waking hours with co-workers than with family. Therefore, you want to choose an employer that offers you meaningful work. Instead of a mere job description, craft a description about your organization’s culture.

Job descriptions often include the responsibilities and requirements, but little else. Identify the best aspects of your employer and incorporate those into each posting.  Examples include:

• Mentioning if your organization is on the cutting edge of medicine.
• Describing the hospital’s (or practice’s) mission
• Talking about special benefits (i.e. on-site daycare, student loan repayment assistance)

6. Promote Your Organization- Consider writing a guest post or giving a talk at conferences (https://blog.intercom.io/inbound-recruiting-engi…). Businesses engage in these activities to increase name recognition. Make sure everyone involved in recruiting plays a role in building your employer’s reputation.

7. Clear and Timely Communication- Candidates become frustrated if they do not hear from a potential employer in a timely fashion. If you tell a nurse candidate that you will notify him or her by Friday at the latest, ensure you follow up by that day. Have a timeframe for making a decision. Failing to communicate with candidates reflects poorly on an organization (http://content.wisestep.com/habits-that-makes-a…).

Taking a Page from the Corporate World

Large corporate enterprises must work hard to attract and retain top talent. The need for talent means that hospitals, nursing homes, and medical practices must adopt the strategies associated with the corporate world. Examine your strategies to make sure you always present a professional image and attract the best people. Your employer’s ability to thrive depends on it!