5 Reasons Why High-Volume Hiring Teams Miss Their Goals

A frustrated high-volume hiring recruiter.

Ah, high-volume hiring; your inbox is overflowing with resumes, your calendar is jam-packed with interviews, and your stress levels are off the charts. Or, maybe you’re on the opposite end of the spectrum and can’t seem to find enough applicants to fill your endless vacancies. 

Hitting hiring goals amid all of this chaos can quickly become a real challenge—especially with limited time and resources. But luckily, we’re here to help make sense of it all. 

Here are five common reasons why high-volume hiring teams miss their goals, along with key solutions to help you improve your recruitment process.

Reason 1: Slow, Inefficient Communication With Candidates

Let’s face it—maintaining consistent communication is hard. And when you’re trying to coordinate interviews with countless candidates, things can quickly spiral out of control. 

Gaps in communication and slow response times are bad, bad news for a high-volume hiring process. This can cause delays in scheduling interviews, lower response rates from candidates, and missed opportunities with stellar talent.

Pro-Tip: Leverage Email/SMS Templates and Automation

Templatizing your communication—whether that’s through email or text message—and utilizing a healthy dose of automation is the recipe for success. This way, candidates stay informed and engaged throughout the process.

Communication templates eliminate the manual work involved in drafting up a whole new message for every candidate in your pipeline. Even better, tech tools that enable automation reduce the time and effort required to send messages and coordinate with applicants, all while ensuring consistent communication.

Reason 2: Limited Time and Resources

Time is of the essence and helpful resources are essential when you’re a high-volume recruiter. Yet of course, these are the two elements that today’s teams lack the most. 

The current hectic economic landscape has dealt a heavy blow to many recruiting teams, slashing budgets in half and reducing headcount in one fell swoop. High-volume hiring was hard before, and it’s even harder now.  Teams must manage multiple candidates and coordinate a variety of interviews with less bandwidth and support to do so. 

Pro-Tip: Streamline the Screening and Scheduling Process

To improve your efficiency and make the most of your resources, consider using technology to fast-track some of the most tedious, manual parts of the hiring process. For many recruiters, this means the resume screening and interview scheduling process.

That’s where your applicant tracking system (ATS) comes in. And if you don’t already have one, it’s time to change things. Here are our ATS recommendations. An ATS helps recruiters quickly filter through large volumes of resumes and identify the most qualified candidates.

But an ATS can’t do it all on its own. An advanced interview scheduling software automates the entire process of getting interviews on the books, from gathering a candidate’s availability to finding the best available interviewers. That way, recruiters have more bandwidth for the most high-value tasks.

Reason 3: Lack of Organizational Planning

High-volume hiring is oftentimes chaotic. And when you’re dealing with hundreds of candidates, it can feel hard to stay organized and on top of everything. But without a solid plan in place, you’re already setting yourself up for failure.

That’s why effective organizational planning is absolutely essential for successful high-volume hiring. Without a well-defined hiring process in place, recruiters may struggle to manage their time effectively, communicate with stakeholders, and make informed hiring decisions. 

Pro-Tip: Align and Define the Stages of the Hiring Process

If you want to amp up your organizational planning, consider creating detailed hiring plans that outline each stage of the hiring process and the specific roles and responsibilities of each stakeholder. 

For example, a hiring plan might include a timeline of each hiring stage, from candidate sourcing to final offer acceptance, as well as the specific actions and tasks required for each stage. By having a clear plan in place, recruiters can manage their time and resources more efficiently, communicate more effectively with stakeholders, and make better hiring decisions. 

Reason 4: Candidates Dropping Out

When you’re managing such a large talent pool, many—or most—applicants that you come across just aren’t going to be the right fit. Yet even if you get a dazzling resume, there’s so many opportunities throughout the hiring process for qualified talent to become disengaged and drop out altogether. 

Having candidates occasionally drop out is expected when you’re a high-volume recruiter. The quick, simple application process sometimes means candidates aren’t as invested in moving forward. However, failing to address the faults in your process makes it that much harder to win qualified talent.

Pro-Tip: Simplify the Hiring Process

We could go on and on about the variety of ways that recruiters can prevent candidates from dropping out. In fact, implementing all of our previously mentioned pro-tips amounts to a better candidate experience and a higher likelihood of securing the best candidates.

However, there’s one tip that we haven’t mentioned yet, and it’s an important one: simplify the hiring process. High-volume recruiting isn’t the place for an overly-complicated process. You want to get talent in the door fast, and candidates want to get to work ASAP. 

Simplifying the hiring process can take many shapes. For instance, recruiting via SMS or WhatsApp allows candidates to quickly go through the hiring process via the device that they have on them at all times: their phone. 

Reason 5: Not Enough Leads in the Funnel

When it comes to high-volume hiring, having a strong pipeline of potential candidates is essential to success. But for some high-volume recruiting teams, generating a consistent flow of leads is a major challenge. 

Without a steady stream of qualified candidates, recruiting efforts can quickly become stalled, and positions may remain unfilled for longer periods of time.

Pro-Tip: Improve Employer Branding

Investing in your employer brand proves that sometimes it’s worth it to play the long game. When candidates have a positive perception of your employer brand, they’re more likely to apply for open positions and recommend your company to their networks. 

So, how do you build up your employer brand? To start, conduct a brand audit to assess your company’s current reputation and identify areas for improvement. This could involve gathering feedback from current and past employees, analyzing online reviews and ratings, and researching how your company is perceived in the job market.

Once you have a better understanding of your company’s brand perception, you can start taking steps to improve it. This could involve investing in employee engagement initiatives, such as offering professional development opportunities or creating a more flexible work environment. 

Transform Your High-Volume Hiring Today

Leveraging advanced hiring technology gives talent teams the best chance to hit their hiring goals and fill high-volume roles faster and more efficiently than ever before.

Our newest product, GoodTime Hire for High Volume, provides talent teams with advanced automated interview scheduling for high-volume roles through SMS, WhatsApp, and email messaging. Quickly reach out to candidates, schedule interviews effortlessly, and let automation take care of the rest.

See how Hire for High Volume can revolutionize your recruiting process.

5 Ways Healthcare Recruiting Leaders Expect Hiring to Evolve

Doctors hired from healthcare recruiting efforts.

Imagine how easy healthcare recruiting would be if you could see into the future and anticipate upcoming challenges and changes. We might not be psychic (or have access to a crystal ball), but we have a few solid predictions on what talent teams can expect from the hiring landscape.

After surveying 531 talent acquisition leaders across sectors for our 2023 Hiring Insights Report, we’ve released the report’s healthcare edition. Based on responses from 105 talent leaders in healthcare, the report highlights what today’s talent professionals expect from the future of healthcare hiring (and much, much more).

What challenges will define talent acquisition in the future? How will hiring change and shift? We’ve rounded up all of those crucial insights. Read on for five ways healthcare recruitment leaders expect the landscape to evolve.

Healthcare Recruiting’s Expected Challenges

Bar chart showing what challenges healthcare talent teams expect in the future.

1. Changes in Hiring Policies Will Pose Difficulties

The world of work never stops changing. As new obstacles emerge, healthcare talent leaders expect shifts in company hiring policies to be the biggest upcoming challenge (31%). Companies anticipate that they will need to make additional alterations to hiring policies to effectively address these hurdles.

The healthcare sector has without a doubt experienced significant changes, such as the adoption of telemedicine, the transition of non-patient roles to remote and hybrid work, and the rise in the popularity of remote interviews.

Successfully supporting remote work and recruitment entails establishing the appropriate policies. However, finding time to plan these policies can seem like an impossible task amid teams’ other pressing challenges, including managing talent retention and addressing employee mental health.

But still, if one thing’s certain, it’s that adopting the right tech tools is essential to successfully tackle large-scale initiatives (like refining hiring policies). By leveraging hiring technology that enables efficiency and automation, teams can create space for other impactful projects.

2. Talent Retention Won’t Get Any Easier

Healthcare is notorious for its high employee turnover rate. Unfortunately, 30% of talent leaders believe this trend will continue, making talent retention the second biggest anticipated challenge. The sector’s high churn rates are a lasting effect of the pandemic, which brought waves of burnout and exhaustion to healthcare professionals across organizations.

Burnout causes a decrease in job satisfaction, lower productivity, and increased cynicism. Ultimately, this leads to a decline in overall well-being. Healthcare workers tend to leave for other opportunities when this burden becomes unbearable.

But still, all hope is not lost: talent and HR teams can reduce turnover by addressing its root causes. When dealing with burned-out healthcare workers, teams would be wise to create meaningful programs that prioritize employee well-being. Aiming to fill positions quickly to reduce the recruiter workload can also help cut down burnout.

3. Employee Mental Health Will Remain a Concern

Ranking in third place, 29% of healthcare recruiting professionals expect mental health and wellness to be a significant issue. Interestingly, the severity of this challenge is perceived differently based on the seniority of the respondent. In the upcoming year, the C-suite considers mental health concerns to be less of a challenge (21%) than the general population of respondents, but still considers it a hurdle, ranking it fourth on the list. However, directors, who are the least senior of all respondents, see mental health as the number one impending challenge (52%).

Directors are more closely involved in day-to-day recruiting work and can identify recruiting pain points that may not be visible to higher-ranking employees, such as the C-suite. Due to their closer proximity to recruiters, directors are more aware of the toll that mass layoffs, scarce resources, and overwhelming workloads have taken on hiring teams. Consequently, they view mental health as a paramount challenge in the coming months.

Healthcare Recruiting’s Expected Changes

Bar chart showing how hiring teams expect hiring to change.

1. Candidate Demands Will Increase

For healthcare candidates, the world is their oyster; they commonly explore opportunities outside the healthcare sector and apply for jobs in various industries. As a result, these candidates are highly selective and demand a superb candidate experience.

Healthcare companies have acknowledged this trend and recognize the importance of impressing candidates. Talent leaders predict that the most significant change in the sector’s hiring landscape will be an increase in candidate demands which will require more touchpoints in the hiring process (44%).

To meet candidate expectations, recruiters must create meaningful connections with talent and ensure a seamless hiring process. Prioritizing efficiency and productivity is one of the most effective ways to achieve this goal, allowing teams to improve the candidate experience without increasing their workload.

2. The Landscape’s Competition Will Be Up for Debate

The jury is still out on the landscape’s competitiveness. Talent leaders are evenly split on their expectations regarding the level of competition in the market for talent. While some believe that the demand for talent will increase, making the market more competitive (41%), others anticipate that remote work will expand the talent pool, making it less competitive (41%). 

This divide of opinions perfectly encapsulates the unpredictable and uncertain nature of the current tumultuous hiring landscape. So, can we expect a competitive or uncompetitive landscape? Your guess is as good as ours.

Hey, Healthcare Recruiting Leaders: Want More Insights?

2022 brought a difficult hiring landscape, a shortage of candidates, and a burned-out workforce, creating a perfect storm for healthcare recruiting teams this year. The pressure is on to find and attract qualified candidates, deliver an efficient hiring process, and leverage hiring tools that drive teams toward success. Are you ready to conquer 2023? 

To dive deeper into these insights and much, much more, get the healthcare report today.

6 Healthcare Talent Acquisition Insights to Know for 2023

A healthcare talent acquisition professional

It seems that recruiters in the healthcare sector can’t catch a break. Today’s healthcare talent acquisition teams must contend with a shortage of candidates, high staff turnover, and increasing demand for talent—and this barely scratches the surface of the challenges looming over the sector.

What lies ahead for the healthcare hiring landscape in 2023? This year brings new hiring challenges and economic obstacles, but we’re here to help make sense of it all. 

After surveying 531 talent acquisition leaders across sectors for our 2023 Hiring Insights Report, we’ve released the report’s healthcare edition. Based on responses from 105 talent leaders in healthcare, the report highlights how they’re attracting and retaining talent amid today’s obstacles.

For the TL;DR of the report, here’s a roundup of the six key takeaways your team must know to successfully weather 2023’s healthcare hiring storm.

1. Hiring Goals Fell Short

Healthcare recruiters encountered significant hurdles in the past year when it came to attracting and retaining top-tier talent. Reflecting these ongoing struggles, healthcare organizations achieved only 50% of their hiring goals in 2022.

As last year’s talent acquisition and retention challenges carry over into 2023, the probability of reaching this year’s hiring targets remains increasingly uncertain.

Charts showing healthcare hiring teams' goal attainment.

2. Top Previous Change: Demand for Talent Increased the Competition 

According to most talent leaders, the hiring environment become significantly more competitive in the past year due to a surge in demand for skilled professionals (50%). In second place, talent leaders also recognize that candidates increased their demands, requiring additional touchpoints throughout the hiring process (41%).

Interestingly, high turnover rates within recruitment teams did not rank among the top three issues cited. Although staffing challenges continue to plague healthcare teams, the data suggests that turnover has had a less pronounced impact on talent acquisition departments.

Bar chart showing how the healthcare hiring landscape has changed.

3. Layoffs Hit Healthcare Hard

Although the recent headlines have primarily focused on the technology sector’s layoffs, healthcare has also seen significant workforce reductions. As a result of the economic downturn, a staggering 55% of surveyed companies have laid off employees. Of these affected companies, almost 75% reported that job cuts impacted between 10-19% of their workforce, while 17% reported layoffs of over 20%.

In an industry already struggling with a shortage of talent, organizations with a history of layoffs may encounter even greater difficulties in attracting top candidates. The possibility of future layoffs may cause potential candidates to hesitate in submitting their applications. It’s essential for companies to establish a compelling employer brand and provide a memorable candidate experience to win talent over.

Charts showing the impact of layoffs on healthcare companies.

4. Top Expected Challenge: Hiring Policy Changes

The biggest upcoming challenge expected by healthcare talent acquisition leaders: “changes in company hiring policies” (31%). In the evolving world of work, where new challenges constantly arise, talent leaders anticipate that they will need to reassess their hiring policies in order to successfully confront these obstacles head-on.

Finding enough time to plan out these policies can seem impossible when juggling other challenges. However, tackling large-scale projects such as implementing new policies becomes incredibly doable with the proper tools. If teams focus on alleviating their fifth biggest challenge—limitations of hiring technology (27%)—by leveraging healthcare tech solutions that enable greater efficiency and automation, they can free up bandwidth to focus on other impactful projects.

Bar chart showing what challenges healthcare talent teams expect in the future.

5. Top Expected Change: Candidate Demands Will Increase

It’s common for healthcare candidates to explore job opportunities beyond the realm of healthcare. Candidates frequently apply for jobs across different sectors and consider a multitude of opportunities. Thanks to the abundance of opportunities available to them, healthcare candidates are typically more selective in their job search and expect a standout candidate experience.

Healthcare companies have awakened to this reality and largely recognize the importance of impressing their candidates. Speaking to this fact, talent leaders think the biggest change coming to the landscape in the coming months will be an increase in candidate demands that necessitate more touchpoints in the process (44%).

Bar chart showing how hiring teams expect hiring to change.

6. Winning With Efficiency and Speed

In the coming months, healthcare talent acquisition leaders plan on improving overall efficiency (42%) and time-to-hire (42%). Hiring teams recognize that in order to win the best talent, hiring with speed and efficiency is absolutely essential. And with the intense talent competition showing no signs of letting up, an efficient process becomes all the more important.

The key to achieving speed and efficiency lies in the fifth most popular response: “optimizing automation in the hiring process” (33%). Automating repetitive, manual tasks allows overburdened hiring teams to enjoy some much-needed relief and focus on other impactful initiatives.

Bar chart showing what healthcare TA leaders plan on improving in the future.

Healthcare Talent Acquisition Teams: Want More Insights?

2022 brought a shortage of candidates, a burned-out workforce, and a difficult hiring landscape, creating a perfect storm for healthcare talent teams this year. The pressure is on to attract and retain qualified candidates, deliver an efficient hiring process, and leverage hiring tools that drive teams toward success. Are you ready to conquer 2023? 

To dive deeper into these insights and much, much more, get the healthcare report today.

Looking for Healthcare Recruiting Software? Use This Checklist

Employees that were recruited via healthcare recruiting software.

If you’re like most recruitment teams in healthcare, you’re feeling the pressures of the industry. Few recruiters, an abundance of open roles, and a major talent shortage create a perfect storm for today’s talent teams. And the secret to successfully navigating the rough waters? Enlisting the help of healthcare recruiting software.

The right technology allows healthcare recruiters to streamline their processes for efficiency and scale their interview volume—even when facing limited resources. But with a variety of software options out there, how can you ensure you’re investing in the right one? 

Use our 10-point checklist to help you choose the best healthcare recruiting software:

1. Compatibility With Your Existing Systems

First things first: the software that you choose should be compatible with your existing systems. You’ll want to ensure that the software can seamlessly integrate with your ATS and any other critical systems that help you move your recruitment process along. The last thing you want is the inability to use your current systems or to transfer your data between your old and new tech; that’s simply an unnecessary headache. 

2. Ease of Use

Software that’s intuitive and easy to use is a must-have.  This will help get your talent team up and running to use the tech quickly without intensive training. Scheduling conversations with the sales team to get a live demo and understand the product’s interface is a great way to gauge how user-friendly it is.

3. High-volume Features

Many healthcare recruiters find themselves faced with a revolving door of vacancies and endless roles to fill. Overcoming the challenges of high-volume hiring requires recruiting software with specific features. This includes bulk communication and scheduling, self-scheduling, and SMS recruiting, all designed to handle a high level of reqs and a large candidate pool.

4. Recruiting Process Automation

72% of employers predict that parts of their talent acquisition will be automated within the next decade—and we believe them. Automation is a recruiter’s best friend. It cuts down time-to-hire by reducing the time spent on tedious tasks, and when you’re an overburdened healthcare recruiter, an increase in bandwidth is always appreciated.

Look for tech that can automatically load balance interviews and select interviewers, schedule interviews, generate communications, and send out calendar invites and reminders to candidates and interviewers.

5. Reporting and Analytics

Your healthcare recruiting software should give you visibility into the metrics that you need to succeed. For starters, you’ll want to have access to a robust analytics dashboard to reference the status of candidates and see where they’re at in the talent acquisition funnel. Software that also allows you to view data on your hiring team, such as each RC’s total schedules, provides your team with even more valuable insights to use when refining your operations.

6. Customization and Personalization Options

It’s also wise to look for software that offers customization and personalization options. Note: your new software should automate all customizing and personalizing to avoid creating more work for yourself. Even when sending out quick text messages to healthcare applicants, adding a bit of personalization to your messages via custom communication templates goes a long way in uplifting the candidate experience. 

7. Branding Abilities

Want to maintain a consistent brand image throughout your recruitment process? Then you’ll want to look for software that allows you to customize the branding and appearance of the platform. This may include adding your company logo, choosing your own color scheme, and adding company photos.

8. Security

Security is a top concern regarding software, and it’s especially important for an industry as scrutinized as healthcare. You’ll want to do thorough research to ensure that the software you choose has robust measures in place to protect user information and maintain data security. Look for information on how your team can manage users, permissions, and login to the software, and what access users get with regard to sensitive information and calendars. 

9. Customer Support and Services

It’s a good idea to consider the level of customer support offered by the software vendor. Onboarding new tech isn’t always a cakewalk; you’ll want access to experts that can guide your success from day one and help you maximize your ROI. Access to an appointed customer success professional and technical support will help you ramp up your team quickly and resolve any issues that arise.

10. Pricing

And then there’s the elephant in the room: pricing. Yet conversations on pricing should go beyond discussing what your team is willing to spend. You don’t just want software that fits within your budget; you want software that gives you the highest ROI possible. But how do you determine this? It’s time to research.

Sift through customer testimonials and reviews on popular software review sites, such as G2, that illustrate the output that a particular software generated for other talent teams. Pay careful attention to companies that also fall under the healthcare umbrella to more closely predict how your own team might fare if you invested in the software. 

Heal Your Hiring Process With Healthcare Recruiting Software

 By taking the time to carefully evaluate each of these factors, you’ll ensure that you choose the right software for your organization’s specific needs and goals. But we get it—it’s hard to feel confident in investing in a software when there’s so many elements to consider and so many options on the market. 

With GoodTime Hire, healthcare companies feel confident that they can meet their business needs. Hire helps healthcare recruitment teams schedule interviews for roles up to 67% faster. 

Want to see how Hire can help your team crush their hiring goals, boost efficiency, and win top talent? Learn more here.