Attract the right people and hang onto them.
Just like any business, healthcare organizations, nonprofit organizations, and nonprofit healthcare organizations must rely on recruitment strategies to get the right people in the door and keep them there as long as it benefits the individual and the brand. But more than other types of businesses, the nonprofit sector and the healthcare industry rely on a wider spectrum of recruitment — targeted at specific segments needed to keep the gears turning. Because if you’re running a nonprofit healthcare organization, you’re going to need a lot more than just general staff to fulfill all of your needs.
Staff, volunteers, and an executive board are all different roles you need filled if you want to be fully operational. And if you’re a nonprofit hospital, physician recruitment should be a major focus of your big-picture operations. Within each of these segments, you need cross-disciplined professionals who can wear more hats than just the title on their business cards. So after you’ve created a Message Matrix to reach each of these segments with messaging, you’ll need a few tips for getting the right people on your team.
7 Tips For Smarter Recruiting
1. Be Your Mission
You want people who truly believe in your mission to join your team. And the best way to attract people who are aligned with you is by clearly communicating your mission, consistently and often. Is your boilerplate objective front and center on your website? Is it featured prominently in all marketing and recruiting materials? Can all of your current staff articulate and explain the fundamentals of your mission? You need a direct and thoroughly understood sense of purpose in order to attract those who can help you fulfill it.
2. Be Discerning
In times of downturn or crisis, regretful hires can be made in haste. Whether you’re looking to fill a couple of volunteer spots or sought-after, high-profile leadership position, always look to ensure that your applicants not only fit the requirements, but that they also have the potential to be strong Brand Ambassadors. Ask yourself: Will this person be a fair and valued representation of our brand?
3. Use Social Media
Sometimes, even the most skilled professionals can’t get a fully dimensional impression of person based on a 30-minute interview. Turning to a candidate’s Twitter, Instagram, or Facebook after an interview can act as a continuation of their resume. According to a report published by staff.com, as much as 92% of companies turn to platforms like LinkedIn, Facebook, and Twitter to locate, screen, and hire quality candidates for numerous job positions. What are they into? Can you use some of those interests to enhance the position?
4. Show Them Your Culture
One of the most attractive aspects of an organization is its culture. The reason some college students join fraternities and sororities is also why some adult professionals join nonprofits: It can feel tribal and deeply compelling to do so. That’s why you should always communicate and showcase your culture when recruiting. Like-minded people will find you.
5. Institute A Trial Period
This sounds like a no-brainer because most businesses hire people with the condition of a trial period. But a lot of times, nonprofit organizations forget they are actual businesses because they’re so mission-minded. But the truth is, you want invested members of your team who actually want to be there for you. So go ahead and give them the opportunity to see if this is a nice fit. Even if they’re only there on a volunteer basis, check in and see if you’ve met their expectations, and if he or she is meeting assigned responsibilities. Are they gelling with the brand? Can you rely on them?
6. Be Honest In Your Expectations
Nonprofit work is noble work. But it’s not for slackers. When recruiting, let everyone know exactly what you’re expecting from them, and give them the opportunity to ask questions about expectations. For a board member or a volunteer, it might be tough to commit a certain number of hours a week, unless they know it’s doable.
7. Always Be Recruiting
Don’t just wait for a spot to open up on your team to begin recruiting. Recruitment should be an ongoing practice, regardless if you’re a recruiting specialist, a volunteer, or the CEO. If you believe in your organization’s brand, you should always be looking out for good people to help it thrive and grow. Every day is an opportunity to build a better organization with the help of hardworking individuals.
Recruiters, HR Directors, and CEOs should be relatively skilled at identifying the right people for the right job. But sometimes it takes a little tactical thinking to attract and keep the best people for your brand.