The healthcare recruiting professionals have to face the challenge of filling the positions because the demand is high, yet they face difficulty finding a solution.
As per the study conducted by SHRM, nearly 46% of recruiters confirm the difficulty in hiring qualified full-time medical professionals like physicians, nurses, and specialists.
35% of recruiters, however, said that they find recruiting candidates ‘somewhat tricky’.
Few healthcare experts believe that the crisis of recruiting these professionals is yet to worsen. The Association of American Medical Colleges believes that by 2034, the United States will see the need for anywhere between 37,800 and 124,000 physicians.
According to Becker’s Hospital analysis, the number of hires for medical residencies will also be short. Because of the constant burnout and the lack of personal life, qualified medical professionals discourage the young from entering the profession, despite their skills.
Healthcare recruiters have realized that there’s very little success in filling a few healthcare roles. To name a few, nurse practitioners and rheumatologists are among many that are challenging to be filled despite the number of vacancies open. All in all, the roles that the recruiters find very little success in filling up include:
The past two years of COVID have brought a considerable change for talent acquisition and healthcare recruiters. The challenge was always there, but the COVID scenario brought along an increased remote work prospect together with a vast number of burned-out employees, the unpredictability of the industry, and apprehensive employers.
The healthcare industry saw a boon and became an epicenter of change in the pandemic. The healthcare workers, or as we call them, the front-line workers, are at the forefront to battle it out with the virus. This, however, has resulted in many healthcare workers either succumbing to the virus or isolating themselves for an extended period. Hospitals weren’t left with much choice than opening gates for backup staff.
With this being one side of the story, the other side portrayed a whole together grim face. The healthcare sector, having reached its peak to need new workers and staff, the limited resources or compromising with the skills and potential of the ones available posed a new problem.
The common problem in the recruiting system of each brand we served, in retrospect, was how fast they were draining out the money as opposed to the small number of candidates that were applying or even getting selected.
Of course, this is led by human errors or inefficiency in screening the resumes and then logging in innumerable hours for manual data entry. This was later mirrored by the poor candidate experience or the candidates leaving the websites without filling the job applications.
We don’t realize that the onus of the entire low recruitment turnaround doesn’t fall entirely on the recruiters alone. They are just the bridge between the candidate and the institution. Automating the hiring process, on the other hand, is something that can simplify the process and the job.
RChilli resume parser has worked to enhance the employer brand presence, increase the positive candidate experience, and streamline the management style, among many things for the healthcare brands.
Keeping these insights in view, RChilli’s resume parser, with deep learning/AI framework, simplified the hiring process and saved both time and money of the healthcare brands that integrated RChilli at the backend in their systems.
RChilli’s talent acquisition technology and the tool has helped healthcare institutions hire professional and skilled medical personnel. This technology has made the recruitment process more straightforward and helped the organizations cut down the agency's cost splurged during the hiring process.
Each day, a recruiter receives hundreds of resumes. Segregating the data and manually filling the information in the ATS is cumbersome. The resume parser makes this tedious job simple by automatically fetching the data from the CVs and filling those in the ATS. This not only saves hours of painstaking resumes scrutiny but also eliminates manual errors.
One of the biggest challenges that the medical recruiters face is to scan through each resume individually and then segregate those based on the preferred skills. RChilli resume parser, understanding this dilemma, converts the unstructured data in nearly 140+ fields in real-time, including age, education, gender, skills, qualification, and more.
Catering to the major pain area of the industry, our resume parser functions at the backend and helps the company improve positive candidate experience. Because of plenty of job opportunities available, candidates don’t prefer wasting their time filling details already sketched out in their resumes repeatedly at the website’s career page. Integrating the RChilli solution helped candidates fill the profile in less than 10 seconds, or let's say, in one click. This means that they won’t leave the website or shift to the competitors after struggling to fill the data repeatedly.
A common dilemma the recruiters face while hiring is unconscious bias. Personal preferences like age, religion, gender, experience, and more overshadow talent acquisition goals. This bias conundrum often results in selecting the less talented individuals. RChilli resume parser has helped the recruiters remove personal inclinations by selecting the fields and getting the database of professionals based on that.