Want a competitive advantage?
Employers everywhere are having trouble finding and landing talent. Whether you are recruiting people for a landscaping company or looking for MDs for a medical center, it’s difficult in this economic climate to land really good people. So, now more than ever, it’s so critical that you are properly selling your group to candidates without being salesy and without them perceiving they are being sold something.
It’s critical to leak the below 5 items into your conversations. These 5 items cover most all of a candidates motivators and factors they consider before they accept a position. Typically, a candidate has 2-3 that really stand out for them (you need to know what they are), but all 5 play a part. I urge you to have these 5 in your mind as you recruit and interview, as well as during the new hire’s first 100 days in the role. Come up with ways you can bring this into your recruiting and hiring process.
The Five F’s of Recruiting:
- Fit – ties together the company’s vision, needs, and culture with the candidate’s goals, strengths, and values. “Here is where we are going as a company. Here is how you fit in.”
- Family – talk about the work / life balance and the time they can have with their family and / or “What can we do to make this change as easy as possible for your family?”
- Freedom – show them how they will have freedom and autonomy over their work, schedule, or decisions etc.
- Fortune– show them numbers and earning potential they can have if they perform well – the financial upside. “If you accomplish your objectives, you will likely make over ______ in the next five years.”
- Fun – talk about the specific ways the team has fun and enjoys their work. Fun describes the work environment and personal relationships the candidate will make.
Five points taken from “The A Method for Hiring” by Geoff Smart and Randy Street.
Implement these 5 and watch how you start to fill more openings and hire people candidates!
The Demand for Medical Providers:
- NPs have a 0.7 percent unemployment rate (.5% for MDs and CRNAs) that’s 5x more than other professions.
- BLS reports a whopping 36% percent job growth rate through 2026 for NPs and PAs.
- By 2030, 90,000 MDs will be retiring and there will be only 68,000 NPs to fill that void.
- The Cost of Vacancy: $68,182 – $90,682 each month the NP or PA role is open. It costs them more each month – when it’s longer into the search. For CRNAs and MDs it is higher.
*Stats from the American Staffing Association