A few months back, I had this cough that just wouldn't go away. One of those hacking coughs that comes out of nowhere and keeps you up all night.
I tend to avoid the doctor at all costs, but after a month straight of horrible coughing fits, my wife dragged me to the clinic near our house.
While we were there, I casually asked my wife if she thought the clinic was hiring. She's a nurse, and we recently had our first child, so she was looking to get back to work. And this place was right around the corner from us.
But when we left the clinic, we went about our daily lives and completely forgot to look into it further. She ended up landing a gig at the birthing center in town a few months later.
For that business (who was in fact hiring for nurses), the moment had come and gone. They missed out on hiring a great nurse who was interested, available, and local.
The interesting thing is, this sort of thing happens all the time.
People interact with your brand and experience a moment where they think, "Huh, I wonder if they're hiring?" -- only to get distracted and go on about their daily lives.
What if your business could engage great talent whenever and wherever they have an experience like this with your brand?
You'd have far more qualified, inbound candidates expressing interest at the moment when they're most engaged and interested.
And that's where conversational recruiting comes in.
Healthcare recruiting is a mix of both high volume and high touch recruiting.
Recruiting for medical support roles? You're likely in the high volume game, sorting through and screening lots of candidates to find the few qualified ones.
If you're recruiting for doctors, dentists, or ophthalmologists -- well, your candidate flow is more of a trickle at best, and most of your time is spent sourcing and courting MDs.
And roles like nurses, optometrists, and dental hygienists usually fall somewhere in the middle, depending upon the market, the brand, and a few other variables.
Each one of these use cases has unique recruiting challenges and needs.
But what typically holds true across all these examples is there is consistently a low number of qualified candidates to choose from.
This is where messaging and chatbots can help -- to drive more qualified candidates for your jobs with zero additional effort for the recruiter.
I know, I know. Before you roll your eyes and say that chatbots are waaaay to gimmicky for your conservative organization, just hear me out.
The goal of a modern recruiting team should be to make it as easy as possible for great talent to start a conversation and express interest in working for your brand, and chatbots are a very effective, highly scalable solution for this.
Let's explore a few simple ways to leverage messaging and chatbots specifically for healthcare recruiting...
Whether you're a healthcare recruiter supporting a single hospital or a dozen facilities, text messaging has the potential of transforming the way you recruit.
Text messages command a 98% open rate, compared to 20% for email. Just a simple shift like this can have a huge impact.
There are two key ways to leverage texting in healthcare recruiting: 1) outbound group messages, and 2) inbound campaigns.
Outbound group messaging is pretty straightforward -- you message a group of candidates in your ATS, notifying them about an available position they may be a good fit for. They respond, answer a few screening questions, and then schedule time with the recruiter to discuss the role.
Inbound campaigns, on the other hand, will feed your pipeline with new candidates that haven't already applied.
With texting campaigns, candidates are able to text inbound to learn more about job openings and apply directly via text message.
For example, if you have lots of locations, you can post signage at the front door or checkout counter prompting candidates to "Text 'Jobs' to learn about job opportunities with us."
Here's an example of what this could look like for your brand. 👇
For qualified candidates, they send a few text messages to learn about open jobs, answer a few screening questions, and schedule a call directly with the recruiter, all in a manner of minutes.
For healthcare recruiters, this accomplishes 2 key goals:
You can post these campaigns at your locations, share them on social media, and add them to your job postings to help drive additional qualified traffic inbound.
In healthcare recruiting, if Facebook and Instagram are not an integral part of your hiring strategy, you're really missing out.
Facebook and Instagram two of the best platforms to advertise to, engage, and source healthcare talent. They offer robust messaging platforms that make it easier than ever to connect with top talent.
And leveraging a messaging platform like Grayscale makes it easy to manage conversations via Facebook Messenger, along with channels like text message and live chat, all in one consolidated inbox.
So it doesn't matter where the conversations are coming from -- you can just focus on engaging with the best talent. 💪
Let’s look at a few simple ways to harness Facebook for your recruiting efforts.
Leveraging sponsored posts can be extremely impactful for driving candidates to your jobs.
And you can enable your call-to-action to trigger a chatbot on Facebook Messenger, immediately starting a conversation with the candidate.
With the click of a button, the candidate is messaging back and forth about open jobs.
Candidates can even answer a few screening questions to get pre-qualified and connected directly with a recruiter.
Now compare this experience with clicking on an ad, just to be redirected to a static career site or job posting. If the candidate isn't ready to apply, you'll never see them again. End of story. ✌️
In addition to sponsored ads, Facebook and Instagram are great channels for getting the word out about job openings with your brand.
Instead of sharing job postings, allow candidates to either text in or message you via Facebook Messenger.
While only 12% of the workforce are actively looking for jobs and applying for opportunities, 73% are passive candidates that are open to engaging in a conversation and exploring job opportunities.
That's why making a shift like this is so important.
Sharing job descriptions on social channels is a fairly effective tactic for getting active candidates to apply. But it's a terrible strategy for engaging with great passive candidates.
Whether you like it or not, candidates are using Facebook to do research about your brand.
For a candidate, a company's Facebook page is a great way to see real pictures of real people and gather info that can't be gathered on your average career site with stock photos and scripted copy.
While you have a captive audience on your Facebook page, engage them in a conversation. After all, 67% of job seekers leverage Facebook during their job search.
If a candidate starts a conversation, you're able to immediately gather their Facebook profile info, along with any new information gathered by your chatbot.
Candidates can browse through job openings, answer a few screening questions, and connected with a recruiter if qualified. All via the Facebook Messenger platform.
With all the traffic being driven to your career site, it's imperative to have a way to engage candidates once they're there.
The average career site only converts at 8.6%, so it's important to offer ways for passive candidates to engage and express interest beyond just applying for a job (because, remember, passive candidates aren't applying to your jobs).
Adding a chatbot directly on your career site is a great way to engage with top talent and increase your flow of qualified candidates.
Turn your career site into an engaging, interactive experience that candidates will love. ❤️
Offering candidates a more conversational, engaging experience isn't just good for business, it's also a far better experience for candidates.
Each of the tactics above is easy to implement and will transform your team's ability to highlight your employer brand and drive more qualified candidates in the door.
At Grayscale, we build software to help support a conversational recruiting approach like this.
Interested in learning more? Drop us a note and say 'hello'. 👋