4 HR IMPERATIVES FOR HIRING SUCCESS A quick guide for human resources leadership

Reach Out To Displaced Workers

In today’s labor market, HR professionals must fi nd candidates faster than the competition. To be most eff ective, job openings should be promoted with a mix of community-level grassroots eff orts, social postings, and job boards. To connect with displaced workers, HR leaders should contact local businesses who may have had to furlough or let go their employees. In addition, job postings should be updated to target those job seekers. OnShift’s talent acquisition software helps automate job postings to hundreds of job boards and allows openings to be easily shared on social media sites.

Prioritize A Candidate-First Experience

Recent studies cite that 60% of job seekers have had a poor candidate experience. To prevent this, HR leaders should evaluate their current application processes and prioritize a mobile-friendly experience. This includes examining the steps candidates go through to complete an application and simplifying where possible. However, if candidate fl ow is not an issue, adding qualifying questions can help hiring managers quickly prioritize candidate follow-up.

Connect Quickly & Be Transparent

Connecting with applicants as quickly as possible is critical. Many HR leaders are fi nding success by text messaging their candidates. Once connected with a candidate, explain the hiring process and lay out the typical hiring timeline to set proper expectations. 58% of job seekers want companies to communicate more clearly during the hiring process, so don’t be afraid to over-communicate throughout the process. To scale these eff orts and provide a consistent candidate experience, OnShift’s talent acquisition system can automate these communications to help keep candidates engaged throughout the process.

Streamline Screening & Hiring

Hiring processes often diff er from community to community. HR leaders should provide their communities with a core hiring structure that can be modifi ed if needed. Once established, look to automate repeatable tasks, such as forms, background checks, off er letters and reminders. Doing so will provide an eff ective, scalable and seamless process. Once implemented, HR leaders should routinely analyze time-to-hire and referral sources to optimize results.

“In my experience, you cannot overcommunicate or follow up too quickly.” – Peter Corless, EVP at OnShift

you’re not consistently in touch with candidates, they will simply move on." Implementing a systematic, well-

defined process creates accountabili- ty for follow-up so quality candidates don’t slip through the cracks, enables hiring managers to provide candi- dates clear next steps and helps en- sure hiring processes are compliant. OnShift is committed to help-

ing healthcare providers redefine the employee experience. Based on our experiences working with thousands of healthcare provid- ers, listed above are four recruiting and hiring best practices that you can share with your HR leaders.


Quickly fi nd top candidates and seamlessly manage the entire hiring lifecycle

✔ Source ✔ Recruit ✔ Screen ✔ Hire ✔ Onboard Learn more

Page 1  |  Page 2  |  Page 3  |  Page 4  |  Page 5  |  Page 6  |  Page 7  |  Page 8  |  Page 9  |  Page 10  |  Page 11  |  Page 12  |  Page 13  |  Page 14  |  Page 15  |  Page 16  |  Page 17  |  Page 18  |  Page 19  |  Page 20  |  Page 21  |  Page 22  |  Page 23  |  Page 24  |  Page 25  |  Page 26  |  Page 27  |  Page 28  |  Page 29  |  Page 30  |  Page 31  |  Page 32  |  Page 33  |  Page 34  |  Page 35  |  Page 36  |  Page 37  |  Page 38  |  Page 39  |  Page 40  |  Page 41  |  Page 42  |  Page 43  |  Page 44  |  Page 45  |  Page 46  |  Page 47  |  Page 48  |  Page 49  |  Page 50  |  Page 51  |  Page 52  |  Page 53  |  Page 54  |  Page 55  |  Page 56  |  Page 57  |  Page 58  |  Page 59  |  Page 60