Transparent Hiring in Healthcare
Traditional advice leads many employers and candidates to play their cards close to the vest during the hiring process. Each party fears giving too much away, whether it’s around salary, benefits, job requirements, or any quirks of the role.
While I understand this sentiment, I don’t think it serves organizations or candidates very well. What I’m seeing more of, and what seems to be more successful, is transparent hiring practices.
What is Transparent Hiring in Healthcare?
Transparent Hiring in healthcare is open communication during the hiring process. This means an organization will communicate clear and specific information upfront about job expectations, requirements, salary range, and available benefits. It also means they’ll set clear expectations around the length of the interview process. This gives candidates a clear idea of how many steps they’ll need to take before they might hear a “yes.”
Transparent hiring has many benefits for candidates. What might be less obvious, but no less true, are the benefits transparent hiring practices create for organizations. In the end, transparent hiring benefits employers just as much as candidates. Here are five benefits to consider.
The Benefits of Transparent Hiring in Healthcare
1 – You’ll build trust early. The candidates you’re working with today may be the C-Suite leaders of your hospital tomorrow. By communicating openly and honestly about the available position, you’re building immediate trust with a potential future leader. That creates rapport, connection, and an overall better hiring experience for all parties involved.
2 – You’ll attract ideal candidates. Great leaders aren’t afraid of the truth. Even if your hospital is facing some challenges, leaders appreciate knowing about them upfront instead of being surprised by them on the job. When you are candid about the state of affairs in your hospital, you’ll find leaders who are truly inspired to tackle those problems — leaders who are motivated to make an impact in your organization.
3 – You’ll avoid future turnover. When candidates don’t have a clear idea of the role they’ve accepted, they may be in for a rude awakening on Day 1. By being clear about expectations upfront, you’ll ensure that the leaders you’re hiring know what they’re getting into. With a clear idea of expectations, they can hit the ground running when they start. They’re also less likely to become overwhelmed, burnt out, or disillusioned enough to look for a new opportunity.
4 – You save everyone time, energy and effort. There’s no doubt about it – the hiring process can be challenging for all involved! It’s time consuming and effortful, often involving applications, phone calls, in-person interviews and more. When you outline job requirements and expectations very clearly, you’re likely to only receive applications from candidates who are truly a potential match – not the “job curious” who could take or leave the role, or candidates who have major deal breakers around items like salary, benefits, and relocation. Transparent hiring practices can save yourself and your candidates valuable time and energy.
5 – You allow everyone to make a well-informed choice. Transparent hiring is a two-way street. When organizations share clear guidelines, it invites the candidate to share honest and open feedback about what they’re looking for, too. From this place of honesty, both organizations and candidates are empowered to make the right choice for themselves and their respective companies.
If you’re ready to implement more transparent hiring practices into your work, here are some ideas on where to start.
6 Easy Ways to Practice Transparent Hiring
- Write a clear, accurate description of role responsibilities
- Write down any requirements or certifications candidates must have
- Include a salary range or starting salary in your job posting
- Include a clear breakdown of employee benefits
- Include clear expectations about relocation and/or remote work
- In interviews, be candid about the challenges your hospital is facing and the problem solving skills you’re hoping the leader will bring to the table
The bottom line? A little bit of transparency can go a long way. When you share important information upfront, you are more likely to find candidates that are truly motivated to help your hospital and support your team in its growth and challenges. The right candidate will see the potential in the role and seize the opportunity. It might feel scary at first, but I promise — the end result is often well worth it!
Lauren Bencekovich is the founder and Managing Director of Lauren Recruiting Group, a boutique healthcare recruiting firm that matches healthcare executive candidates with hospitals and health organizations. Looking for an outstanding C-Suite candidate? Visit our contact page to schedule a 30-minute intro call with one of our team members. We look forward to connecting and matching you with a top-tier candidate!