How to Create a Nurse Hiring Campaign

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Written by Kayla Tyson Content Writer, IntelyCare
Nurses get oriented to their new jobs after a successful hiring campaign.

Healthcare organizations across the country are facing urgent staffing needs as the supply of nursing professionals falls short of the demand for medical services. One way to attract candidates and fill positions is through a creative hiring campaign.

The hiring process has many moving pieces, and small changes can drastically change your outcomes. In this article, we’ll share some advice to help you create a plan that communicates your organization’s message, uses a variety of recruitment methods, and attracts the candidates you need.

Creating a Recruitment Campaign: Ideas and Tips

Recruitment marketing campaigns employ marketing techniques to attract top talent for open positions within an organization. These campaigns aim to develop and maintain a positive reputation, create connections with candidates, and encourage qualified applicants to submit their materials.

Hiring teams use a range of strategies, including online marketing, in-person events, and word-of-mouth programs as part of these campaigns. Use the following ideas to guide your development of an individualized plan for your healthcare facility or residence.

1. Define Your Objectives and Messaging

The first step to a successful hiring campaign is to gain clarity about your organization’s specific hiring needs. How many nurses do you need to hire? What qualifications are you seeking? Use these questions to formulate goals for the campaign, which could reference the number of applicants or the expected timeline for filling the positions.

Next, solidify your messaging. Perform market analysis and identify your organization’s main selling points as compared to your competitors. Be sure to set the pay for the role, but remember that today’s nurses value more than just salary — consider how your organization offers the following elements as well:

  • Career advancement and growth
  • Work-life balance
  • Flexible scheduling
  • Competitive benefits and compensation
  • Safe working conditions
  • Positive workplace culture

Tailor your messaging to attract nurses with the ideal qualities, such as integrity, empathy, professionalism, and more. As part of this step, you can also develop hiring campaign slogans, which get to the heart of your messaging in a succinct and catchy way.

2. Craft Appealing Job Postings

Write clear and engaging job descriptions that highlight the best of your organization. Include the job title and a snapshot of your company and benefits to start. Bear in mind that your postings must comply with recruitment laws, which outline regulations for hiring conduct.

Then, share an overview of the role, including the required responsibilities, qualifications, and certifications. Make sure to coordinate with the hiring manager or recruiter to ensure that the posting matches the specific needs of the unit.

It’s also a good idea to include a compensation range and the types of shifts the role will fill. This will attract applicants whose goals align with your organization’s needs. At the end of your job posting, add a call to action to tell prospective candidates exactly how they can apply.

3. Use Multiple Recruitment Channels

Utilize a variety of methods to get the word out about your open positions. These can include job boards, social media marketing platforms, partnerships with nurse ambassadors, connections with nursing education programs, and attendance at industry conferences.

Consider launching an employee referral program, which will incentivize your current staff to reach out to other nursing professionals they know. This can be an effective way to find top talent, as your current staff already has an idea about the workplace culture and working conditions and is likely to recommend individuals who would be a good fit.

It’s a good idea to direct each channel of your hiring campaign to your organization’s website. This will help applicants learn more about your company, engage with your branding and content, and submit their application materials. Be sure to update your website design so you can make a good impression with clear navigation, attractive visuals, and responsive page speed.

4. Optimize the Application Process

It’s essential that your application process is smooth so you don’t lose quality candidates due to a needlessly complicated system. Employing a user-friendly online application system allows candidates to submit information and required documentation with ease. Also, ensure that your application system is able to be used on mobile devices.

Prioritize consistent communication throughout the application process, such as sending application confirmation emails, status updates, and reminders about next steps. Additionally, create a process for candidates who may have questions and prioritize prompt response times.

5. Track Effectiveness and Adjust Accordingly

Regularly evaluate the effectiveness of your campaign to identify any necessary changes. Track metrics like the overall number of applicants on a posting, how many of the applicants meet qualifications, and the time it takes to fill the position. Consider conducting candidate surveys to gather feedback about the application process. Then, make adjustments as necessary to improve the campaign’s effectiveness.

Want to Leave the Hiring to Us?

Now that you’ve gathered some hiring campaign ideas, you might realize that you need some support. A partnership with IntelyCare enables you fill open shifts in your facility or residence without a time-consuming recruiting campaign. Find out how we can bring stability to your workforce with quality nursing professionals today.