Recruiters can use artificial intelligence strategies to learn more about candidates – and better target locum tenens providers
Connecting with passive and active job seekers usually includes a digital strategy, and in 2021, the need for data-driven candidate information will be a differentiator. Through the use of artificial intelligence (AI), recruiters and hiring managers can get to know passive and active candidates on a lifestyle level, and share relevant locums positions that align with their hobbies and interests.
Selling the Scene
The physician and nurse shortage is expected to continue its upward trajectory, and communities all over the nation are feeling the heat. Recruiters and hiring managers are leveraging new and different tactics to learn more about candidates so they can tailor not only the right jobs – but the right locations and lifestyle amenities.
For example, if a provider has researched “hiking” and “rafting” and visited related sites, then the recruiter can assume these are the candidate’s interests and share locums positions available in places that offer those activities, such as Colorado or California. Or, if the provider is culturally-minded and conducts online searches related to museums and art galleries, then perhaps locums positions in New York or Chicago could be of interest.
The use of AI can help recruiters uncover a goldmine of hobby- and personal interest-related data that can then be used to not only sell the job opportunity from a career standpoint, but also from a lifestyle one. For candidates, learning about the lifestyle opportunities of a particular area can be deciding factor in whether or not they accept a new assignment.
The use of AI like cookies assumes that candidates have already visited the recruiter’s website. This is the reason why a smart search engine optimization (SEO) strategy must be in place, and why the ability to track, analyze, and leverage data is so critical.
Increase Lead Generation for Locum Positions
Recruiters and hiring managers are also adjusting their mindset in terms of demand generation and lead generation. To get viable candidate leads, you have to know who your candidates are – and not just by their names and exiting assignments. AI and other data-driven processes can be the key to actively searching for new leads – and converting passive visitors into active submissions.
While AI and data-driven strategies aren’t new to business, the full use of their power is now gaining momentum for the healthcare staffing industry. The adage “knowledge is power,” applies to knowing your candidates. And knowing means understanding them beyond their resumes and job descriptions to discover their interests. Selling lifestyle amenities may be the difference between an open opportunity and a filled assignment.