Your address will show here +12 34 56 78
Blog Post, Staffing Solutions

In the last 10 years, finding good employees has become one of the most challenging aspects of running a business for many employers. Since COVID-19, the struggle has become even more prevalent. 

The job market is competitive right now – many employers are hiring and there is a limited amount of people looking for work. According to the National Federation of Independent Business in March, 42% of business owners reported to have job openings they could not fill. 91% of those business owners currently hiring could not find qualified candidates. And those numbers are growing. 

There are a number of reasons for people choosing to not reenter the workforce – from not wanting to become vaccinated, receiving unemployment checks that pay more than a starting hourly wage, to not having childcare for schools that remain virtual. While the reasons may be valid in some cases, it makes things very difficult for businesses to remain open without any labor.

The key many employers need for finding people for their job openings is to sell the position and attract those looking for work.

How to Find Good Employees In a Tough Market

Sell the Position

Your recruiters are your best sales team. Even if you aren’t looking for someone for a certain position, you should always be recruiting and selling the position. Make a prospect list, create a strategy, and consistently work to attract your talent.

Talk to former employees, ask about referrals, and perhaps even convince them to come back on board. Identify talent and sell the job – don’t rely on a job posting to do the hard work for you. Many employers make the mistake of listing qualifications and requirements for the job and leaving it. In a competitive market, the job post needs to sell. 

Write simply and clearly. Avoid jargon, buzzwords, and industry cliches. Provide details of the job responsibilities, a clear job title, and specify the salary range. Most quality candidates know their desired salary and will be more willing to apply for a job that is straightforward and transparent.

Showcase the Company Culture

When the market is competitive, quality employees know they have choices. The place of business is important – the culture is critical. When selling the position, sell the company. Show prospective employees how wonderful your company is and your company culture. Spotlight current employee’s testimonials on social media and your website. Make sure when potential employees look for information about your company, they find engaging, fun, and impressive information that draws them in. Build a reputation of being somewhere that people want to work.

Make Your Purpose Known

You may be surprised at how important your company’s purpose is to prospective employees. Attracting and retaining talent relies on their ability to connect with a business and know what they are doing is making a difference.

Conveying a well-defined purpose will ensure that your potential employees understand what you’re trying to accomplish. If someone buys into your purpose, drive, and goals, they will be much more likely to stay long-term. While it takes a lot to attract new employees, as soon as they see themselves as a part of something bigger, they will stay.

Hiring employees in a tough market is a challenge many businesses are faced with. These strategies will help you normalize your hiring process and attract high-quality employees.

Click HERE to find out about our current job openings. 


Blog Post

The COVID-19 pandemic delivered a new era in the world of healthcare work. Staffing firms pivoted quickly to manage the demand for workers as the pandemic raced across the country. Demand increased for travel nurses while it decreased for many temporary specialists and therapists. 

While travel nursing remains in demand throughout 2021 as an effort for mass vaccination continues, it will likely even out in the upcoming months due to the cost and budgetary restrictions. As the industry becomes more regulated, hospitals will turn to more permanent staffing solutions.

This may impact the “new normal” in healthcare staffing. There are three main trends ushered in by the pandemic that are here to stay.

3 Key Trends in Healthcare Staffing

1. Using Automated Database Mining to Find Qualified Candidates

Staffing agencies had problems finding qualified candidates like travel nurses. However, many many of those same agencies had hundreds of inactive candidates in their databases. These candidates were disengaged.

By using automated software, recruiters save time engaging leads and only need to screen interested candidates, build relationships, and match them with proper assignments.

2. Problem: Pre-Credentialing Nurses to Prevent Losing Candidates

Because of the high demand and record number of candidates, they were being lost in the funnel. This is due to the credentialing process being too demanding or being presented by competing offers with faster placement.

One way to do rapid-response travel nursing – where nurses receive placement in a day or two – is to pre-credential them or have their credentials nearly complete with only state and facility-specific documents remaining that can be completed quickly. When handled by credentialing software combined with third-party partners with offshore recruiters, this process is far more cost-effective, scalable, and efficient, allowing the onshore recruiters to focus on building relationships with the nurses. 

3. Retaining qualified talent Using Comprehensive Healthcare Agencies

With specific specialties in high demand, staffing agencies worked hard to retain the talent they already had.

When multiple healthcare industries are connected by a larger company, there is more flexibility and opportunity for specialists. As the healthcare market for demand changes, nurses and workers are able to find other positions under the same company, in different practices. Cartera Health not only has connections in staffing in-home medical care but also provides medical credentialing. This ease gives nurses the ability to focus on their patients instead of the logistics of finding work when temporary assignments are up.

Growth & Sustainability in Healthcare Staffing

The U.S. Bureau of Labor & Statistics estimates employment will increase 4% by 2029, an annual growth rate of only 0.4%. Healthcare occupations are projected to outperform this number significantly. Two areas that will see the largest growth are healthcare practitioners and healthcare support – estimated to grow 9% and 23% by 2029. A report by McKinsey & Company expects that by 2030, the most significant growth in U.S. labor demand will be among wellness occupations and healthcare professionals.

To maintain the sustainability of growth, healthcare staffing agencies will continue adopting innovative strategies to guarantee that client, candidate, and employee engagement stays strong. 

Savvy healthcare staffing agencies are taking what was learned and what solutions were implemented over the past year and applying them so they’ll be able to meet forecasted demand for years to come. They’re maintaining the culture of flexibility, skill, and adaptability asked of them during the pandemic to make sure they’re ready for whatever happens down the road.