5 Benefits of Using Specialist Recruiter to Hire Health Tech Talent

The process of hiring the best health tech talent is long and arduous for a hiring manager or recruiter. It gets challenging if they aren’t familiar with the terminologies of the IT sector. Recruiters wouldn’t know what to look for in a candidate while screening for specific positions to fill.

Attracting the right talent is a challenge for 76 percent of hiring managers. They may mix up similar-sounding programming languages such as Java and JavaScript. Thus, end up hiring the wrong applicant for the role. However, these mistakes can be avoided if health tech companies hire a specialist recruiter for tech talent hiring and onboarding.

Generalist Vs. Specialist Recruiter

As the name suggests, generalist recruiters hire candidates for a wide range of jobs across multiple industries. They focus on a variety of roles, thus offering more opportunities to applicants.

Generalists have fewer restrictions on which job roles to work on, as compared to specialist recruiters. However, they face hurdles when companies are looking for niche-specific recruiters to work with.

On the other hand, specialist recruiters have a deeper know-how of their area of specialization, in this context the health tech sector. They keep themselves abreast of the latest technologies in the healthcare industry. They’re also aware of the terms used by developers, and current healthcare regulations.

Oftentimes, specialist recruiters have a background in the field and are in tune with the industry. They know what to look for in candidates while hiring, and are aware of the market trends too. A narrower focus helps healthcare specialist recruiters find hard-to-get candidates and fill positions faster.

5 Benefits of Using a Specialist Recruiter to Hire Health Tech Talent

1. Deep Understanding of the Healthcare Industry

A deep understanding of the healthcare industry helps specialist recruiters to get a better perspective on the roles they’re hiring for. Additionally, a specialist can target job advertisements better, as they know on which social platforms health tech candidates spend their time on. This is an effective strategy to reel in passive candidates as well.

Further, healthcare specialist recruiter is aware of the terminologies used by healthcare IT developers and other necessities of job requirements. This knowledge helps them to ask relevant questions during the initial screening process. Their niche expertise acts like a guide on market trends, salary expectations, new technologies, and skillsets. Thus, making it easier for executives to negotiate payrolls and perks during the interview process.

2. Zero Chances of Bad Hires

A bad hire can cost a company up to 2 times the expense of a salary given to an employee. Not only this, bad hires result in high turnover rates, which affects the productivity of a company. This eventually impacts a company’s revenue cycle and work deliverables as they aren’t up to par with it.

Other employees are forced to take up the uncompleted task, thus putting additional strains on the company. This tension and strain within a team ultimately affect employees’ attitudes toward their job, company, and co-workers. Change of attitude eventually hampers morale and workforce motivation.

To avoid bad hires and their resulting consequences, consider working with a specialist recruiter, as they spend extra time ensuring that a hire is not only suitable for the role but also culturally fit for a company.

Specialist recruiters avoid bad hires via methods such as benchmarking salary offerings, consulting applicants on job briefs, and automated screening processes.

3. Help in Spotting Talent for Hard-to-Fill Roles

Companies face challenges while hiring for hard-to-fill health tech positions. Reasons can be diverse. Sometimes, it’s hard to fill a position because the role requires specific skills and experience. At other times working parents drop challenging roles to look after the kids. Additionally, applicants drop roles due to low pay scales, and this situation is often encountered in small and medium enterprises.

According to a report by OED (Oregon Employment Department), employers posted around 97,000 job vacancies in 2021, and out of the lot, businesses reported difficulty in filling 69,500 (71 percent) of the job roles. In the report, the employers stated that the lack of applicants was a major reason behind filling hard positions.

The health tech talent comprises a small talent pool, hence it is difficult to find candidates for it. However, a healthcare specialist recruiter helps to spot and bring in quality applicants with niche expertise. They source talent from databases, social media platforms, employee referrals, content marketing, and campus recruiting.

4. Save on Recruiting Costs

For companies, posting job ads on a job board is rather expensive, and they need to spend more to boost impressions on ads and attract the right candidate.

Specialist recruiters are experts in quickly assessing resumes and identifying the most qualified candidates. They often have multiple ads posted for health tech job roles, and this increases the chances of finding the perfect candidate for the role. This is a cost-effective way for companies that use specialist recruiters for hiring health tech talent.

Time holds monetary value and many companies don’t have the budget to hire a full-time in-house recruiter. Outsourcing a specialist recruiter helps to overcome this issue, as they’re paid for the number of hours worked.

5. Have an Intimate Knowledge of the HR Structure

Deep knowledge of the HR structure helps to monitor vacancies in a company and conduct research to identify potential candidates for the role. Knowledge of HR structure gives a direction to specialist recruiters on how to use hiring sites such as LinkedIn with keyword optimization and locate the right talent.

They’re also good at internal networking of candidate databases to spot the right talent. Further, a specialist recruiter keeps a track of current trends and practices of the HR structure to organize job listings and manage incoming applicants.

They know how to get competitive and reel in top-notch applicants for the company. An understanding of the HR structure helps specialist recruiters to get creative while conducting screening processes, negotiating payrolls, and managing overall recruiting activities.

Hiring top health tech talent is challenging, as candidates find it hard to keep up with the evolving technologies in the healthcare sector. However, it can be easy to find the right fit tech talent if they’re recruited directly from a healthcare staffing company.

Arkenea, a top-rated healthcare software development company, provides healthcare IT recruiting and staffing to clients. Get in touch with us and get the best health tech talent for your organization.

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