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How to Tap into the Hidden FQHC Talent Market

Competition for talent in the healthcare space is incredibly challenging. The latest data shows a shortage of between 54,100 and 139,000 doctors by 2033. The nursing shortage will expand to half a million vacancies by 2026. FQHC organizations and all other healthcare organizations, for that matter, must figure out how to adapt to these challenges

The pool for most roles, whether they are clinical or administrative, isn’t deep, so recruiters need to use their creativity to tap into hidden pools of talent. What is the hidden job market, and how can hiring teams tap into these resources to overcome the talent shortage in the healthcare space?

What is the Hidden Job Market?

The hidden job market is the bottom of the iceberg, far below the surface of the typical applicants that apply to the job. That, however, does not mean they are “bottom of the barrel.” Instead, these are the passive candidates that you have to ferret out to take a step toward a new opportunity. If you can find these candidates, you win for your organization and the team you serve.

The proactive search for candidates to build relationships with starts well before a job is even posted, particularly in healthcare. For FQHCs, recruiting teams must work to develop long-term contacts in the market in order to find candidates well before they consider applying to a job ad. It’s the only way to keep on top of the demand, particularly for clinical staffers that are increasingly difficult to find.

From a job perspective, the hidden job market is the word-of-mouth process that companies use to find qualified candidates even before a job is posted. A manager at the FQHC knows a job will be posted well before the ad is crafted. The hiring manager searches their network to find a qualified candidate and begins to spread the word. These are all steps necessary to search for candidates well before a job is posted. Many good candidates are found during this process, but most FQHC organizations lack the kind of time to leverage the hidden candidates to fill roles on their team.

Tapping into your connections in a new way and learning to build more referral relationships are critical skills used regularly by most recruiting firms. Start with the people you already know. Even if you’ve lost touch with someone in your network, the reality is that most people are willing and ready to help. To do this job well, having an updated LinkedIn profile is the first step toward tapping into your hidden candidate network. Facebook can also be a tool that connects you with good candidates.

Many organizations also take a global perspective on recruiting. The Society for Human Resource Management (SHRM) suggests that organizations “stall without the cross-border movement of human capital.” They also say 86% of employers report “a timely, predictable and flexible migration system is critical to their business objectives.” For healthcare organizations of all types, including community healthcare providers, considering global talent is a way to help overcome some of the staffing shortages we’re experiencing these days.

UHC Solutions is here to help you find the hidden talent you’ve been missing. Our team works tirelessly to help your organization find healthcare executives, primary care and specialists, dentists, and behavioral health professionals. Call on us today.

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Unlock the Latest Salary Trends in Community Healthcare

Download UHC Solutions’ Salary Guide eBook for 2024 salary ranges, key data, insights, and more.