Inside the Heads of Job Seekers: U.S. Healthcare Candidate Preferences

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U.S. HEALTHCARE CANDIDATE PREFERENCES

Human resources executives hear a lot these days about how they have to think more like consumer marketers in order to compete for top talent. What is not discussed is what every good consumer marketer knows: that a market is not monolithic. Companies go further faster by segmenting and customizing their products for identifiable target audiences.

Now, new research shows healthcare candidates are unique among job seekers. Savvy companies need to know what motivates them, how to reach them in a credible and authentic way and how to craft a candidate experience that engages and retains this particular group. And companies need to understand that even among healthcare candidates, job seekers are not uniform. Preferences can and do vary by job role.

Healthcare candidates represent one of today’s most competitive talent markets. In the ManpowerGroup 2016-17 U.S. Talent Shortage Survey, nurses ranked among the top 10 hardest jobs to fill for the second year in a row.

To better understand how employers can leverage global candidate preferences and perceptions, ManpowerGroup Solutions, the world’s largest Recruitment Process Outsourcing (RPO) provider, surveyed nearly 14,000 job seekers for the third year in a row. The Global Candidate Preferences Survey was fielded in 19 influential employment markets around the world during the fourth quarter of 2016. In the United States, 1,384 candidates between the ages of 18 and 65 were surveyed. Special emphasis was given to some of the fastest growth industries: healthcare, information technology, retail and financial services.

The first in a series exploring candidate preferences by industry, this insights paper provides a new understanding of the successful recruitment and retention of healthcare and pharmaceutical candidates. The results reveal how employers can be led astray by presuming that all candidates think, feel and behave exactly the same way. Or worse, employers assume they are all like the information technology (IT) candidates that receive so much ink and airtime. Even within the healthcare industry itself, the motivations and preferences of an IT coder differ significantly from a physician, nurse, Certified Nurses Assistant (CNA), lab tech or administrative assistant.

Visit the U.S. HEALTHCARE CANDIDATE PREFERENCES microsite to view other resources and download the complete whitepaper.

For more information on the Global Candidate Preferences Survey visit the Microsite.