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Using the pool of healthcare providers who are not actively looking for work could help to balance supply and demand. This encourages providers to return to the field, as more than half of these healthcare providers would be willing to discuss a job opportunity if one were provided.
Fremont, CA: The healthcare industry is the nation's fastest-growing job market. Recruiting exceptional talent can be extremely competitive, which means that the medical industry's staffing crisis will persist for some time. Not only are there a shortage of physicians and nurses, but with the aging of the baby boomer generation and enhanced technological advancements, the demand for all healthcare professionals is growing faster than ever. Physician assistants, physical therapists, pharmacy technicians, and administrative support staff are in high demand as well.
AI Enables Recruiters to Target Passive Healthcare Providers.
There is a sluggish pool of untapped talent that AI may be able to tap into. Because 86 percent of physicians are not actively looking for work, the country is expected to face a 122,000 physician shortage by 2032.
Utilizing artificial intelligence software, recruiters can broaden their candidate sourcing to include professional communities, social media networks, portfolio sites, resume databases, and job boards. This software can quickly review millions of profiles and recognize more candidates than manual sourcing.Using the pool of healthcare providers who are not actively looking for work could help to balance supply and demand. This encourages providers to return to the field, as more than half of these healthcare providers would be willing to discuss a job opportunity if one were provided. As a result, this could be a significant approach to meeting staffing needs.
AI Hunts Down the Best Candidate for the Job.
Not only can technological advancements identify qualified candidates and screen out the unqualified, but emerging platforms can also use data points to predict a candidate's cultural fit, enabling recruiters to consider factors other than a prospective hirer's skills and talents. Predictive analytics can assist recruiters in identifying candidates who have the potential to meet job expectations but would not have been considered otherwise, such as recruiting an OR Assistant instead of an OR Nurse. There may be candidates one would have overlooked otherwise who are equally skilled, if not a better fit.