The Healthcare Recruiter’s Guide To Programmatic Recruitment

Healthcare is growing at such an exponential rate that it has become a highly competitive market. An aging Baby Boomer population coupled with an increase in life expectancy has led to increased demand in healthcare professionals. And, in true form, that’s never the only problem. On top of that, turnover rates are sky high industry-wide. And that’s where you, the healthcare recruiter, come in to meet those challenges head-on. But how exactly can you take on these demands? With the help of programmatic recruitment.

Previously, experts projected that by 2020 nearly all of recruitment advertising would be programmatic, and it seems they were right. In 2018, 83 percent of organizations took the leap and invested over $46 billion into programmatic. But if you’re wondering what’s so special about this powerhouse technology, we’ve compiled a list of resources for everything you need to know.

Keep reading to find out what programmatic is and how you can use it to improve your healthcare recruiting.

What is programmatic recruitment?

Programmatic recruitment is the use of technology to buy, distribute, and optimize job ads. Basically, programmatic recruitment makes sure your job ad is seen by the right candidates on the right sites at the right time. And it does this through the use of its four technology pillars: big data analytics, job ad targeting, dynamic budget allocation, and campaign optimization.

Hiring problems facing healthcare recruiters:

Being in the recruiting trenches can be exciting and fast-paced, but occasionally, that means you lose sight of the bigger picture. We’ve compiled some resources to help bring certain trends affecting healthcare to light. With these things in mind, you can figure out where your organization stands and if technology like programmatic recruitment could be beneficial to you. This section will highlight the hiring trends and stats in healthcare.

Programmatic, big data, AI, and other recruitment buzzwords:

Before we start discussing programmatic recruitment as it pertains to healthcare, you’ll need to learn the definitions of some of the words that you’ll find in any number of the resources listed here. Knowing these buzzwords will open up the world of programmatic to you and give you a greater understanding of what the technology can provide. Learn more about specific terms here.

Transforming your recruitment strategy:

This section is dedicated to how programmatic can bring your healthcare recruiting into the 21st century. Boasting a veritable buffet of technological advancements, programmatic can take your current strategy and put it on a fast track towards success, however you may measure it. Here’s where you can learn more about the transformative properties of programmatic.

So how does programmatic recruiting work?

Programmatic recruitment makes your life easier by eliminating inefficiencies and unnecessary spending common to healthcare recruiters that are trying to keep up with a churning industry. But how does it really work? It combines the power of the four pillars of programmatic: big data analytics, job ad targeting, dynamic budget allocation, and campaign optimization. The below sections discuss each of the pillars at length.

Big data analytics:

Big data sounds intimidating but we promise it’s not! It’s just a collection of structured and unstructured stats. When analyzed properly, it can reveal trends and insights from your ideal healthcare candidates that you wouldn’t have known otherwise. Learn more about big data analytics here.

Job ad targeting:

Not all jobs are created equal. You’re not just looking for doctors and nurses, after all. You’ve got patient coordinators, maintenance workers, even in-house coders to hire. Well, the same can be said for job sites. Your job ad’s performance can vary from month to month, and site to site. That makes strategizing for these differing positions an extremely difficult task. But with job ad targeting, your job posts will reach its maximum performance threshold, with the right candidates, without you ever really trying too hard. This section will teach you more about job ad targeting.

Dynamic budget allocation and bidding:

Manually tracking and deciding which of your job ads need the most money to meet your KPIs and succeed has always been daunting. Couple that with a strict recruitment budget and you’ve got yourself a stress-inducing problem especially if you’re trying to fill more unique roles. You know you have to spend more on a neurologist than an administrative assistant, but the lines can start to blur a bit when other specialized roles come into play.

With dynamic budget allocation and bidding, you’ll never over or underspend on a job post again. Here are some helpful examples of dynamic budget allocation and bidding.

Campaign optimization:

Programmatic recruitment wouldn’t be programmatic without some help from campaign optimization. This technology basically puts the intelligence in “Artificial Intelligence.” Campaign optimization monitors your job ad campaigns and adjusts accordingly, something that a person wouldn’t be able to do on a consistent basis. Learn more about campaign optimization in the resources below.

Employee engagement and the candidate experience with programmatic recruitment

Employee engagement and candidate experience are two HR factors that every healthcare recruiter should be thinking about. Programmatic recruitment doesn’t just help you automate your processes, it also improves the quality of the candidate experience which is crucial in today’s competitive recruitment environment.

With all that extra time and all those happy candidates, you’ll see an increase in the engagement of those that you decide to hire. Learn more about employee engagement and the candidate experience here.

Miscellaneous resources:

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