The 2013 Hodes Healthcare Talent Metrics report highlights opportunities for improved recruitment strategies within the healthcare industry. Among the needs identified: utilizing social media more effectively through online talent pools, leveraging employer brand to increase employee engagement and tracking source of hire data through tagging and other tools.
Download the report below, or contact us today for more information.
Great Expectations: The Latest Employer Branding Research
Your success as an employer – finding, keeping, and engaging the talent that fits your organization and drives your bottom line – is directly connected to the effectiveness of your employer brand. But how do organizations today define that success? Do they expect to see returns beyond the most direct measures of hiring cost and retention? Do they see a connection from their Employee Value Proposition and brand strategy to their performance in the marketplace?
Bernard Hodes Group recently answered those questions in a broad survey of today’s employers. Our results discover and report on U.S. employers’ current expectations and measurement practices as they relate to employer branding.
The result is our proprietary research report: The Growing Value of Employer Brands.
Download the report below, or contact us today to for more information.
How will you hold on to your RN talent?
Employment opportunities for RNs are expected to increase to 3.2 million by 2018. It is now critical for health care employers to pay close attention to the current workforce to ensure they have sufficient staffing for patient care in upcoming years. With the majority of all talent segments at high risk of attrition, the importance of engaging new talent and retaining current employees is crucial.
Understanding the preferences for each segment will help employers better attract, retain and engage RN talent. In this report, we examine the motivators that contribute to the desire to consider a job change, and provide insightful implications and actionable recommendations for all HR representatives.
This research was conducted in partnership with Katon Direct.
How should employers get the talent they need from social media?
The use of social media is no small phenomenon. Facebook has 550 million unique monthly visitors, Twitter has about 90 million unique visitors, and LinkedIn has about 50 million unique visitors, according to eBizMBA Rank for September 2010. The percentage of American Internet users visiting social-networking sites monthly increased by nearly half, from 40% in 2008 to 59% in 2010 and is projected to reach 69% by 2014.
With that type of potential audience, is social media a viable channel for recruiting activities? And if so, how should employers approach social media for employer branding, recruitment, and internal communications?
We sought the answer to those questions from both the general online population and HR professionals.
The Bernard Hodes Global Network surveyed students in four countries: United States, United Kingdom, Singapore, and China. This study shows that the majority of students in each of these countries visits social networking sites at least once a week, considers career advancement a key element of the employer brand, plans to attend multiple campus presentations, and views the campus presentation as the beginning of an on-going dialogue with employers. This is good news for employers who are striving to create a uniform, global approach to campus relations.
This study confirms that students across the globe share remarkably similar concerns, issues, hopes, and aspirations as well as preferences in how they interact with employers. Yet, while students have much in common, it is still important to consider the dissimilarities when deploying a campus recruitment strategy within distinct cultures especially with regard to social media venues and the etiquette of candidate relations.
This edition of Hodes’ Employee Engagement research among Human Resources and Internal Communications professionals examines the similarities and differences in engagement practices and responses to the economic decline among health care and non-health care respondents. The findings and recommendations cover top concerns for health care respondents, changes in priorities, and engagement program implementation.
This latest study from Hodes Research surveyed Human Resources and Internal Communications professionals to obtain an in-depth understanding of how employers are implementing employee engagement strategies, and how the downturn in the economy has impacted these practices and strategies.
- The most named types of engagement programs being implemented are: education/training (28%), recognition/awards (27%), research (22%), and communication (19%).
- Overall, most companies (81%) conduct engagement surveys, and more than half (56%) conduct them at least once a year.
- When asked for their top three priorities from among 17 choices, the most cited are: employee engagement (42%), training and development (27%), retention (25%), and sourcing (24%).
Don't miss out on this engaging study!
Hodes' research into the Millennial population explores the differences in attitudes and behaviors between ethnic groups and along gender lines. This report offers insight into media habits and employer expectations.
This comprehensive study provides insight into how to recruit nursing students, covering such topics as career paths, job search behavior, employers' career sites, employer preferences, diversity, social networking, and more.
Download this follow-up report to the 2006 Hodes and AACN survey on health care work environments. Also, the original study can be found below.
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