Talent acquisition tools are a great savior for all hiring managers struggling with the long and tedious hiring process. 

Let’s see how.

Bunch of paperwork, tons of candidate screening, lots of unanswered candidate queries, shortlisting of candidates, finding their contact information and so much more.

Ohh gosh, getting so overwhelming!!

That sounds quite relatable, right? You are all the hiring managers out there!

According to SSHM, hiring new employees takes about 36 days and costs an organization around 4000$, but more than time and money it takes a lot of energy of the hiring manager to go through 10-100 resumes to find the perfect blend of competence and personality.

And sadly your job doesn’t end here. Once you select resumes for further process, you have to do interviews, tests, Hr rounds, etc. 

But technological evolution has reduced some of your struggles of hiring the right candidate if you use it in the right way.

The market is exploding with so many recruitment tools to ease down your recruiting burden, but before suggesting to you some of the awesome tools, let me convince you of the ‘why’ of having these tools. Let’s read the blog on the best tools for recruiting in healthcare.

What are recruitment tools?

These are software specially designed and developed to make the hiring process easy.

They assist the hiring managers in every step of hiring from generating interest, screening resumes, conducting interviews, and onboarding selected candidates.

These recruitment tools are of great help to hiring managers in maximizing productivity with minimum effort.

Why do you require recruiting tools?

In this cutthroat market situation, where every candidate wants to get hired by a well-reputed brand, with a good pay scale it’s almost impossible to stand out and hire quality candidates without using best recruiting tools.

Let’s see how these recruiting tools will help you in your recruiting process.

1. Screening candidates

Apart from the skills of the candidates, you need to screen a candidate for so many other aspects, like mentality, experience, and personality before you finally qualified them for the next round.

And this is quite a lengthy and time-consuming process. 

So why not simplify them by using talent acquisition tools, which can screen tons of candidates according to your criteria?

2. Candidate reach

The various talent acquisition tools help to pitch jobs and companies to top-performing employees via mail.

These tools send automated mail which helps you to build your company’s brand and creates curiosity.

3. Feedback 

Feedbacks are the breakfast of champions. They help you to become better.

And these recruiting tools help you to collect feedback from candidates as well as the hiring manager so that you can improve accordingly.

4. Helps in eliminating biases

Machines don’t know to differentiate between candidates. According to INC, only 10 percent of African Americans got a callback on mentioning their authentic identity on resumes.

But with resume screening tools you can avoid such biases and can have a diverse working force.

5. Create a strong candidate experience

Want to attract good quality candidates to your posted job profile?

Then you must give stellar interview experience.

And these tools of recruitment help you automate candidate communication and improve prospective employees’ experience with your company, and make them eager to join your team. 

11 Amazing Tools For Recruiting In Healthcare

1. Ampliz healthcare intelligence

When it comes to the recruitment of healthcare professionals, Ampliz is the best talent acquisition tool. 

Recruiting healthcare professionals have become quite easy with Ampliz. Ampliz helps you in your healthcare professional recruitment.

It offers you an authentic database of qualified healthcare staff, experienced nurses, trained executives, qualified and trained physicians, etc.

This database is backed with names, email IDs, contact numbers, skills, and Linkedin profiles to get their instant access.

Main features

• A platform designed with powerful AI backed with human intelligence gives you premium quality data output
• It gives exactly what you want with 25+ search filters
• It’s a Chrome extension that doesn’t require any login or a separate platform

2. Ideal 

Isn’t it interesting to have a kind of recruiting tool that solves your potential hire’s query even when you are sleeping! Chatbots do the same for you. It’s an intelligent messaging service to perform simple tasks or respond.

And, the ideal is a kind of chatbot. It identifies top matches for openings, engages candidates via chatbot, removes inefficient delays by automating status progression, and reduces elements that eliminate hiring bias. 

Main features 

• It lives in your current ATS, no separate login or platform is needed
• With transparency, it explains every decision in detail
• Continuous upgradation with the help of recruiter feedback, suggestions, and candidate’s performance

3. Scorehub

Social media has undoubtedly widened the reach of your potential hires.

But going on each social media platform, finding the candidate with the right skills is somewhat tedious and time-consuming. But the scorehub tool of recruitment has made this task quite easy.

You just have to enter the words and phrases associated with your job opening, the required skills, the location of the job, and the social network you want to reach.

And your job is done, scorehub will post it on social media sites of your choice.

Main features

• Gives you tons of new ideas for keywords to find new candidates
• Creates boolean search string
• It’s a chrome extension that allows you to receive alerts and activating it enables you to search candidates

4. Contact Out

Once you have shortlisted the candidates, you must contact them for further processes. But LinkedIn mail or messaging doesn’t work always.

They might see them or might not.

And that’s why to increase your chances of response you can use the contact out tool of recruitment.

It’s a chrome extension, which shows the overlay contact information on the LinkedIn profile you are viewing.

Main features

• Helps you to find out your email, and phone number on Linkedin
• Perfect for outreaching in recruiting, marketing, and sales
• It’s a chrome extension and doesn’t require any login or separate platform.

JOBSOID

Jobsoid is an Online Applicant Tracking System that provides a complete recruitment solution for all of your recruitment needs. It includes a slew of features, all of which are intended to make every step of your hiring process easier.

Jobsoid offers a one-stop solution for everything from posting jobs on numerous job sites to handling applicant applications, connecting with candidates, and collaborating with your team.

With Jobsoid, you can automate your employment process and enjoy stress-free recruiting.

Key Features

• Applicant Tracking System
• Advertising jobs on various job boards and social media
• Website and Facebook page integration
• Sourcing candidates using the Chrome Plugin and manual imports
• Shortlisting candidates faster with AI-based Smart Filter
• Managing candidate applications with tags and other filters
• Built-in email and text messaging for ease of communication
• Scheduling interviews – single, batch with time slots and video screening
• Mobile Apps to recruit on the go

6. Job score

Every job role demands a specific application form. Job score creates job templates for every department for them to customize and use with their unique questionnaire process.

This makes the application process a lot easier for candidates.

Main features

• Create a perfect application form for every job
• Effortlessly provide outstanding candidate experience
• No more long hours of data entry
• Boost employee referrals

7. Workable

It is a talent acquisition tool that allows you to streamline the whole process of recruiting starting from posting and promoting vacancies, to sourcing candidates with a built-in candidate search engine, screening candidates’ resumes, scheduling interviews via smartphone, tracking applicants, managing talent pools, and budget planning.

Main features 

• Customized interview kits and scorecards for feedback and prompt actions
• Integrated background check, and EEO/OFCCP compliance
• Talent pool management

8. Textio

Your job description should be able to excite the potential hire to apply immediately. For that, it should be written in the most persuasive language.

And textio helps you with that. It’s an augmented writing tool that uses a data-driven writing approach to improve job descriptions.

It generates the content with powerful language guidance, that attracts active job seekers, and engages passive candidates.

Main features 

• Inclusion guidance around age and ability bias
• Allows you to compare your job description with your competitor
• ATS integration with Greenhouse or Workday

9. Zap info

It’s a communication tool, that automates every aspect of communication with candidates.

It’s a chrome extension that accelerates the outreach time with one-click data-sharing capabilities with 100+ sites that can be used for sourcing candidates.

Main features

• Bulk profile extraction from multiple sites
• Automated customized outreach templates
• Contact enrichment with emails, phone numbers, social profile links, backgrounds, skills, and more.

10. Amazing hiring

It’s an AI-powered talent acquisition tool, that offers one-click access to technical candidate pools, fullest tech stack information, and wide personalized communication capabilities help you to stand out from the crowd.

Main features of Amazing hiring

• Offers you a pipeline list of the most relevant role
• Consolidated candidate profile with contact information, tech expertise, achievement, and professional background.
• A wide range of filters from related to diverse ones
• A free chrome extension showing candidate’s social and professional profiles and works in pair with the Amazing Hiring platform

11. Recruiterflow

Recruiterflow is the highest-rated executive search software for agencies. It helps recruitment businesses transform their recruitment process with a robust and intuitive recruitment ecosystem. 

Main features of Recruiterflow 

• Applicant Tracking System
• Assessment Management
• Background Screening
• Candidate Management
• Candidate Tracking
• Careers Page
• Client Relationship Management
• Customizable Branding
• Email Marketing
• Interview Management
• Interview Scheduling
• Job Posting
• Job Requisition
• Lead Management

Importance of Recruiting Tools

Almost all reputed organizations are adapting their hiring process with recruiting tools because of its following importance.

Accuracy

Using recruiting tools will help to filter accurate parameters in the hiring process. By using these tools human errors can be eliminated and boost employee productivity.

Saves time

Along with the accuracy of the process, these tools also help in saving human time. In a fraction of a minute, these recruiting tools can do the cumbersome process like screening tons of candidates’ resumes.

Cost-effective

These tools of recruitment are cost-effective depending upon the number of purposes they solve. Even many free tools are also available in the market.

Efficient

These recruiting tools are highly efficient in filtering potential candidates. These can be understood by these tools’ response time, replies, effective communication, etc.

Conclusion

Thus, in this technology-dominated world, to excel, and stand out from the crowd, you don’t have a choice but to use some of the best-recruiting tools mentioned above.

Choose Ampliz to ease down your hiring burden, and help you and your organization in selecting the right candidate in less time and cost-effective way. 

Ampliz helps you to ramp up your hiring pace with a list of the right talent along with their role, designation, experience, and company changes and offers you real-time access to their phone, mail id, and LinkedIn information.

The post Best Tools for Recruiting in Healthcare appeared first on Ampliz Blog.

Offering benefits to your employees is essential for any small business that wants to stay competitive in the job market.

However, many of these inclusions are expensive. Don’t worry, you can still provide an attractive benefits package to your staff without breaking the bank. Check out what benefits should startups offer to employees in 2023.

10 Affordable Benefits Employees Want Startups to Offer

While offering benefits can be expensive, there are plenty of things you can do to make them affordable.

Here are 10 benefits you should consider and how to make them cost-effective

1. Health Insurance

Health insurance is a must for any competitive small business.

Make sure to shop around for the best rates and be mindful of hidden costs, such as deductibles and copays, as they can add up quickly.

Then, find a plan with many low-cost services, like Doctor on Demand or Virtuwell.

To reduce overall healthcare spending for good, promote a healthy culture in your workplace. 

2. Retirement Savings Plans

Retirement savings plans such as 401(k)s or IRAs offer long-term financial security for employees at an affordable cost to employers who match contributions or offer other incentives. 

To find a great retirement plan, shop around for affordable 401k plans for small businesses and consider lowering your contributions.

Try to pass nondiscrimination testing the first time around.

3. Paid Time Off (PTO)

Providing paid time off (PTO) allows employees to recharge, eliminating burnout at the source.

Not only that, but it can also keep employees in your company more productive while reducing the number of sick days or absences.

PTO pays for itself, but if you want to save even more money, make the PTO unlimited.

It prevents everyone from taking time off at the same time.

4. Flexible Schedules

Flexible schedules allow employees more control over their work-life balance, which can help attract top talent and increase productivity.

But don’t forget about offering remote work options. You can skyrocket your team’s performance with the right remote or hybrid work strategy.

Once you implement a remote-friendly workplace, you’ll start saving money everywhere.

5. Education Reimbursement

Offering education reimbursement helps foster a culture of learning and development.

It also serves as an incentive to attract and retain top talent who are incredibly skilled in their industry. 

To make this benefit inexpensive, require that employees stay for a year after paying for their tuition.

If they leave voluntarily before that time, they’ll have to pay back their tuition in full.

6. Wellness Programs

Wellness programs such as gym memberships can help promote a healthy work-life balance.

Not only will a good work-life balance reduce stress levels, but it can also lead to increased productivity, creativity, and morale among employees.

Wellness programs are typically inexpensive, but you can make them cheaper by running classes inside your own office.

7. Childcare Options

Providing childcare options like on-site daycare or discounts at local daycares can be helpful for employees with families.

Childcare is unfortunately overlooked, and it’s a massive cost sink for new couples. But with a childcare benefit, families can focus more on their jobs and duties.

Childcare is expensive, but you can control costs by opening an on-site daycare for employees.

8. On-site Amenities

From catered lunches to coffee services, offering on-site amenities is a cost-effective way to show you care.

If these amenities are healthy, you’ll see better health outcomes in your staff.

Keep in mind that you don’t have to stock your own amenities.

If you don’t have a kitchen or you want to keep food off-site, ask a food truck to make your company a part of their daily route.

9. Transportation Assistance

Transportation is an expensive consequence of working in an office, but it doesn’t have to be.

If you require your staff to come to the office daily, consider offering employees discounted public transit passes, gas cards, or bike shares. You could even comp business travel expenses for your more senior staff. 

This benefit is tax deductible, but you can lower this cost even more by switching to hybrid work options or encouraging carpooling.

10. Mental Health Support

Mental health support is one of the most important benefits you can offer your employees. 

Providing access to counseling services or offering an Employee Assistance Program (EAP) can be helpful in reducing stress, increasing productivity, and promoting a healthy lifestyle.

Offer attractive benefits to retain talent and stay competitive. Show appreciation with certificates, to highlight achievements. Refer certificate of appreciation format learning the format is crucial to ensure that the recognition given to employees is presented professionally and appropriately.

Once again, this benefit pays for itself. It also promotes a healthy workplace culture.

In Conclusion

To attract quality talent, you need to offer quality benefits.

While that sounds hard to do, especially when your business is just starting out, it’s not as hard as it looks.

The 10 benefits included in this article are proof that most companies can afford to support their teams.

The post What Benefits Should Startups Offer to Employees and How Can You Make Them Affordable? appeared first on Ampliz Blog.

What are the most challenging professions in healthcare to fill?

Nurses. Although the post-covid era has boosted nurse recruitment worldwide, it is becoming more and more difficult for healthcare recruiters to attract and hire nurses.

Nurses account for the largest profession in the healthcare sector, yet the increasing demand for nurses makes the current shortage even more challenging for recruiters.

With 194,500 new RN positions being created each year until 2030, there are not enough qualified candidates in the job pool to fill these positions. 

Nurses today are highly specialized and work in a number of locations, including hospitals, skilled nursing facilities, long-term care clinics, urgent care facilities, and even drug stores, making the competition for skilled nurses even tougher.

Wondering what should be your nurse recruiting strategies? Read on to find out!

Nurse Recruitment Strategies

Challenges In Nurse Recruitment

There are several factors contributing to the huge gap between the demand and supply of nurses.

1. COVID-19 pandemic and related stress caused burnout among many nurses who considered cutting their careers short. In a 2021 survey of over 6,000 critical care nurses, 66% of them have considered leaving the profession.
2. The need for nurses has increased as the aging population size is continuously on the rise and is expected to be doubled by 2060.
3. Because many nurses are baby boomers and are retiring, the aging population has an impact on nurse availability. With over 500,000 experienced registered nurses expected to retire by 2022, the US Bureau of Labor Statistics estimates that 1.1 million additional RNs will be needed to avert a nursing shortage.
4. Nursing schools had to turn down 80,251 competent applicants in 2020 due to a lack of staffing, educational facilities, clinical sites, and funding. This reduces the number of nurses who can enter the workforce after graduation.
5. Preventive care is becoming more popular, and the number of chronic conditions requiring nurse care increases.

How to recruit nurses in an environment with so many uncontrollable factors?

To attract more qualified candidates, it is crucial to implement specific strategies that have a direct positive impact on things that matters to most nurses.

Deploy effective marketing communication with personalized messages, emphasizing your differentiators, in order to stand out from the thousands of job posts.

Connect with quality nurses to fulfill available positions and receive a continuous flow of skilled candidates.

18 strategies that will make your nurse recruitment efforts more effective:

1. Curate a Great Nurse Job Description

Before you can persuade a candidate to join your organization, you must inform them of the role’s responsibilities so that they (and you!) can determine whether or not they are a good fit.

A solid job description will include a detailed and comprehensive description of the title, role, responsibilities, and qualifications for the position, with a focus on the position’s specialization.

An excellent recruiting strategy identifies and markets the capabilities that they require.

Make sure to talk about the ‘why’ of the job in addition to the ‘what.’

Job descriptions speak for your company and culture, so emphasize what sets your company apart from the competition.

It’s time to advertise your job online once you’ve written the right description!

2. Advertise in various nursing outlets

Leave no stone unturned when it comes to marketing your job openings.

Email marketing, sponsorship of continuing education programs and conferences, website advertisements, and print and online adverts in medical publications continue to be the most effective ways to recruit nurses.

3. Emphasize career advancement

In his report Why Do Workers Quit? The Factors That Predict Employee Turnover, Glassdoor Chief Economist Dr. Andrew Chamberlain stated that one of the three major factors that influenced an employee’s choice to leave was a lack of career possibilities.

It’s time to start investing in your employees’ career development if your organization isn’t already doing so.

Offering career progression chances demonstrate that you are committed to helping your nurses advance their careers.

You can recruit and hire fresh graduates into various specializations by offering new-graduate residency programs and transition-to-practice programs. 

You can further offer your team and department leaders advanced leadership programs that help develop their management skills.

This also aids in filling positions in difficult-to-fill specialties, such as neonatal intensive care.

4. Offer work-life balance and not just the job

A significant setback in nurse recruitment is resignation due to high burnout. The indication here is simple.

Instead of focusing on what you desire, consider what the ideal applicant requires.

Highlight the resources available to nurses, such as support staff, cutting-edge medical equipment, and ongoing training.

Provide counseling to nurses to assist them in coping with workplace stress, such as the emotional impact of losing patients.

You may also encourage all nurses to practice self-care and integrate it into the workplace by providing conveniently accessible programs and benefits.

5. Provide appropriate compensation with smart benefits

Recognize that there is a scarcity of qualified nurses on the market, and be prepared to compensate appropriately and provide a holistic compensation package.

Nurses appreciate benefits such as tuition reimbursement, student loan refinancing and loan repayment options,

6. Offer flexible schedules

Long working hours also cause many nurses to burn out.

Flexible schedules will encourage more nurses to work in hospitals since they would be able to balance their personal and professional lives.

If you have many sites, you may provide nurses with options for choosing shifts at different locations.

It also provides a regular change of scenery and breaks up the monotony of the job.

7. Utilize social media to create visibility

Add a career option to your corporate page that links to your career site for simple access to contact both passive and active candidates via social media sites like Facebook, LinkedIn, and Twitter.

Display testimonials that showcase the work environment using videos and photographs.

8. Create nurse ambassadors

Make the most outstanding nurses brand ambassadors for your company.

Those nurses form the culture of the organization.

Allowing them to express their favorable opinions on your various marketing platforms will demonstrate to applicants what a regular workday entails.

To develop an emotional connection with a peer, use their testimonials in your writing and create videos as part of your marketing strategies.

9. Make them an integral part of the community

Encourage a sense of belonging among all departments.

Many nurses want to work for prestigious institutions because they want to be recognized, supported, and feel like they have a voice.

It’s vital that you include nurses in decision-making processes and offer appreciation when appropriate.

10. Make your brand relatable

Make your communications strategy more personal instead of sending out generic messages to a group of candidates.

Emphasize personalized performance management, and intentional culture development, truly articulating why experienced nurses would want to be a part of your organization.

If an employer actively controls its brand, 76 percent of active job seekers are likely to apply, which can cut turnover by as much as 28 percent.

11. Emphasize workplace safety

Nurses’ on-the-job injuries and workplace violence are major concerns.

Creating protocols to prevent damage to nurses and implementing prevention training demonstrates that you care about their well-being.

12. Highlighting your unique value proposition

Remember that a good hire is more than just someone you’re happy to have on board.

They should be just as enthusiastic as you are to join you!

So, throughout the interview process, from the job description to the close, make sure you clearly articulate what makes working for your company unique compared to any other.

This will assure compatibility and help you sell your employer brand more effectively to recruits.

That doesn’t always imply you have to pay the best compensation or provide the most lavish benefits.

You simply need to ensure that all positive qualities are highlighted in the recruitment materials.

Nurses value those qualities above payment.

Whereas prestigious research hospitals will certainly attract experienced nurses, this does not rule out the possibility of tiny facilities finding skilled nurses. 

Nurses in a small hospital or institution will likely have a direct impact on the patient, have more responsibilities, and deal with less bureaucracy, all of which should be communicated during recruitment.

13. Building Culture

While recruiting is critical, you cannot overlook the value of investing in your company’s culture.

After all, a strong culture leads to happier, higher-performing employees, and it may even be used as a recruiting tool!

So, how can you assure a positive workplace culture and a fantastic employee experience? Leading healthcare groups have the following to say:

14. Focus on your mission and values

Employees want to feel as if they’re contributing to something bigger than themselves. This is fortunately very applicable to healthcare companies.

They often get motivated by contributing to high-quality, affordable healthcare services and improving the health of our members and the communities they serve.

It is crucial for them to resonate with your organizational vision and mission. 

What’s the bottom line?

Don’t just assume that your staff understands your goal and values; explicitly define them and discuss them with them frequently!

15. Empower your employees

Talented employees can’t make much of an impact if they don’t have the resources or autonomy they need to do their job well.

Leading organizations are making it a top priority to clear roadblocks and empower employees.

A sense of ownership develops belongingness among the employees producing excellent work output.

It is essential to distribute the resources so that employees can optimize their job roles.

Once the basic recruitment strategies are sorted for your company, it is time to move on to the creative ways to recruit nurses.

Here are some advanced recruiting strategies to hire the most skilled nurses for your organization.

16. Take advantage of employee referral programs

You can request a list of referrals from your best nurses, asking them to refer qualified former coworkers, friends, or anybody else or provide contact information.

If someone gives you a great referral, see if they know anyone else. You could be able to find your next top nurse from the same place.

You can further request your new hires to write a list of the top five nurses from their prior facility during their first day of orientation, incentivizing them to assist you in recruiting them.

17. Attend events to meet talents

Organize or sponsor a lecture, workshop, or conference where attendees can mingle with your employees.

This is an excellent approach to introducing your team to some exceptional applicants.

Take note of the participants who are the most engaged and see whether they are interested in your group (or know someone who might be).

Many nurses enroll in advanced classes and certification programs, so if someone from your facility or hospital teaches one of these classes, they will have access to a large pool of qualified candidates.

18. Welcome Former Applicants and Employees

Make contact with all of the outstanding nurses who have resigned to see if they are interested in your open position.

If they aren’t, ask them if they can recommend someone who would be a good fit.

Have you ever had candidates who were on the verge of being hired but didn’t make the cut? Use recruitment text message service or an email to get in touch with them again to determine if they’re qualified and interested.

Reach out to finalists who have previously declined your offers.

Try to persuade them to accept your new position, and if they refuse, ask for a referral.

How to evaluate your candidates during interviews to ensure hiring real gems?

Few things are more aggravating than hiring someone only to discover that they aren’t a good fit for your company.

Fortunately, a rigorous interview procedure can help you avoid this. In addition to the traditional interview questions (Can you tell me about yourself? ), you can ask some unique questions. 

Why are you interested in working here?

There are a few questions that are particularly useful in assessing potential nurses (e.g., What are your strengths and weaknesses?). 

Here are a few ideas:

1. Why did you enter the healthcare field?

The best nurses are those who genuinely want to serve others.

This question can help you determine whether a candidate is in healthcare for the right reasons and if they have the enthusiasm required to succeed in the field.

2. What is your ideal work environment?

Nurses can work in different environments. Knowing which setting and work style your applicant prefers will help you determine whether or not they are a suitable fit for your company and vice versa.

3. What are your long-term goals?

Employee replacement is a significant drain on your company’s time, resources, and cash, so you want to know that they’re in it for the long haul when you recruit someone.

Understanding the big picture of what a candidate wants can help you figure out whether you can help them achieve their objectives or whether they need to look for another company that can better support their high-level career ambitions.

4. How would you manage a patient with difficult behavior?

Let’s face it: patients aren’t always happy to be in a medical facility, and they might be uncooperative or even aggressive to employees.

Ask this question to see if the individual you’re interviewing has the bedside manner required to accomplish their job properly, even under challenging circumstances.

5. Have you ever had a conflict with another team member you were working with? If so, how did you handle it?

Integrated health care is more common than ever before, with teams of nurses, doctors, medical assistants, and orderlies working together to give the best possible care to patients.

As a result, the capacity to collaborate effectively is essential.

While disagreements are inevitable, you want to know that your candidate can handle them professionally and maturely.

6. Describe a time you went above and beyond for a patient

It’s all about the individuals you serve at the end of the day.

Patients often find visiting healthcare facilities irritating or even frightening, but having compassionate staff members who go above and beyond for them can dramatically improve their happiness and possibly their health!

How to Source High-Quality Nurse Candidates

Given the necessary skill sets and the strong demand for nurses, finding exceptional candidates can be difficult.

As a result, your recruiting strategies should be geared specifically to attract elite nursing assignment help staff. Here is the best solution to recruit the top people in your company.

While other methods of candidate sourcing can take up significant time, effort and follow-ups, there are also smart ways to build your high-quality candidate database within a minute.

Ampliz Healthcare Intelligence provides you with a highly-accurate contact database of top nurses, ensuring quick and efficient nurse recruitment.

Ampliz Nurse Database is equipped with:

• Fresh and accurate nurses’ contact information
• An extensive and comprehensive database with real-time data updates
• Direct dials, direct Mails of the nurses
• Advanced insights, affiliation details of nurses
• 25+ data attributes, including name, location, hospitals, etc
• Specialty based search options
• custom data as per your requirements

With Ampliz, you are empowered to:

• Kickstart your nurse recruitment with direct contact
• Hire potential talents before your competitors
• Fill your pipeline with a substantial number of qualified nurses to choose from
• Leverage data intelligence to come up with the best recruitment strategies to hire the best talent 
• Cut down hiring cycle time with the best results

Experience Ampliz today to understand more about the benefits and growth opportunities it provides to your company.

Conclusion

Recruiting talented nurses is difficult, but not impossible.

Your job will be much easier if you work hard to write a fantastic job description, proactively find top-tier prospects with the help of Ampliz Healthcare Intelligence, provide an excellent interview experience, emphasize what makes your firm exceptional, and invest in a robust organizational culture.

It’s more crucial than ever to think outside the box when it comes to recruiting nurses and being attentive to the demands of your most valuable asset.

A strong brand and marketing message, along with a focus on the needs of the candidate, such as a friendly work environment, incentives, and a feeling of community, will have a substantial impact on the amount and quality of nurses you attract.

The post Nurse Recruitment 2023: A Detailed Guide With 18 Proven Strategies appeared first on Ampliz Blog.