How Small Healthcare Organizations Can Offer Growth Opportunities

August 31, 2018

How Small Healthcare Organizations Can Offer Growth Opportunities

With the United States healthcare industry experiencing skills gaps, small healthcare organizations may struggle to compete with larger, well-known companies for the best industry talent. However, there is some good news! In a recent Monster survey, 46 percent of people who responded indicated they would prefer to work at a business with between six and 100 employees. It’s important for small employers to focus on their strengths and utilize the tools they need to compete with larger companies.

There are many untapped opportunities for small healthcare businesses to attract high quality candidates and position themselves as marketable places to work. First, it’s critical to recognize the advantages of being a smaller organization. Second, it’s important to capitalize on these advantages and promote them effectively throughout the recruitment and hiring process.

Despite often having a smaller budget and less staff, there are many ways to position your organization as a premier employer for career growth. As your small business competes for top talent, here are three strategies you can use to showcase your growth opportunities to prospective candidates.

Offer structured learning and development.

While salary will always be important, there are other benefits that candidates care about, including professional development. It’s important to remember that small healthcare organizations are generally less bureaucratic, allowing for closer working relationships between leadership and employees.  This can make room for more time and resources to train and provide professional development.

For starters, consider establishing a formal reverse mentorship program, where employees of different generations can learn from each other.  Not only does this foster collaboration in the workplace, but it allows for employees to feel more comfortable and confident in their jobs while advancing in their roles. It also creates an environment where they can ask questions and seek guidance without feeling isolated from their managers. Other learning options may include hosting monthly lunch-and-learns or bringing in industry experts to provide special trainings or lectures.

Promote the breadth of opportunity.

One of the biggest differentiating factors between small and large companies is the functionality of jobs. This refers to the range of responsibility held by each employee and what types of specialized tasks are expected in each individual role. At a large company, employees tend to have more narrowly defined roles with a strict set of projects and responsibilities. At a smaller company, employees are expected to “wear many hats” and perform a broader range of duties.

This is something you’ll want to communicate to candidates. It can be especially beneficial—and attractive—to job seekers who want to experience different facets of the healthcare field. Let candidates know they can learn the ropes in a fast-paced medical setting, which can help them acquire valuable on-the-job experience.

Develop a collaborative culture.

In large companies, employees can be treated like numbers. Small healthcare organizations are in a unique position to create an environment where employees become like family. Taking steps to create a collaborative culture will attract candidates who want to feel like a valued member of the team.

To create a collaborative culture, provide a strong support system for employees and encourage every person on the team to contribute their thoughts and ideas. If you give employees the opportunity to work directly with their managers, they will feel more invested in their jobs and develop a greater sense of loyalty to their employer over time.

Instead of mimicking the recruitment tactics of larger companies, small organizations can create their own paths using the strategies above. The more effectively you showcase the benefits of being part of your team, the easier it will be to attract high quality candidates to your job opportunities. Taking this approach can separate you from large companies and allow you to build a reputation that attracts talented healthcare candidates.

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About the Author

Jaysa Boyer

Jaysa Boyer is the National Director of Corporate Alliance at Ultimate Medical Academy, where she leads a team of Corporate Alliance Account Managers with healthcare employers across the country. Prior to joining UMA in April 2014, Boyer held the role of Regional Director of Career Services at Corinthian Colleges. She has worked in the education field in staffing and marketing roles for the past 12 years helping graduates and employers connect.

The views expressed herein are those of the author and do not necessarily reflect those of Ultimate Medical Academy.

The UMA Blog covers information and advice for employers and workers at the intersection of healthcare, education and employment. Our contributors are intimately familiar with a wide range of subjects covering professional development, career advancement, workplace politics, healthcare industry specific topics, personal finance, education and so much more. Learn what you need to get ahead and stay ahead.

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