Digital platforms are transforming how healthcare organisations recruit nursing professionals. Virtual recruitment has emerged as a powerful solution, offering flexibility, broader reach, and efficiency. We explore the role of virtual platforms in nursing hiring.
1. Virtual Job Fairs
Virtual job fairs have become a vital tool for connecting healthcare providers with nursing talent across the globe. The shift to virtual events, accelerated by the COVID-19 pandemic, has significantly increased attendance and reach. A prime example of this trend is the South Central Ambulance Service NHS Foundation Trust (1). The Trust had been hosting annual in-person recruitment days since 2015/16, typically attracting around 300 people per day. However, when they moved their recruitment events online in response to the pandemic, the virtual events, held over two days, attracted 1,200 visitors - a substantial increase in attendance.
This dramatic increase in participation is not unique. Across the healthcare sector, virtual job fairs have seen significant growth in attendance. Platforms such as Brazen, a specialised virtual event software for recruitment, and general job sites like Indeed have hosted numerous online nursing job fairs. In these virtual environments, nurses can explore job opportunities, attend webinars, and even complete interviews—all from the comfort of their homes. These virtual events offer a cost-effective alternative to traditional job fairs, reducing expenses related to travel, venue, and logistics.
2. Online Job Boards & Professional Networks
Online job boards, including healthcare-specific platforms, have become important tools in the nursing recruitment process. While specific usage data for individual job boards isn't publicly available, the overall trend in digital recruitment suggests that these platforms play a significant role in connecting healthcare employers with potential candidates.
Professional networking platforms like LinkedIn have also become essential for recruiting healthcare talent. These platforms allow recruiters to search for candidates, assess their qualifications, and engage with them directly. For nurses, LinkedIn provides an opportunity to showcase their professional achievements and connect with healthcare organisations globally
3. Social Media Recruitment
Social media platforms are playing an increasingly important role in nursing recruitment. A significant portion of job seekers use social media during their job search, and healthcare organisations have taken note. Platforms like Instagram, Facebook, and LinkedIn are now being used to showcase employer branding, team culture, and available opportunities in a more personalised way.
For example, Spire Healthcare, a major private healthcare provider in the UK, maintains two distinct Instagram profiles: one for their general health provision and another specifically for careers. This dual approach allows them to target potential recruits more effectively, using their careers-focused profile to showcase job opportunities, highlight employee experiences, and give insights into the company culture. Meanwhile, their main profile can focus on patient care and services, indirectly supporting recruitment by building the company's overall brand image.
4. Digital Interviewing
Digital interviews and online assessments have revolutionised the recruitment process. Tools like Zoom, Microsoft Teams, and specialised platforms like HireVue (used by by many large companies including Goldman Sachs, JP Morgan, Deloitte, HSBC, Coca-Cola) allow for video interviews, which are both cost-effective and time-efficient. These digital interviews allow recruiters to maintain a personal connection with candidates while saving on travel expenses and offering scheduling flexibility.
Additionally, many organisations have introduced online skills assessments, streamlining the selection process. Some NHS Trusts have integrated online assessments into their nursing recruitment, potentially reducing the average hiring time
5. The Benefits of Virtual Recruitment
· Flexibility: Virtual recruitment allows candidates to participate in interviews and job fairs from anywhere, eliminating geographic constraints.
· Broader Candidate Pool: Healthcare providers can now reach a wider audience, including international talent, which is especially crucial for high-demand positions like nursing.
· Faster Hiring: Virtual processes often shorten the hiring timeline ensuring vacancies are filled more quickly.
· Cost Reduction: By cutting down on travel and logistics costs, healthcare organisations can allocate resources more efficiently.
At RJS Resourcing, virtual recruitment is key to expanding our reach across the UK and internationally, enabling us to source the very best nursing talent for our clients.
Jemma Sydney, Director at RJS Resourcing, notes:
"Virtual recruitment has transformed the way we operate, particularly when it comes to international nursing recruitment. By using the latest digital tools, we can connect with high-calibre candidates across the globe, streamlining the process for both clients and candidates alike."
6. Challenges and Best Practices
Despite its many advantages, virtual recruitment poses some challenges. The lack of face-to-face interaction can make it harder to assess candidates’ personalities or cultural fit. However, many organisations are finding ways to overcome these obstacles:
· Virtual Tours: Some healthcare organisations have implemented virtual tours of their facilities to give candidates a sense of the workplace environment.
· Structured Video Interviews: Standardising video interviews ensures consistency in candidate evaluation. For example, some recruiters use pre-recorded video interviews, where candidates answer the same set of questions, helping maintain fairness and objectivity.
· Real-Time Engagement: Some recruiters host live Q&A sessions on platforms like Instagram or LinkedIn to engage with potential candidates, allowing for real-time interaction and deeper insights into the organisation.
7. Future Trends in Virtual Recruitment
Looking ahead, virtual recruitment is expected to become even more sophisticated. Here are some key trends:
· Artificial Intelligence (AI): AI-driven recruitment tools may become more prevalent, potentially helping healthcare organisations to screen candidates more efficiently and predict their fit for a role based on data.
· Virtual Reality (VR): Some organisations are exploring the use of VR for immersive job previews, potentially allowing candidates to experience a day in the life of a nurse at a particular facility.
· Increased Use of Analytics: Data analytics may play a larger role in refining recruitment strategies, helping organisations to better target qualified candidates and improve retention rates.
Virtual recruitment is not just a temporary solution—it's shaping the future of nursing hiring. With the right tools and best practices in place, healthcare organisations can use the power of digital platforms to attract, engage, and hire top nursing talent from around the world. As technology continues to evolve, so too will the strategies that drive this new era of recruitment
(1(1) https://www.nhsemployers.org/case-studies/virtual-recruitment-fairs