Jennifer Hardie

All of these are great suggestions. When I am doing interview prep with candidates, I always suggest they do the following: -Review the linkedIn for the company and anyone they will be meeting with. -Review the website and any press releases or news areas on the site. -Google the company and see if there have been any articles posted about them recently. -Google the interviewing team and look for the same. Another great way to get candid feedback is to reach out to other employees on the team you would be joining, peers, not superiors, and let them know you are interviewing with the company and ask if they would be willing to spend a few minutes chatting with you about what it is like to work there. Some ideas to get the full picture!

As a neurodivergent full desk recruiter, I find the best success for staying on task and enhancing productivity is time blocking and sticking to it! I have blocks of time for different activities, 30-60 minutes in the morning depending on work load and the day of the week to plan my day and map out my must completes and what can get pushed if need be. I block certain times for candidates to schedule interviews with some flexibility if those times don't fit their schedule. I note client meetings first as they are the least flexible, and I work my day around them. Decide how much time you will dedicate to different tasks such as sourcing, prospecting, outreach, cold calls, marketing, etc. That way you won't get lost in any one task.

Often with challenges like this, there is some kind of misunderstanding and the best thing to do is to hop on a quick call if you are not already on the phone. Thank the challenger for their perspective and invite them to collaborate. For instance, you might say something like "I really appreciate your feedback and would love to hop on a quick call to discuss in more detail. Your perspective and collaboration are key to our success and I look forward to diving deeper to come up with a plan forward." Then when you are speaking (not emailing), you can find out what it is about your strategy is of concern to them and come up with an amicable path forward that works for everyone.

When I was laid off in 2023 I rebranded my LinkedIn and approached my job search as if it was a marketing plan. I set out to positively approach my network with what I could bring to the table and looked at it as an opportunity to grow in my field. By taking this approach, I was able to land an interview within a week or two and was in a new role that was a significant promotion within a month. How you approach your search, and how you brand yourself is critical, especially in this difficult market.

When asked about weaknesses in a job interview, focus on areas of improvement you're actively addressing. Avoid critical job-related weaknesses, but be honest. Discuss a skill you're developing or a past challenge you've managed. Show positivity by highlighting how you embrace feedback and learning opportunities to grow professionally. This demonstrates self-awareness, a commitment to improvement, and the ability to turn challenges into development opportunities.

Begin by creating a strong online presence for your healthcare organization, showcasing its values, culture, and opportunities. Utilize platforms like LinkedIn, Facebook, and Twitter to share job postings, company news, and employee testimonials. Engage with potential candidates by participating in healthcare-related discussions, joining industry groups, and sharing informative content. Leverage targeted advertising to reach healthcare professionals with relevant skills and experience. Encourage employee advocacy by encouraging staff to share job openings and positive experiences on their own social media channels. By leveraging social media effectively, you can attract, engage, and recruit top healthcare talent efficiently.