5 Ways to Use Relode Job Details to Find Candidates (in less than 3 minutes!)

In healthcare recruiting, making that perfect match between a candidate and a position can feel like a mysterious event, similar to wandering through a forest and hoping to find a path.

The job description is your guidebook, your map to connecting the right person to the right position. Learning to read and understand the job description will help you to better understand what the client is looking for, and will help you to prescreen your candidates to make sure they fit the role.

1. the job title

The title of the job description is the minimum barrier for entry when looking at the match between a job and a candidate. Since there are over 100 nursing specialties, you should first verify your candidate’s credentials against the title. Does the title of the description say “Med/Surg nurse”? Make sure your candidate has med/surg experience.

However, it’s worth noting that in healthcare, the title is only one small part of discovering whether a job is a good fit for a candidate, and you should never just look at the title and call it a day.

2. licenses and certifications

The licenses and certifications section of a job description is probably the most important when verifying whether your candidate is a good fit for a position. Different locations, positions, and specialties will require various licenses, so making sure your candidate has the right qualifications can make all the difference between a hire and a rejection.

3. experience

This section is another important part of any job description, but especially in healthcare. For nurses and physicians, the number of years of experience makes a big difference. For example, some hiring managers won’t even consider a candidate who has less than a year of experience, while others are happy to hire new grads. Reading over the experience your candidate has and matching it to the description is one of the best ways to qualify your candidate.

4. overview

Here at Relode, all of our job descriptions contain an overview, which describes the day-to-day responsibilities of a specific position. This section deserves a review, as it may include information beyond just what licenses are necessary. For example, a position may require 3 years of nursing experience, but 2 of those years might need to be in an acute care setting.

Sometimes, a job might also require some “soft” skills that might be in the overview, but not listed in the "key qualifications." If an employer is looking specifically for someone with great communication skills, or with an attention to detail, referring a candidate who isn’t a match in those areas can hurt your chances of a hire.

5. perks

Although it may not always be necessary, giving a quick read through of the perks can be a good way bolster your pitch to a candidate, and may help you to better explain to a nurse or doctor why the position would be a good fit for him or her.

the bottom line

It’s important to remember that reading through a job description is a comprehensive experience, meaning you can’t just look at one section and determine whether your candidate is a fit. You need to explore the entire description, from the title to the perks, to determine whether a position is the right match.

Once you’ve read through the job description, it’s easy to connect your candidates to the right job. All you need to do is log in to your account, and you can easily share jobs with candidates.

Here's how to share a job with candidates:

  • When you click on a job, you’ll see four social icons on the right hand side.
  • Choose which network you want to share the job with (Facebook, Twitter, LinkedIn, or email).
  • Click the appropriate icon.
  • Add any job details you learned from your scan of the position, or add a blurb to explain more about why a candidate might be interested.
  • Post the position on the social network or share over email.
Molly Powers