Workforce Shortages? Attract and Retain Top Talent With Employer Branding

Are you struggling to fill critical positions in your healthcare organization? You’re not alone. With competition for top talent at an all-time high, hospitals and health systems must prioritize employer branding to attract and retain skilled professionals.

Why Employer Branding Matters

Employer branding isn’t just a marketing buzzword—it’s a critical strategy for healthcare organizations. How you present your organization to potential and current employees, shape their perceptions, and impact their overall experience can significantly affect recruitment, retention, and overall employee satisfaction.

To stay ahead, healthcare leaders must adopt a multichannel approach that builds a compelling employer brand—one that attracts, engages, and retains high-caliber candidates.

Spotlight on Success: CHI St. Vincent’s Humankindness Campaign

CHI St. Vincent’s Humankindness campaign is a standout example of successful employer branding. This award-winning initiative tackles staffing shortages by infusing compassion into every aspect of recruitment and retention strategies, fostering a deep sense of connection among its 12,000 employees.

The campaign resonates deeply with team members because it actively involves staff. It highlights the organization’s commitment to compassionate care and underlines CHI St. Vincent’s dedication to its values.

Next, we break down the differences between employee and employer branding and share six key elements for marketing a strong employer brand.

Employer Branding versus Employee Branding

Employer branding is how your company markets itself to job seekers and employees—it’s your reputation as an employer.

While employee branding focuses on cultivating positive attitudes and brand ambassadors within your teams, employer branding is about delivering on promises and creating a consistent, compelling experience. This consistency is crucial because it directly influences recruitment and retention.

How can you build a strong employer brand that attracts top talent, keeps them engaged, and reduces turnover?

Let’s explore six key elements that large healthcare organizations should embrace to stand out.

6 Elements of a Strong Employer Brand

To build a powerful employer brand, large healthcare organizations should focus on these six key elements:

Core Values and Mission

Why It’s Important
Your company’s core values and mission are the essence of your organization’s identity and purpose. They help potential and current employees understand what drives your business, fostering a culture of commitment.

What to Market

• Clear articulation of values
  Define and clearly communicate your organization’s core values, ensuring they align and resonate with the healthcare industry.
• Strong mission statement
  Communicate your organization’s purpose and its impact on patients and communities.

Company Culture

Why It’s Important
A positive work environment and supportive company culture are essential for maintaining employee satisfaction and retention. They also signal to job seekers that your company is a great place to work.

What to Market

• Positive work environment
  Highlight a culture that is supportive, collaborative, and inclusive.
• Employee well-being
  Showcase programs and initiatives that promote employee health and work-life balance.
• Professional development programs
  Demonstrate opportunities for career growth and advancement.

Patient Focus

Why It’s Important
Emphasizing your commitment to high-quality patient care and showcasing employee impact helps attract talent passionate about making a difference. Sharing patient stories and demonstrating innovation (through testimonials and on social media channels) reinforces your core mission.

What to Market

• Emphasize patient care
  Show your organization’s commitment to providing exceptional patient care.
• Highlight patient stories
  Share examples of how employees positively impact patients’ lives.
• Emphasize innovation
  Showcase your dedication to improving patient outcomes through technology and research.

Employer Value Proposition (EVP)

Why It’s Important
A clear and compelling EVP differentiates your company in a competitive job market.  It also creates a compelling case for why potential employees should choose your organization and helps maintain authenticity by aligning with employee feedback and market trends.

What to Market

• Unique selling points
  Clearly communicate what sets your organization apart as an employer.
• Benefits and perks
  Highlight competitive compensation, benefits packages, and employee perks.
• Career opportunities
  Display career paths and leadership development programs.

Employer Reputation

Why It’s Important
A strong reputation reinforces your employer brand and highlights your organization’s excellence. Engaging in industry forums and responding to patient reviews can help boost your reputation if needed.

What to Market

• Industry leadership
  Position your organization as a leader in the healthcare industry.
• Community involvement
  Highlight your organization’s commitment to social responsibility.
• Awards and recognition
  Highlight any achievements and accolades.

Employee Experience

Why It’s Important
A welcoming onboarding process, employee recognition, and engagement initiatives contribute to a supportive and positive working environment. These factors also help ensure employees feel valued, connected, and empowered, which is crucial for attracting and retaining top talent.

Note: Take employee feedback and integrate it into your core values and company culture to improve and enhance your employer branding regularly.

What to Market

• Onboarding process
  Describe a welcoming and informative onboarding experience.
• Employee recognition
  Highlight programs that celebrate employee contributions.
• Employee engagement
  Emphasize initiatives that foster employee satisfaction and loyalty.

By focusing on these key elements, healthcare organizations can create a compelling and attractive employer brand that draws in top talent and keeps them engaged and committed to your business.