Implementing Dynamics 365 Human Resources - For Best Practices in Healthcare Hiring

Current Hiring Trends in Healthcare – Need of Hour

Healthcare hiring practices calls to be revamped by healthcare leaders to acquire high-performing individuals. Following healthcare hiring trends can build an apt talent pool, that might be overlooked by conventional recruitment. Although disrupting employment procedures is challenging, one can access healthcare hiring from adopting AI (Artificial Intelligence) tools or microsoft solutions for human resources.

Infact, current hiring trends in healthcare are due for a "Moneyball" revolution or an “Bazball” approach. The transition to value-based payment has very well demonstrated the need to improve our system's ability to produce patient-centric outcomes, such as enhanced health and quality of life.

However, the efforts to accomplish this goal to change healthcare hiring process may be hampered by the employment procedures used in healthcare today.

We may not be prejudiced against those who toss things funny. Still, we are very prejudiced against persons of certain races, social classes, and educational levels. Many of our traditions date back to when most of the healthcare was provided by elite-trained physicians and nurses whose effectiveness rested primarily on subject-matter knowledge. This model is no longer valid because we now understand the importance of diversity and inclusion to improve healthcare hiring.

By implementing Dynamics 365 solution for Human Resources, enterprises can engage and onboard the right talent and build a productive workspace by utilizing AI insights.

Factors Impacting Healthcare Hiring

Healthcare leaders should question conventional scouting practices and instead concentrate on finding people who, regardless of looks, exhibit the attributes necessary for success.

Billy Beane, the general manager of the Oakland A's, revolutionized baseball by questioning accepted scouting practices. He understood that unconscious prejudices were hindering scouts from identifying players with promises who could help the club succeed.

Similarly, healthcare institutions must adopt a fresh perspective and prioritize hiring healthcare candidates with the qualities required to provide holistic treatment.

- Although technical expertise is unquestionably crucial, it is no longer the only aspect that determines whether a patient will have a successful outcome.

- It is crucial to address the biases that have long hampered hiring in the healthcare industry if we are to create a diverse and compassionate workforce.

- Organizations may be unable to recognize the most qualified applicants for a position due to unconscious biases based on background or appearance.

Here are a few instances of prejudices that may affect the hiring for healthcare industry and its solutions:

  • Ageism

It is the prejudice towards people of a particular age. Even if the older applicants have more training and experience, this could result in the healthcare sector favoring younger candidates over older ones.

Healthcare organizations can combat ageism by writing job descriptions that do not include an age range and by refraining from questioning applicants about their age during interviews.

  • Gender Bias

It is prejudice against a particular gender. This may appear in the healthcare sector as a preference for female candidates over male candidates for positions, such as nursing. Healthcare organizations can write job descriptions that are inclusive of women to address gender bias.

  • Race or Ethnicity Bias

This can show up in the healthcare sector as a preference for white candidates over individuals of color. Healthcare organizations can utilize blind recruiting practices, such as not revealing the applicant's name or photo on the resume, to diversify the pool of applicants for open positions and combat racial and ethnic bias.

  • Disability Bias

This can show up in the healthcare sector as a preference for individuals without disabilities over candidates with disabilities. Healthcare organizations might avoid asking applicants about their disabilities and write job descriptions that are accessible to persons with disabilities to combat disability bias.

  • Sexual Orientation Bias

This can show up in the healthcare sector as a preference for heterosexual candidates over LGBT prospects. Healthcare organizations can combat sexual orientation bias by publicizing their vacant posts in a variety of locations and by refraining from requesting candidates' sexual orientations during interviews.

Healthcare Hiring Solutions

According to DHI Group’s Hiring Indicators September 2017 report, the average time to employ was around 41 days, and in the medical space, it was around 49 days. The reason being that employment in the healthcare industry often takes longer because of specific regulatory procedures that deal with compliance issues.

However, we also know that the top 10% of applicants are usually chosen within ten days if they meet all criteria. So, let us explore the top 4 sources to healthcare hiring solutions for quick recruitment:

  • Internal Recommendations

You may always find someone who knows someone or is a study group member. Internal referrals are typically the top source of hires in most larger firms, and these organizations usually have some internal referral scheme where they pay the doctor who makes the referral $5,000 or $10,000.

  • LinkedIn and Indeed

Indeed, it is a message to candidates to not only post a job but also to search in the database. The same applies to LinkedIn; you can advertise jobs there, but messaging prospective employees is a better strategy.

  • Medical Colleges

As the representatives at the medical schools or residency programs, it gets in there because you can plan meals and Zoom classes through the reps' eyes. That's like recruiting a candidate you want to hire.

  • Medical Conferences in the State and Local Levels

You may find your purple squirrel unicorn amidst the pool of talented professionals who attend state and local conferences. It is an ideal platform to conduct recruitment here.

Additional strategies to combat bias in the healthcare hiring process include:

Use Structured Interviews: A structured interview is one where the questions and criteria for scoring are pre-determined. As the interviewer is not permitted to ask their own questions or make subjective judgments, this can help to lessen the influence of prejudice.

Use Blind Hiring: During the interview, the interviewer isn't shown the candidate's name, photo, or other identifying information. As the interviewer cannot draw conclusions about the candidate based on their name or looks, this can help to lessen the effects of unconscious prejudice.

Obtain Feedback from Others: Examine your job descriptions, interview questions, and recruiting choices with the help of outsiders. This can assist you in determining relative biases.

Give your Hiring Team Training on Unconscious Bias: Including how to spot it and deal with it during the healthcare hiring. This could contribute to a more equitable and fair recruiting procedure.

A multispeciality clinic based out of US, was running short of nurses. By implementing Microsoft Dynamics 365 for human resources, they were able to offer flexible work arrangements. They offered candidates 4 day work a week and part time facilities, while easily maintaining the work sheets on cloud. So, the organization got back to it's main line of work, employee burn out rate decreased with reinstatement and trust of better work life balance!

Implementing 5 Best Practices for Hiring in Healthcare

Organizations must use best practices for hiring in healthcare industry to attract and retain healthcare workers who possess the appropriate attributes. These techniques consist of:

1. Growing the Pool of Candidates

Organizations should actively look for people from underrepresented groups to create a diverse workforce. Partnerships with academic institutions, trade associations, and community outreach initiatives can help achieve this. By widening the candidate pool, businesses improve their chances of discovering people with the qualities needed to provide holistic care.

2. Tools for Structured Interviews and Evaluation

Organizations should use structured interviews and evaluation tools to reduce biases during the interview process. These methods offer a consistent way of assessing candidates, emphasizing their competencies and behaviors rather than individual evaluations. Organizations should change healthcare hiring process by taking personal biases out of the equation.

The HCM module of Microsoft Dynamics 365 for Finance and Operations, which includes several add-ons, supports all HR activities and rules to make things easier. These add-ons improve the standard HCM module from mediocre to exceptional.

These upgrades allow for seamless integration of Workforce Planning, Benefits & Compensation, Leave, Recruitment, and Talent Management into one module, giving you total visibility into your worldwide workforce. Managers, Employees, Payroll Admin, HR Staff, and HR Managers can all use the HCM/HRM module.

3. Programs for Training and Development

Healthcare personnel should have access to continued training and development opportunities after employment. These programs place equal emphasis on technical proficiency and the character qualities required for providing comprehensive care.

Healthcare practitioners may benefit from training in empathy, cultural competency, effective communication, cooperation, and adaptability to improve and meet the patients' changing requirements continuously.

4. Mentoring and Assistance

Healthcare professionals can be retained and helped to succeed in their positions by mentoring and support programs. Knowledge transfer, advice, and support are possible when new hires are paired with seasoned mentors. This helps healthcare practitioners overcome the difficulties of providing holistic treatment and improving their professional development.

5. A Culture of Inclusion in the Workplace

To recruit and keep a diverse staff, organizations must cultivate an inclusive culture. Organizations ought to promote a culture that values diversity and gives each employee a sense of worth and respect.

This entails supporting diversity and inclusion efforts, offering chances for employee input and feedback, and dealing swiftly and effectively with any incidents of bias or discrimination.


The old method of hiring for healthcare based primarily on technical abilities needs to be replaced by current hiring trends in healthcare. Healthcare organizations must adapt and prioritize the qualities required to provide holistic treatment.

Organizations can create a diverse and compassionate staff that responds to patients' changing needs by addressing prejudices in the healthcare hiring process, putting best practices into place, and building an inclusive culture.

This change will be advantageous for businesses as well as patients and result in a more just and equal healthcare system.

Consulting with ERP experts, like Dynamics Square, can help in finding the right solution for your healthcare organization. Connect with us to get started.


1. What are the specific qualities needed for success in healthcare hiring?

- Compassion, communication, problem-solving, teamwork, attention to detail, flexibility, and work ethics are some of the specific qualities required for success in healthcare hiring.

2. What are the tools for structured interviews and evaluation mentioned in the document?

- Competency-based interview questions, rating scales, and behavioral interview guides are the tools for organized interviews and evaluations.

3. How does Microsoft Dynamics 365 (Human Capital Management) support the new healthcare hiring processes and policies?

- With a cloud-based platform that can automate and streamline numerous hiring procedures, such as application monitoring, interviewing, and onboarding, Microsoft Dynamics 365 (Human Capital Management) supports the new healthcare employment practices and standards.

Meha Khera

Meha Khera is a seasoned professional with extensive expertise in brand content and creative strategies. . She has a knack for transcending complex technical concepts into compelling and accessible content. With a background in both technology and creative writing, She brings a progressive blend of analytical thinking and storytelling to her portfolio. Meha is professional at breaking down complex technical jargon into educational pieces, making it easier for both technical and non-technical audiences to understand with ease. She has been closely collaborating with the technical team of consultants to communicate their brand stories, increase product awareness, and drive user engagement. She understands that the power of impactful words has the potential to not only elevate her work but also to positively influence businesses that may be located miles away.


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