13 tips for employers hiring a lot of student, recent grads for healthcare jobs

When hiring dozens or even hundreds of candidates for healthcare jobs, employers need a recruitment strategy that balances speed with the rigorous credentialing and compliance requirements of the industry. Healthcare roles—ranging from nurses and medical assistants to lab technicians and administrative staff—require specialized training, certifications, and a strong commitment to patient care. Employers can streamline the hiring process by using applicant tracking systems (ATS) to filter candidates based on qualifications such as RN or CNA licenses, medical coding certifications, and experience with electronic health records (EHR) systems. Posting job openings on platforms like College Recruiter, which connects early career talent with meaningful opportunities, can help attract new graduates looking to break into the healthcare field. Pre-employment assessments, including technical knowledge tests and situational judgment scenarios, can ensure that candidates meet the necessary skill and safety standards.

To efficiently manage high-volume hiring, healthcare employers can organize virtual or in-person recruitment events, host open interview days, and partner with medical schools or vocational programs to build a steady talent pipeline. Group interviews, skills assessments, and simulation-based evaluations can help employers assess candidates’ ability to handle real-world medical situations, such as emergency response, patient interactions, and adherence to healthcare protocols. Structured interviews with behavioral and ethics-based questions can further determine how candidates handle high-pressure environments and patient confidentiality. Once hired, a well-structured onboarding process—including compliance training, mentorship programs, and shadowing opportunities—ensures new employees integrate seamlessly into their roles while maintaining high standards of patient care and operational efficiency.

We recently asked 13 hiring experts to share their tips for employers who plan to hire dozens or even hundreds of students, recent graduates, and others who are early in their healthcare careers.

• Prioritize Quality Over Urgency
• Support Employee Mental Health
• Prioritize Fit Over Speed
• Prioritize Hands-On Assessments
• Assess Emotional Resilience
• Prioritize Empathy in Hiring
• Assess Real-World Performance
• Maintain Consistent Communication
• Prioritize Soft Skills and Fit
• Offer Flexible Benefit Packages
• Observe Informal Interactions
• Use AI to Reduce Hiring Bias
• Balance Automation with Human Touch

Prioritize Quality Over Urgency

When hiring a bunch of candidates for healthcare jobs, I’ve learned that you can’t let urgency override the need for quality. Sure, it’s important to fill those roles quickly, but hurry too much, and you might end up with a team that’s not up to the mark for patient care.

In areas like ENT, the staff have to be not just technically sharp, but also compassionate, attentive to details, and resilient under stress. I make it a point to keep our screening tight, especially focusing on both clinical skills and how well someone can connect with people during mass hiring.

I stick to structured interviews to really see how potential hires handle patient interactions, react to emergencies, and work as part of a team. It’s also an absolute must for me to perform exhaustive background checks and dig deep into references, even when we’re processing many candidates at once.

Ongoing training and mentorship are an absolute must too. Healthcare never stops growing, so continuous learning is important to keep up with the latest in best practices and tech advancements. Creating an environment that fosters growth is really important—it helps keep our turnover low and our patient care standards high.

By maintaining a careful balance between being efficient and thorough, I want to build a reliable, skilled healthcare team that consistently delivers impressive patient safety and care.

Dr. Don Beasley, Physician, Boise ENT

Support Employee Mental Health

When hiring high-volume candidates for healthcare roles, one crucial aspect employers should focus on is incorporating mental health support into their onboarding and retention strategies. We’ve seen that mental well-being is key to reducing turnover and improving job satisfaction. Ensuring new hires feel supported from day one, especially if they face unique pressures like parenthood, can improve their productivity and loyalty to the organization.

Another important factor is ensuring the culture is genuinely inclusive and supportive of diverse employee needs. For instance, in organizations I’ve collaborated with, including Bloomsbury PLC, investing in manager training to recognize and rectify potentially exclusionary practices has been transformative. This means looking beyond surface-level solutions and focusing on creating an environment where employees feel valued and understood, which significantly impacts retention positively.

Additionally, clear communication and alignment between mental health strategies and business goals should not be overlooked. I’ve found that when both managers and employees understand how mental health initiatives tie into overall success, they’re more likely to engage with them effectively. This strategic alignment helps in fostering an environment where well-being is prioritized, leading to improved employee satisfaction and organizational performance.

Dr. Rosanna Gilderthorp, Clinical Psychologist & Director, Know Your Mind Consulting

Prioritize Fit Over Speed

Healthcare hiring isn’t about filling spots fast—it’s about making sure the right individuals deliver patient care. The largest error made by employers is putting speed ahead of fit. This results in turnover, burnout, and compromised patient outcomes.

Technical skill is important, but attitude, flexibility, and patient interaction are equally important. High turnover in ophthalmology and surgery results in workflow disruption, increases the rate of error and erodes patient confidence. Better results and patient confidence in the care they receive are produced by a competent, motivated workforce.

Structured behavioral interviews are useful. Rather than asking only about credentials, the assessment of how the candidates deal with difficult patients, stressful situations, and teamwork issues gives a better idea of long-term fit. Good onboarding is also critical. Mentorship, shadowing, and ongoing feedback ensure that new hires settle in successfully and remain motivated.

Patients trust consistency. A revolving door of employees erodes trust and quality of care. Employers who prioritize cultural fit and long-term commitment create stronger teams and better patient experiences.

Dr. Brett Mueller, Owner & Ophthalmologist, Mueller Vision LASIK & Cataract Eye Surgery

Prioritize Hands-On Assessments

When hiring high-volume candidates for healthcare jobs, never compromise on patient care standards for the sake of speed. Technical skills matter in a specialized field like hair restoration, but so does patient trust. One crucial hiring practice is prioritizing hands-on assessments over traditional interviews. We evaluate candidates by observing their precision in procedures, their ability to reassure patients, and how well they follow safety protocols. This ensures we hire professionals who meet qualifications on paper and deliver exceptional care in practice. Rushing the process or overlooking soft skills can lead to poor patient experiences, ultimately harming the clinic’s reputation and results.

Dr. Michael May, Medical Director, Wimpole Clinic

Assess Emotional Resilience

Healthcare employers are usually concerned with finding workers in a hurry, but ignoring emotional resilience results in burnout, turnover, and suboptimal patient outcomes. A candidate may have a great resume, but that doesn’t determine their ability to provide the emotional weight of patient care. Neglecting to test for this results in high attrition and more costs to organizations down the line.

Hospitals that value credentials above all else might discover new employees struggling with the emotional burden of critical care. Therapists, nurses, and medical assistants are all operating in stressful settings where having control over one’s emotions is crucial. Poor screening can cause them to burn out, become compassion fatigue, or choose to exit the profession.

Interviews that tap into behavior and situational questioning need to be included in hiring. Rather than generic questions, posing scenarios challenging emotional resilience is best. Those who can manage challenging patient encounters and retain their well-being are best suited for the job.

High-volume hiring has to come without compromising quality care. Careful hiring practices create better teams, enhance retention, and safeguard both employees and patients. Healthcare is challenging—hiring has to reflect that fact.

Natalie Buchwald, Founder, Manhattan Mental Health Counseling

Prioritize Empathy in Hiring

One thing employers should absolutely avoid when hiring high-volume candidates for healthcare jobs is prioritizing speed over emotional intelligence and empathy. Many assume that offering competitive salaries is the key to attracting and retaining talent, but in reality, employees aren’t just chasing money—they’re chasing the feeling of being seen and understood.

In high-demand fields like nursing and mental health, hiring quickly without assessing emotional intelligence can lead to high turnover, burnout, and even compromised patient care. Instead, employers should integrate emotional intelligence screening into the hiring process, ensuring candidates have the adaptability, communication skills, and empathy needed to thrive.

Beyond hiring, leadership plays a critical role in retention. Employees stay where they feel valued, supported, and emotionally connected to their work. Investing in mentorship programs, structured onboarding, and a workplace culture that prioritizes emotional well-being doesn’t just improve job satisfaction—it directly impacts productivity, employee retention, and even a company’s bottom line.

Ultimately, successful high-volume hiring in healthcare isn’t about filling roles quickly; it’s about building a committed, resilient team that feels emotionally invested in their work.

Navi Hughes, Therapist & Founder, Navi Hughes

Assess Real-World Performance

When hiring high-volume candidates for healthcare jobs, I focus on finding people who can handle the unpredictability of the field. Beyond skills and experience, I look for candidates who can think on their feet and stay composed under pressure. A well-structured hiring process should include real-world scenario assessments, not just standard interviews. Watching how someone reacts to a challenging patient situation or a sudden policy change tells me more than a polished resume ever could. Onboarding should also be immersive, giving new hires hands-on exposure early, so they adapt quickly and feel confident in their roles.

One mistake employers make is over-relying on resumes and references without testing how candidates perform in real situations. I’ve seen people with impressive credentials struggle when faced with the fast pace of healthcare. Ignoring how well someone works with a team or adapts to constant change can lead to burnout and high turnover. Instead of just hiring for qualifications, I focus on resilience, problem-solving, and emotional intelligence. This approach leads to a team that isn’t just competent on paper but thrives in the real-world challenges of healthcare.

Daniel Higham, Director, Hightown Pharmacy

Maintain Consistent Communication

So many potential quality healthcare employees are lost prior to the interview process because they feel they are not being attended to, which is why employers should set up a consistent communication system when hiring for high-volume healthcare jobs. Candidates, no matter the position, do not want to feel like they are just a number, but often the lack of communication coming from a potential employer can make them feel just that.

Therefore, it is important to email candidates regularly, set up AI 24-hour assistance to answer any questions, and maintain important communication channels about relevant information, to make sure candidates feel in the loop. By setting up and maintaining a consistent communication system when hiring high-volume candidates for your healthcare positions, you can better maintain your candidate pool and not lose quality people in the process.

Robert Applebaum, CEO & Plastic Surgeon, Beverly Hills Breast Reduction Center

Prioritize Soft Skills and Fit

Soft skills and cultural fit should be given more weight than credentials by employers who hire a lot of people for healthcare positions. Inpatient care, technical proficiency is crucial, but so are empathy, communication, and flexibility. Reduced patient satisfaction and excessive turnover can result from a hasty hiring procedure that just considers qualifications. Candidates’ ability to manage stress, collaborate with others, and resolve moral dilemmas is evaluated using scenario-based questions and structured behavioral interviews.

Neglecting employee well-being during onboarding is a frequent error. Burnout and disengagement can result from the demanding nature of healthcare employment and the lack of proper training, mentorship, and mental health support. To retain talent and create a resilient workforce, employers should put mentorship programs, flexible scheduling, and clear growth opportunities into place. Long-term employee retention and improved patient outcomes are the results of investing in people-first hiring.

Renato Fernandes, Clinical Nutritionist, Saude Pulso

Offer Flexible Benefit Packages

When hiring high-volume candidates for healthcare jobs, one thing employers should do is offer flexible benefit packages that cater to the diverse needs of their workforce. I’ve seen how custom benefit packages that include options like dental, vision, and wellness programs can attract and retain top talent. This customization not only meets employees’ varied needs but also demonstrates a company’s commitment to their well-being.

Employers should avoid the mistake of assuming one-size-fits-all policies. In my experience, particularly with employer group benefits, understanding the unique needs of each employee helps enrich your benefit strategy. Investing in offerings that are adjustable can significantly improve satisfaction and loyalty. For example, allowing staff to choose specific coverage options or supplemental policies based on their individual situations fosters a personalized experience that keeps them engaged.

Finally, communication is key. I’ve noticed when employers clearly explain the value and structure of their benefits, employees are better equipped to make informed decisions about their coverage. This clarity not only improves satisfaction but also aligns employee expectations with what the company offers, reducing turnover and boosting productivity.

Kelsey Mackley, Vice President, Kelmeg and Associates, Inc

Observe Informal Interactions

Focusing too much on résumés and structured interviews misses a key part of what makes someone a good fit in healthcare. One thing I pay attention to when hiring at scale is how candidates carry themselves in the in-between moments, like the time before an interview starts, how they interact with staff at the front desk, and whether they acknowledge others in the room. Senior care is built on human connection and no amount of training can fix a person who simply does not engage naturally with others. A caregiver who walks past a resident in the hallway without a second glance is not someone I want on the team no matter how impressive their credentials are.

One way I test for this is by setting up casual, unstructured interactions before the formal interview even begins. Candidates might be asked to wait in a room where a team member is already present or they might be introduced to a caregiver in passing. If they ignore the opportunity to connect or do not engage unless prompted, that tells me a lot. The right hires do not just perform well when they know they are being evaluated. They show who they are in the small moments when no one is watching.

Moti Gamburd, Chief Executive Officer, CARE Homecare

Use AI to Reduce Hiring Bias

Diversity in hiring is especially important in the medical field, where homogeneity can feel alienating to patients. Luckily, interest by a wide variety of candidates in nursing careers has expanded greatly. New graduates come from every possible culture, and there has been a sharp increase in male applicants.

However, hiring managers are still sometimes stuck on the old image of a nurse. This bias in hiring is unintentional but still malignant.

That’s why I’ve pushed to embrace artificial intelligence. It’s not about eliminating jobs, but rather, improving the process with an additional review.

One way to accomplish this: blinded resumes. All skills and attributes remain the same, but AI removes potentially identifying characteristics that may induce preferential treatment. Studies have shown that this simple step increases diversity in hiring by several metrics.

Carlos da Silva, Physician Assistant, PA Career Hub

Balance Automation with Human Touch

One of the biggest mistakes employers make when hiring high-volume healthcare candidates is over-relying on automated screening without a human touch. While technology can speed up the process, healthcare roles—especially patient-facing ones—require soft skills that an algorithm can’t fully assess.

A healthcare system I worked with improved its hiring by integrating short, structured video interviews early in the process. This helped recruiters quickly gauge communication skills and bedside manner without slowing things down. The result? A 20% reduction in turnover within the first six months because candidates were a better cultural and behavioral fit. Balancing efficiency with personal connection is key when hiring at scale in healthcare.

Hamzah Khadim, CEO & Co-Founder, Patient Logik