Today’s healthcare institutions are confronted with formidable and costly challenges in maintaining clinical staff levels, largely due to the current nationwide shortage of qualified physicians and nurses. Just one example of this is the expected shortfall of 100,000 physicians in the US healthcare system by 2025.

Hospital administrators and experienced healthcare HR teams increasingly understand the fundamental need to develop a healthcare recruitment strategy that effectively leverages internal resources. This typically means developing and enhancing a candidate talent pool.

A talent pool is developed by maintaining resume and interview records from strong former applicants and by creating and auto-populating data files for new talent discovered either by a variety of purposeful efforts or just by happenstance.

An effective talent pool management program can have significant benefits including reduce candidate sourcing costs preventing companies having to re-recruit, pay staffing firms, or advertise to fill openings. It can also ensure higher quality hires and reduce the time to hire.

Similarly, a poorly managed talent pool can be expensive, yield a low ROI, and even damage employer brand (think revenue and patient referrals) in the eyes of the candidates if not managed effectively.  

So how does one go about building an effective talent pool strategy in healthcare?

In order to obtain high yield results and avoid the pitfalls of an innovative talent pool management program should be built on engaging with potential candidates with a great degree of relevance. Both content and message targeting needs to be spot on, engaging the right potential candidates, with the right message/ content on the right channel.

Targeting the right candidates

Being able to reach the right segment with the right opportunity within your talent pool is critically important, but something that is often an issue.

In the healthcare world, this is especially true, a typical scenario is a healthcare institution sending a role for an open Internal Medicine opportunity to a candidate, who years ago had applied for an internal medicine role, but is now a Neurologist.

This problem stems from the fact that foundation of most talent pools is typically a searchable databank of resume’s from past applicants. Depending on how long your organization has been collecting this resume data, it may be years, even decades old. In particular, important variables like work experience, healthcare specialty, licensing and contact details will likely have changed.

Keeping your talent pool data up-to-date: Data Enrichment

Data enrichment is the process of enhancing, refining, or otherwise improving the usefulness of current data. It enables the optimizing of information cultivation contributes to elevating data to a highly valuable asset for recruitment or a vast variety of other useful purposes for any hospital administrator or healthcare group.

An effective data enrichment process in healthcare will enhance the talent pool by upgrading the usefulness of healthcare provider data resources by capturing missing data and prevent the decay of existing data by digitally updating your existing data with pertinent data points tied to clinical professionals’ unique identifier data.

The types of data available for efficient data enrichment and healthcare recruiting are extensive. Good data providers can provide updated detailed information drawing from a variety of available data classes, such as:

  • Contact and social data
  • Licensing, geographic
  • Clinical behavioral data like prescriptions, procedures, EHR knowledge
  • Specialties and subspecialties
  • Insurances
  • Hospital Affiliations
  • And many others…

What must be done to integrate data enrichment with my system?

Today’s ATS (applicant tracking systems)  and CRM (customer relationship management) platforms permit seamless real-time API integration with a straightforward step-by-step implementation process. This includes the development and expansion of the healthcare talent pool to import healthcare professionals’ data and to append records, files, and fields to one another.

What are the benefits of data enrichment for developing a talent pool?

The value of an up to date data rich talent pool to senior healthcare HR and recruiting professionals are immense, in terms of multiplying the efforts of busy hiring agents to identify and engage with the best possible healthcare professionals.

Other benefits of implementation include:

  • Expands your reservoir of pertinent information for segmenting and targeting healthcare professionals.
  • Uncovers great warm candidates obscured by incomplete data in your existing database.
  • Finds the most promising matches (the low-hanging fruit) between opportunity and personas, coalesced from hundreds of data points drawn from an expansive field of clinical, behavioral, social, geographic and other raw data.
  • Facilitates recruiters’ processes by generating a predictably constant stream of clinical candidate leads.
  • Targets your physician recruiting spend by isolating the right segments and channels, including media, email, SMS, and social media.
  • Facilitates awareness of current clinical employees interests in a job change, for potential internal opportunity matching.
  • Completes the initial phase of an initiative toward fully utilizing your data assets and promoting the quality of your healthcare CRM success.

Ultimately having rich and high-quality data is usually the first step to take advantage of the latest data-driven recruiting techniques seen in other industries but are sorely lacking, or just unavailable to most healthcare organizations. These include  “accurate’ algorithmic matching of profiles to opportunities, data-driven candidate referral programs, automation and AI processes.


DocDelta helps companies in the healthcare ecosystem find and connect with the healthcare institutions and contacts that are most important to them.

Marketing, recruiting and sales teams at healthcare services, medical technology companies, hospitals and medical groups trust DocDelta to help them identify and close hires and new business opportunities with personalized conversations at the right time.

The DocDelta data enrichment product provides healthcare executives, physician and nurse recruiters the means to make the most of their talent pool and ATS/CRM technologies. By adding missing data for healthcare professionals nationwide, and by eliminating data decay. Ultimately, scientifically matching the best clinical candidates to opportunities based on a wide range of optimally actionable data points.

Our dedicated support team helps our clients to strategize to ensure full utilization of all capabilities of every aspect of their recruiting operations—from structuring the richest data searches to the talent pool and recruiting pipeline development, and from employer branding to effective outbound prospect engagement.

For More Information

To learn more about how data enrichment can enhance your talent pool and how to build a more efficient and effective physician and advanced practitioner recruiting process, contact DocDelta. We’re here to help you make a difference in healthcare by bringing innovative tools and technologies to ultimately improve patient care and reduce costs.