Healthcare companies are using social media and online platforms more frequently to improve their hiring practices due to the quick advancement of technology. To find and hire new employees, my company mostly uses Indeed, LinkedIn, and its official website. LinkedIn enables us to advertise openings, look for applicants based on particular skills, and communicate with possible hires using tailored messages. Indeed continues to be a well-liked platform because of its high traffic and easy-to-use design, and our official website further establishes our culture and brand for people actively looking to collaborate with us.
Platforms like LinkedIn have proven to be quite helpful to me as a job search for networking, learning about company cultures, and keeping up with open openings. The job hunt has been more effective and knowledgeable because I can now investigate a company, get in touch with current employees, and receive job alerts that are specific to my skills. Nonetheless, a significant obstacle is the overwhelming number of candidates who reply to job advertisements, which makes it challenging for individual applications to be noticed. Additionally, qualified applicants who don’t precisely match predetermined criteria may occasionally be filtered out by applicant tracking systems’ dependence on keyword algorithms (Deloitte, 2025).
One disadvantage of using online recruitment platforms from the employer’s point of view is the possibility of receiving a large volume of unqualified applications, which could overwhelm hiring teams and cause the selection process to drag on. Presenting an impersonal or excessively corporate image that misses the organization’s own culture and values is another concern. Employers can lessen these difficulties by using more specialized job advertisements, putting AI-powered systems in place to better screen candidates, and improving their online visibility by posting genuine information about their company culture and employee experiences (Steenhuis, 2024).
In conclusion, even if social media and internet platforms have revolutionized the healthcare industry’s hiring process, it is imperative that employers and job seekers strategically use these resources to optimize their efficacy and get over any inherent obstacles.
Deloitte. (2025). Navigating financial sustainability: Three key insights for healthcare CFOs. The Australian. https://www.theaustralian.com.au/business/cfo-journal/navigating-financial-sustainability-three-key-insights-for-healthcare-cfos/news-story/f53aedf609d307f2d04a4f7e437f6360
Steenhuis, N. (2024). The top 5 digital recruiting challenges according to employers (and how to tackle them). AIHR Digital Learning. https://www.aihr.com/blog/digital-recruiting-challenges/
