High-quality patient care and ground-breaking scientific research: this is what Antwerp University Hospital (UZA) stands for. With approximately 3,000 employees and 5,000 job applications received in 2017, UZA’s HR team certainly has its work cut out. CVWarehouse ensures that the HR staff can manage all job openings and applications quickly, efficiently and in a transparent manner.
The Antwerp University Hospital enjoys an outstanding reputation as an employer. However, generating a sufficient influx of the right people requires more than just a solid reputation. We spoke to HR officer Kathleen Dekeirel about the importance of employer branding and the convenience offered by CVWarehouse.
‘Our unfilled vacancies are varied: we are looking for doctors, nurses and paramedics – physiotherapists, for example – as well as administrative assistants and IT staff. We are also continuously looking for applicants with job profiles in the sciences. Some vacancies are easier to fill than others. We sometimes find it difficult to find very specific profiles, within the ICT department for example. This is logical: to them, a hospital is uncharted territory. ICT professionals tend to look for a position at a well-known company in their own sector and have no idea of the innovative and interesting ICT projects going on at UZA.’
A strong employer brand
The hospital enjoys a strong reputation, which makes recruiting a little easier. ‘We are the University Hospital in Antwerp, so we can capitalise on brand recognition. As a result, job seekers quickly find their way here. What makes us most attractive to potential employees is our innovative research and our position as a training hospital. This not only means that we train lots of interns, but that our own staff can also regularly participate in training or refresher courses. What is more, our hospital offers third-line medical support: highly specific pathologies are treated here. This holds a special appeal for doctors and nurses. These are features that we try to the foreground in our employer branding.’
The most important thing is, however, to stay in job seekers’ line of sight. We make sure that our target audience does not forget about us. There have been years in which we were sent stacks of CVs and were able to create a huge reserve list. Still, we continued to focus on recruiting and our employer branding in those times as well. And we are reaping the rewards now that there are fewer job seekers and more jobs.’
Nurses in the picture
There is a notable shift on the market, and this does not make it easy to find employees – and nurses in particular, explains Dekeirel. ‘Until the end of last year it was relatively simple to attract a sufficient number of nursing professionals. We could even retain several outstanding job applicants as reserves because we had many suitable candidates. However, looking at job vacancies now it is clear that there is plenty of work about – much more than around a year ago – and that makes it less evident for us to find the right nurses. Additionally, no nurses will be graduating in 2019 due to a reform in the study programme. That will certainly be an extra challenge, but one we’re eager to face.’