Marketing Meets Medicine: 5 Key Takeaways from a Winning Partnership
Posted by Jennifer R. Henley | Chief Operating Officer (COO)
In today’s competitive healthcare hiring environment, delivering an exceptional candidate experience is a strategic necessity. That’s exactly what TriHealth set out to do with NAS as their recruitment marketing partner.
In a recent webinar, NAS and TriHealth shared a behind-the-scenes look at how the organizations worked together to transform TriHealth’s career site, candidate journey, and internal hiring strategies with measurable results. Here’s what stood out.
1. Building a Career Site That Puts Candidates First
TriHealth’s previous career site wasn’t meeting the needs of today’s job seekers, especially in a fast-moving market like healthcare. NAS partnered with TriHealth to completely rebuild the site, ensuring it was mobile-friendly, accessible, and designed for intuitive navigation.
“Our new site is truly built for the candidate,” said Taiesha Williams of TriHealth. “It’s easy to use, visually appealing, and supported by a chatbot that helps job seekers get quick answers.”
NAS also focused on backend analytics to help TriHealth better understand candidate engagement, conversion rates, and areas for improvement. That helped turn their career site into a dynamic hiring tool, not just a static job board.
2. Enhancing the Voice of the Candidate
Understanding candidate behavior and feedback was central toTriHealth’s transformation. With NAS’s help, TriHealth began closely monitoring engagement metrics, abandonment rates, and qualitative feedback directly from candidates.
“The majority of our feedback is very positive: simple navigation, clear benefit info, only a few clicks to apply,” shared Jennifer Henley of NAS. “But we also value constructive feedback to keep improving.”
This focus on real-time data helped TriHealth continually refine the experience and address small issues before they became bigger problems—from resume upload glitches to application status concerns.
3. Optimizing Screening to Reduce Turnover
High turnover in certain roles led TriHealth to rethink their interview and screening process. The TriHealth team implemented an extra layer of screening through their nursing liaison, an experienced RN with the ability to assess culture fit and clinical passion before final interviews.
“This added step drastically reduced our turnover,” said Elizabeth Basinger of TriHealth. “Candidates are more aligned with the roles and feel supported from day one.”
By using data to identify pressure points and adjusting the process accordingly, TriHealth made smarter, more sustainable hiring decisions.
4. Elevating Internal Mobility and Onboarding
Retention efforts shouldn’t start after hire. Retention should be top of mind during onboarding. With NAS’s strategic support, TriHealth introduced initiatives like:
- A 30/60/90-day feedback loop to monitor onboarding satisfaction
- An ambassador program to help new hires feel connected early
- Clear internal career pathways for growth
Additionally, TriHealth leveraged NAS’s guidance on internal recruitment campaigns and employee referral programs, ensuring existing team members had opportunities to grow and bring others along with them.
“We don’t just advertise roles. We advertise hands-on support, training, and long-term value,” said Basinger.
5. Defining a Brand That Truly Resonates
In a crowded healthcare market, it’s easy for organizations to blend in. NAS helped TriHealth revitalize their employer brand with real photos, authentic messaging, and a tone that aligned with who they are and notjust who they compete against.
Instead of using generic “join our family” language, TriHealth now focuses on what matters to candidates: education, partnership, and purpose.
“We’ve had people say they responded to our email because of the language we used,” Basinger shared. “That never used to happen.”
Final Thoughts
At every step, NAS worked alongside TriHealth to turn insights into action. From career site rebuilds and updated branding to onboarding improvements and candidate feedback loops, our partnership is aclear example of how strategy, technology, and authenticity can make a lasting impact on healthcare recruitment.
Want to learn how NAS can help your organization do the same?
NAS has the expertise and the solutions to help you reach your hiring goals. Contact us today to learn more about how we can enhance your career site!