skill assessments Archives - Everpool Recruitment

Looking for a job in Healthcare wasn’t what it was a few years ago. Now it drags on, sometimes way longer than you expect. It’s normal to stretch out three, four, maybe six months before you land somewhere. You’re waiting even once you spot a role that looks like a match. Companies are taking their time, setting up round after round of interviews, assessments, and more interviews.

It can be exhausting. You prepare, show up, and try to put your best self forward every time, but sometimes, you hear nothing. There’s no feedback or idea where you stand—many people feel stuck in limbo. About 72% of job searchers say the process has negatively impacted their mental health.

It’s a tough combination: uncertainty, high stakes, no clear timeline. It’s easy to start thinking it must be something you did wrong. But extended hiring processes are just the standard now.

It doesn’t mean you’re not qualified or valuable. You need a way to stay motivated and healthy throughout the process.

Understanding the Modern Hiring Landscape

Before blaming yourself for a job search that takes forever, look at the Healthcare recruitment space; Approach this with context.

For one, multi-stage interviews have become the default. It’s rare to get a yes or no after one meeting. You’ll often start with a recruiter call, then do a skills test or assessment, followed by a video interview, maybe a panel conversation, and sometimes a final round with a team that decides if you’re the right fit.

That alone can stretch out over weeks, especially if calendars don’t align.

Then there’s the economic side of things. Companies are cautious. They want to be sure before they add a headcount. So even when everything looks positive, the final decision can stall while budgets get signed off or teams debate priorities.

Technology plays a part, too. AI screening tools are everywhere now. They’re useful for sorting through thousands of applications but add more steps and make it harder to feel any sense of connection. In one survey, nearly two-thirds of candidates said automated systems made the experience feel distant and hard to read.

It’s also worth remembering that industry-specific timelines vary a lot. A process can easily run into the two- or three-month mark in fields like tech, consulting, or senior management. This doesn’t reflect your worth as a candidate. It doesn’t mean you slipped through the cracks. It means the system is complex.

Knowing all this upfront can make it a little easier to breathe. If you expect it to take time, you’re less likely to question yourself when it does.

Mental Health and Emotional Wellbeing Strategies

A long job hunt can wear you out in ways you don’t really see coming. You start feeling ready, maybe even excited to see what’s out there. Then it just keeps going. It’s easy to think you should be handling this better. But you’re not the problem. The process itself is draining. Anyone in your shoes would feel the same way.

Practical Mental Health Strategies

There’s no perfect solution here, but a few habits can help you stay steadier. One thing a lot of people find useful is mindfulness. This isn’t about sitting cross-legged on the floor for an hour. Just pause. Breathe for a minute. Let your thoughts settle a bit. If you don’t know where to start, Headspace or Calm have guides that walk you through it. Having a daily routine helps more than you’d think.

Establishing a routine helps, too. When your days lack structure, you feel you’re never doing enough. Maybe pick a window of time in the morning for applications. Then give yourself a break and focus on something else. Even ten minutes outside can reset your mind a bit. Talking to someone helps too.

If you start to feel overwhelmed, look for help. It doesn’t have to be a therapist—maybe just a Healthcare career coach, a trusted mentor, or someone from an Employee Assistance Program.

Some things to try, even if they feel small:

A ten-minute guided meditation when you feel anxious
One set time every day when you’ll look for jobs, and when you’ll stop
Breaks that have nothing to do with work
A chat with someone you trust
Checking if you have access to EAP support

Self-Care Fundamentals

Remember that self-care is important, too. If you’re not looking after yourself, you’ll lack the energy or momentum to keep going.

Go outside, take a walk, and get exercise
Eat healthy, nutritious, and balanced meals
Build a sleep schedule and stick to it. When you’re tired, everything feels worse
Talk to the people around you and lean on your relationships
Unplug from time to time. Don’t be switched on 24/7

Remember, looking for the ideal Healthcare role doesn’t have to consume your entire life, no matter how important it feels. Look after yourself.

Strategic Networking and Relationship Building

When you’re waiting on interviews and not hearing back, it can feel like everything depends on job boards. But most jobs don’t even get posted. About 70% are filled through word of mouth or personal connections.

It’s one of the reasons networking matters so much. Even a quick chat online can open a door. On LinkedIn, countless Healthcare candidates have landed jobs through casual conversations. You don’t have to pitch yourself to everyone you meet; learn how to leverage your network.

Leveraging Hidden Job Markets

Most managers would rather hire someone they’ve heard of than sift through a pile of applications. That’s why telling people what you’re looking for is worth doing.

Start with people you already know. Maybe a former coworker or a classmate. A manager you got along with. You don’t have to lead with a request; tell them you’re exploring opportunities and want to catch up. If they mention a chance, ask about it.

Effective Networking Strategies

First, if you haven’t already, set up LinkedIn. Keep what you do clear and honest. Make sure it’s up to date. Join a couple of groups that interest you, leave a comment here and there, and share something now and then that feels like you.

When you’re ready to build connections in person, look up local events or opportunities.

Look up meetups or local chapters of professional groups.
Check alumni networks: those are often easier to approach.
Don’t feel like you have to collect business cards all night. One good conversation is enough.

Handling Rejection and Building Resilience

Rejection hurts. Even when you tell yourself it’s not personal, it still feels that way, particularly when you’ve put so much work into finding the right Healthcare role. But a lot of the time, rejection doesn’t really have anything to do with you.

Sometimes, the budget freezes, the team changes direction, or you are one of three final candidates, and they pick someone else. You could have done everything right and still not been the one.

Try to think of it this way: every “no” moves you one step closer to the place that’s a better fit. Take the opportunity to:

Learn from feedback: Ask for feedback. Sometimes you’ll get radio silence, or something generic that doesn’t help. Or you might hear that your examples were vague or that someone else had more experience. It stings, but it’s information. Keep a note of what you learn.
Stay resilient: Rejection chips away at you. You don’t have to pretend it doesn’t hurt. It’s normal to feel disappointed, angry, or just tired. Let yourself have the experience, talk it out with someone you trust, and be kind to yourself. Listen out for any negative self-talk and squash it straight away. Try to spot little wins. Maybe you got further in the process this time. Perhaps you answered a question more confidently. Those things count.
Recovery and momentum: There’s no shame in pausing after a rejection. You might need time to rethink how to present yourself, and that’s okay. When you’re ready, pick back up again gradually. One small step is enough. Remember, all the effort you’re putting in still counts.

Practical Motivation Maintenance Strategies

It’s hard to stay motivated when the finish line keeps moving. One way to keep going is to set goals you can see yourself hitting. You might decide to apply for three jobs this week, have one conversation with someone in your field, or spend an hour updating your CV.

If it helps, write it down somewhere you’ll see it. A sticky note. A phone reminder. The point isn’t to pile on pressure. It’s to give yourself something solid to work toward when everything feels vague. Other ways to stay focused might include:

Setting up accountability systems: It’s easy to drift when doing this alone. Having someone to check in with can keep you from losing your grip on the process. Maybe you set up a standing call with a friend looking for work. You can also join a small online group where people share updates. Just knowing someone else is in it too makes it less lonely.
Developing skills: If interviews are slow or offers aren’t coming, that doesn’t mean you can’t do anything. You can pick one thing to work on in the meantime. It could be a short course you’ve been meaning to take. Or brushing up on a skill that comes up in interviews. Or just reading about trends in your field so you feel informed when conversations pick up again.
Using monthly checks: Once a month, pause. Look back at what you did. Look at what you learned. You might realise that something isn’t working as well as you thought. Or you may discover you’re not investing enough time into self-care. Maybe you’ll decide you should be pursuing a different Healthcare role entirely.

Take the time to find a strategy that works for you, one that balances well-being, with measurable and ongoing progress.

Moving Forward, One Step at a Time

If there’s one thing to take from all this, it’s that long hiring processes are how things work now. It doesn’t mean you’re doing anything wrong.

But that doesn’t mean you must let it run you into the ground. You can set boundaries, look after your mental health, develop your network and build new skills

Here are a few steps you can start with right now:

Set a routine. Decide when you’ll job hunt and when you’ll step away.
Pick small, clear goals. A few applications. One conversation. One profile update.
Stay connected. Reach out to people you trust or join a group so you don’t feel alone.
Take breaks. A day off here and there isn’t quitting. It’s taking care of yourself.
Check in with yourself. Once a month, look at what’s working and what isn’t. Adjust as you need.

This process is hard, no matter how prepared you are. But you’re not stuck. Every small step counts. Just keep moving forward.

For years, companies in the Healthcare industry have relied heavily on CV screening to identify which candidates have the credentials and experience required to thrive in their organisation.

However, CV screening isn’t as effective as it appears.

The higher the number of applications received, the more time it takes to examine every CV That’s why many recruiting managers spend less than 7 seconds scanning through a CV.

Also, CVs aren’t always great indicators of a good job fit.

CVs, despite sharing academic data and work experience, provide little insight into genuine abilities, personality traits, and characteristics. The good news is that various screening techniques exist that Healthcare companies can use to improve the success of their recruitment efforts.

Here are some of the top options to consider.

1. Behavioural Interviewing Techniques

Behavioural/Behavioral interviews are a tested tool for Healthcare recruiting managers and
recruitment to assess a candidate’s “fit” for a role. In these interviews, which can be conducted in person, over the phone, or via video, interviewers ask candidates questions about their behaviour in past situations, similar to the situations they may encounter in their prospective role.

Candidates respond to questions often using the “STAR” (Situation, Task, Action, and Result) method, offering an overview of what they needed to accomplish, the challenges they had to overcome, and the goals they achieved. This form of interviewing provides a clear insight into how candidates reacted in real-life situations and specific results accomplished.

This helps recruiting managers make informed decisions about who to take to the next stage in the hiring process based on their proven skills, experience, and attributes.

2. Skill Assessments and Job Simulations

A CV offers limited insight into what a candidate can accomplish in a prospective role, and this is where skill testing can give you an unbiased, effective way to verify a candidate’s expertise.

With a straightforward online test, you can identify candidates with the right critical soft skills ( communication and problem-solving) and technical skills (mathematical or analytical). You can also use personality tests for insights into desirable traits (like proactivity).

To take skill-testing a step further, candidates can be asked to participate in a “job simulation,” where they are required to complete a task related to the responsibilities of their roles. Seeing candidates “in action” gives the recruiting manager an excellent opportunity to make informed decisions based on clear evidence of the candidate’s skills and abilities.

3. AI-Powered Screening Systems

For years, recruiting managers and companies in the Healthcare industry have used solutions like “Applicant Tracking Systems” to screen large numbers of candidates rapidly. In today’s world, these tools have become increasingly advanced with the addition of artificial intelligence and machine learning.

AI-powered systems, now used by around 79% of organisations worldwide, can accelerate the early stages of the screening process. AI solutions can be programmed to search for specific terms or references to certain skills in a CV or application. This saves companies hours of time they would otherwise spend reviewing CVs themselves.

However, it’s worth noting that AI-powered tools aren’t perfect. They can miss essential application details and generate biased results, which may rule out valuable candidates. It’s important to be cautious when implementing AI and automation and understand their limitations.

4. Video Screening Techniques

Over the years, video screening and preliminary interview sessions have become increasingly popular, replacing phone screening. With video conferencing solutions, Healthcare companies can engage in face-to-face conversations with clients wherever they are. This makes it easier for firms to assess a wider range of candidates, often from across the globe.

Video interviewing and screening also allow teams to learn more about their candidates based on their nonverbal cues, communication, and presentation skills.

Aside from the above, companies can also choose an asynchronous approach. Asynchronous video interviewing allows companies to record and send questions to candidates, who can respond with their recordings within a certain deadline. This can save hiring teams significant time during the initial interview stages.

5. Anti-Bias Screening Techniques

One of the biggest issues with relying on CVs for screening candidates is that it can lead to biased hiring decisions. With limited information, Healthcare hiring managers can unconsciously make decisions based on attributes like age and gender rather than skills.

To ensure you’re hiring diverse candidates to add to your teams, there should be a conscious focus on reducing bias in the screening process. This could include using:

Blind resumé screening: Using software or asking recruitment companies to remove details like age, gender, and location from CVs and applications.
Structured interviewing: Structured interviews, which involve asking every candidate the same questions in the same order, allow for a more objective comparison of candidates.
Diverse recruitment panels: Inviting various stakeholders to participate in the screening process can help companies make decisions based on varying perspectives.

It’s also advisable to provide everyone responsible for recruitment in the team with regular training to help them recognise signs of bias in hiring decisions.

6. Social Media Screening

Individuals use social media channels to communicate with friends and share their insights, passions, and accomplishments. While there are limitations to how much you can learn about someone from their social media profiles and online presence, social media screening can give the recruiting manager more insights into the Healthcare candidates.

It is said that around 90% of employers check a candidate’s online presence during the hiring process to learn about their personality, work ethic, and other factors. The important point to remember when using social media for screening is that bias can be an issue.

Companies must ensure their team members pay attention to only the most relevant information on a candidate’s social profiles, ignoring details like their outside hobbies, political views, or religious affiliations.

7. Cultural Fit and Value Alignment Assessments

A big issue with CV screening is that it provides little insight into a candidate’s values and personality or how they’ll mesh with existing company culture. Many people fail in their new role because of something connected to their attitude, personality, or values.

Conducting an effective interview, where you ask your Healthcare candidates about their priorities, goals, and expectations, can help you learn more about how well they’ll fit into your organisation. Personality assessments can also be useful alongside “trial work” periods, which allows you to see how your candidates interact with their colleagues.

Careful evaluation of what value a candidate will add to your company culture will help you to make better hiring decisions and increase talent retention rates.

Go Beyond the CV for Screening

Effective candidate screening ensures you make the best hiring decisions for your Healthcare company. However, CV screening can be flawed, offering limited insights into how effective someone might be in a particular role.

Advanced screening techniques, from skill tests to value alignment assessments, will ensure you make more informed, objective hiring choices. This can significantly reduce turnover rates for your business and improve your chances of building a diverse team.

Staying Motivated During Long Hiring Processes in the Healthcare Sector

October 23, 2025