At the beginning of 2016, I found myself at a pivotal career point. As Director of an up and coming Travel Nurse placement agency, I was still trying to find that one final missing ingredient to our secret sauce! Though we had experienced some gradual success during our 9-year history, it was time to elevate our game!
Finally, we had the right sales team, an impressive list of active national vendors but our candidate pool was less than stellar, to say the least. I began to brainstorm and bounce around different possible solutions in my head. Finally, it hit me! If we wanted to be the best, we must first attract the best and add them to our Nurses Pro family. You are only as strong as your weakest link so it was time to strengthen our chain!
Our Candidate Screening Process needed overhauling, so I sat down with our CEO and together we devised a plan.
Identify the problem or weakness in our current process
We took a good look at our current Candidate screening process. We focused on what was working and what areas had little to no effect on our overall sales success.
1. Initial Recruiting Call
First, we agreed that relationship building should remain our initial building block, so we made some slight changes to this process. During all initial candidate screening calls, Recruiters would focus on the needs of the candidate – reason for traveling (discovering their pains), offer career advice (diagnose) and devise a career plan/strategy for the candidate, based on their top five must haves and a clear understanding of the candidate requirements (prescription). Throughout this process, Recruiters were directed to provide encouragement, warmth and remain inviting and passionate about the candidate’s needs.
2. Candidate Seriousness
Another area we focused on was candidate seriousness. In the staffing world, time is money so each minute of a Recruiters time should be properly managed and organized with a primary focus on serious candidates only.
After each initial recruiting call, candidates were asked to visit our website and complete an online application or respond to an introduction email, attaching an updated resume for review. If the candidate did as instructed, he/she were advanced to a priority processing phase, where they received added attention and quick processing. No time was wasted on chasing candidates with numerous phone calls or emails. All candidates were categorized according to seriousness and recruited accordingly.
Those candidates that were slow to act were placed on a secondary bench and all “starters” we placed on the playing field.
3. Closing the Deal
The last component that needed tweaking were flaws in our deal closing process. The major breakdown in our deals always went back to weak Candidate/Recruiter relationships along with miscommunication in regards to job requirement expectations versus facility needs.
Now, with a strong relationship established with serious candidates and requirement details clearly understood by both the Recruiter and the candidate, job matching became a breeze! By the end of 2016, we increased our total number of medical professionals on contract by 50%!!
Our secret sauce is now perfected and we are closing business with confidence!
Director of Career Management & Business Development at Nurses Pro
Senior Recruiter with 15 years of Recruitment and Management experience in the nursing/healthcare industry. Abby is experienced with full lifecycle recruiting and works directly with Hospital HR Recruiters and Staffing Coordinators to fill positions with the best candidates quickly.
Thanks for visiting the SkillGigs Facebook page! By using or accessing our Facebook page, you agree to comply with Facebook's Statement of Rights and Responsibilities. As always, the content posted by fans of SkillGigs' Facebook page does not reflect SkillGigs' views or opinions. Just because you see content from other fans of SkillGigs does not mean SkillGigs confirms the accuracy that content.
Our hope is that your experience on our Facebook page is just as awesome as your SkillGigs experience on our website. That’s why we’re asking all of our fans to follow a few guidelines to help maintain this standard. Please do not post content that:
is fraudulent, deceptive or misleading;
is threatening, abusive, defamatory, obscene, indecent or objectionable;
violates any law or regulation;
violates the intellectual property rights of another;
is hateful or otherwise targets race, religion, political beliefs, ethnicity, gender, sex, or nationality;
is spamming (including link baiting) or commercial in nature; or
is otherwise offensive.
We reserve the right to remove any posts that violate these guidelines or that we otherwise determine are not appropriate. By posting content on our page, you hereby grant to SkillGigs a worldwide, royalty-free license to use and fully exploit the content in any manner or media, forever, without any obligation to you. This includes the right to use any ideas you submit (including ideas about our products or advertising campaigns) in any manner that we choose, without any obligation to you.
Employers or hiring managers, you may know to make a good first impression with potential #talent by sharing the company benefits & activities, but how do you get them excited for the actual job? As we are in #tech, we are passionate about providing innovation junkies. Check out a few of my methods for charging up the talent. #hackathons
Our tool offers candidates with all kinds of job type preferences. We know startups need to grow and the need to grow fast. Check out George Deeb's advice on when to hire #employees, #contractors or crowdsources for your #startup.
Lesson #30: When to Hire Employees vs. Contractors vs. Crowdsources
Now, when is it best to use employees vs. contractors vs. crowdsources? The answer typically comes down to: (i) is the position long term in nature, or temporary; and (ii) does the complexity of the work require onsite management or not.
12 Innovative Recruiting Strategies That Savvy Companies are Using via @hireonlinkedin gives you the cheat sheet on what top companies are doing to hire talent. I have to say - some of these methods are seriously cut throat!