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Review: Recruiting Planning Strategy

Roy Vera  MBA, RT  VIS Medical
April 2007
Recruiting Planning Strategy
By Roy Vera MBA,RT

Your recruiting strategy is fundamentally one of the most important steps in starting
your medical staffing agency.  If you cannot find the qualified talent to fill positions
your will quickly ruin your reputation and the ability for repeat business.  Let’s take a
look at what you can do to begin your recruiting planning strategy.

The problem new agencies face

As a new company you are eager to begin your new agency and reap the rewards
associated with a successful staffing agency.  A company I consulted for in a matter
of six months was billing over $100,000 a year in their startup.  They had planned for
the potential growth by securing methods to acquire recruits quickly and effortlessly.  

The recruits you seek are often found in unlikely places.  Not all potential recruits are
found in monster.com or in job fairs.  It is also unlikely that you will find all your
recruits in trade magazines or respond to an ad in a newspaper.  Sometimes you will
find the majority of your recruits using only one viable method.  

As a new company your problem will be to create a process that allows a continual
stream of recruits calling you.   This is the goal of any new medical staffing agency
wishing to stay in business beyond the start-up phase.

What Is Recruiting Dynamics?

Cutting red tape making hiring easier

One of the other problems facing new medical staffing agencies is making it difficult
to simply get the employee working.  It seems easy enough, but you will be surprised
how difficult it can become.  I have seen medical staffing agencies provide a 200
page manual covering everything from mandated topics to non-disclosure and
requiring the recruit to sign each page.  Then the recruit is tested, tested and
tested.  After three hours the employee is then required to go home and wait for their
call.  

Other companies loose recruits by not having quick access to pay rates, invoices
etc.  Some recruits call in facilities for a quick on the spot pay rate, other recruits don’
t want to bother filling out huge forms before working.  Some if not all of the red tape
can be eliminated.  You want to make the hiring process smooth, fast and to the
point.  The goal is to get the recruit working as fast as possible and stay long term
with your company.  

Making your recruits, recruit.

The whole premise of recruiting planning strategy is found within the confines of
recruiting dynamics: an out of the box way of recruiting and finding candidates
quickly and effectively with the least expenditure attached to it.  By means of
satisfying your recruits they then become a dynamic vendor assistance center, a
walking representation of your company.  The recruit is transformed into a marketing
PR campaign.

The recruit can only represent a medical staffing agency positively if they have
experienced a positive streamlined process in their hiring experience.  
Recruiting
dynamics shows the many windows a medical staffing agency can succeed in the
recruiting process.  Ignoring the importance of one aspect of the recruiting dynamic
process will undermine the whole goal of a medical staffing agency.  

The value of having your recruits, recruit can be calculated in terms of actual dollars,
but more importantly is a gauge against failure to actualize client relationships.  Client
relationships are beyond the scope of this report, yet it is also a facet of the strategic
approach to recruiting.


So why should recruits work for you

So why should recruits work for you, that is the question that can easily be answered
upon building a foundation with your recruiting efforts.  The process of recruiting can
be individualized or seem to be individualized.  Holding the individual in a targeted
branding effect builds a friendship that is more difficult to walk away from.  

New medical staffing agencies cannot compete against multi-million dollars
companies engaging in recruiting the same candidates that you are recruiting.  Using
the same approach your “deep pocketed” competition is doing will quickly undermine
your efforts and deal a mighty financial blow to your marketing dollars.  It is best to
approach your recruiting efforts to attract potential recruits using a unique and long
lasting strategy.  

Part of the recruiting planning strategy is to formulate this plan ahead of time and
understand your limitations and the limitations of your competition.  Within your
limitations are found strengths that will attract recruits to work for you.

Building your recruiting foundation.

View each candidate as a potential recruiting representative that will provide valuable
assistance in the growth of your medical staffing agency.  Recruiting planning
strategy is part of the
recruiting dynamic approach to securing a long lasting
relationship with your recruits and future business.  

To learn more about Recruiting Dynamics please visit the following link to:
Recruiting Dynamics.
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