| Recruiting Planning Strategy | | | | of the box way of recruiting and finding candidates |
| Your recruiting strategy is fundamentally one of the | | | | quickly and effectively with the least expenditure |
| most important steps in starting your medical staffing | | | | attached to it. By means of satisfying your recruits |
| agency. If you cannot find the qualified talent to fill | | | | they then become a dynamic vendor assistance |
| positions your will quickly ruin your reputation and the | | | | center, a walking representation of your company. The |
| ability for repeat business. Let’s take a look at | | | | recruit is transformed into a marketing PR campaign. |
| what you can do to begin your recruiting planning | | | | The recruit can only represent a medical staffing |
| strategy. | | | | agency positively if they have experienced a positive |
| The problem new agencies face | | | | streamlined process in their hiring experience. Recruiting |
| As a new company you are eager to begin your new | | | | dynamics shows the many windows a medical |
| agency and reap the rewards associated with a | | | | staffing agency can succeed in the recruiting process. |
| successful staffing agency. A company I consulted for | | | | Ignoring the importance of one aspect of the recruiting |
| in a matter of six months was billing over $100,000 a | | | | dynamic process will undermine the whole goal of a |
| year in their startup. They had planned for the potential | | | | medical staffing agency. |
| growth by securing methods to acquire recruits quickly | | | | The value of having your recruits, recruit can be |
| and effortlessly. | | | | calculated in terms of actual dollars, but more |
| The recruits you seek are often found in unlikely | | | | importantly is a gauge against failure to actualize client |
| places. Not all potential recruits are found in or in job | | | | relationships. Client relationships are beyond the scope |
| fairs. It is also unlikely that you will find all your recruits in | | | | of this report, yet it is also a facet of the strategic |
| trade magazines or respond to an ad in a newspaper. | | | | approach to recruiting. |
| Sometimes you will find the majority of your recruits | | | | So why should recruits work for you |
| using only one viable method. | | | | So why should recruits work for you, that is the |
| As a new company your problem will be to create a | | | | question that can easily be answered upon building a |
| process that allows a continual stream of recruits | | | | foundation with your recruiting efforts. The process of |
| calling you. This is the goal of any new medical staffing | | | | recruiting can be individualized or seem to be |
| agency wishing to stay in business beyond the start-up | | | | individualized. Holding the individual in a targeted |
| phase. | | | | branding effect builds a friendship that is more difficult |
| Cutting red tape making hiring easier | | | | to walk away from. |
| One of the other problems facing new medical staffing | | | | New medical staffing agencies cannot compete |
| agencies is making it difficult to simply get the | | | | against multi-million dollars companies engaging in |
| employee working. It seems easy enough, but you will | | | | recruiting the same candidates that you are recruiting. |
| be surprised how difficult it can become. I have seen | | | | Using the same approach your “deep pocketed” |
| medical staffing agencies provide a 200 page manual | | | | competition is doing will quickly undermine your efforts |
| covering everything from mandated topics to | | | | and deal a mighty financial blow to your marketing |
| non-disclosure and requiring the recruit to sign each | | | | dollars. It is best to approach your recruiting efforts to |
| page. Then the recruit is tested, tested and tested. | | | | attract potential recruits using a unique and long lasting |
| After three hours the employee is then required to go | | | | strategy. |
| home and wait for their call. | | | | Part of the recruiting planning strategy is to formulate |
| Other companies loose recruits by not having quick | | | | this plan ahead of time and understand your limitations |
| access to pay rates, invoices etc. Some recruits call in | | | | and the limitations of your competition. Within your |
| facilities for a quick on the spot pay rate, other recruits | | | | limitations are found strengths that will attract recruits |
| don’t want to bother filling out huge forms before | | | | to work for you. |
| working. Some if not all of the red tape can be | | | | Building your recruiting foundation. |
| eliminated. You want to make the hiring process | | | | View each candidate as a potential recruiting |
| smooth, fast and to the point. The goal is to get the | | | | representative that will provide valuable assistance in |
| recruit working as fast as possible and stay long term | | | | the growth of your medical staffing agency. Recruiting |
| with your company. | | | | planning strategy is part of the recruiting dynamic |
| Making your recruits, recruit. | | | | approach to securing a long lasting relationship with |
| The whole premise of recruiting planning strategy is | | | | your recruits and future business. |
| found within the confines of recruiting dynamics: an out | | | | |