Healthcare Thrives On Talent

Something that we always strive to prove to our clients and prospective partners is how valuable we find your time. That focus drives so many of our business decisions and evolutions. It’s what led us to update our brand and it’s what recently led us to open up our network to nurse candidates. We exist to make it easier for facilities and providers to find their best matches. Our latest mission? Making sure you don’t have to rely on multiple partners for your sourcing and screening needs. That’s why the The Inline Group now supports nurse specialties. If you’ve ever heard anything about The Inline Group, it was probably regarding our smarter tech and customized service we provide to your search for physicians. And we’re proud of that. But we’re excited to expand our offerings and our reach. We will be able to help our current clients do more and we’ll be able to meet more needs as we work with new contacts. We’ve been a healthcare sourcing partner for a while now, and our expertise in this space makes this expansion that much more intuitive. We know that the industry will continue to shift, whether with nurse shortages, changing turnover rates, or patient needs. Whatever you’ll face, we’ll have solutions.

You’ve heard it before - 2020 has changed the way we recruit healthcare providers. As a result, many firms are doing two things: presenting outdated recruiting tools with a new “spin” and conjuring up new tools for which they aren’t experienced in using.When we saw a prominent physician job board recently publish an article about incorporating these subpar practices, we found ourselves scratching our heads. Because the real loss in this new trend is with the already busy in-house recruiters. Deceptive content wastes time and money. We''ve compiled a list of red flags to be on the lookout for when firms try to put a fresh spin on old tricks. Red Flag #1: They’re still focusing primarily on conferences/career fairs. The physician recruiting industry relies heavily on career fairs to reach candidates. As such, 2020 led us to the virtual fairs. But here’s the catch - whether in person or virtual, career fairs primarily reach candidates actively searching for new opportunities (which is only 14% of the physician workforce). While it’s important to speak with these candidates, it should never be the primary source of candidates. For The Inline Group, we’ve always focused on reaching both active and passive candidates. While the pandemic has impacted physician recruiting, your job has never been easy. Our unique sourcing model was created to make your job easier, not just hand you low hanging fruit. Red Flag #2: They’ve implemented a new recruiting tool as a reaction to the pandemic. Recently you may have heard the word “marketing” being thrown around in the recruiting space. For some firms (like Inline), marketing means multi-channel campaigns running live for months, consistently building a pipeline of candidates. For physician job boards, like the prominent one referenced above, it means asking you to pay for banner ads that will be shown to the active candidates already engaging with you via the career fair. While marketing is a necessity in reaching the modern physician, it requires a unique skill set. For firms embracing it as an impulse reaction, marketing becomes a messy waste of money. If a firm has experience with recruitment marketing, they’ll know that it’s an effective way to reach the passive workforce. Inline has successfully been filling searches via digital marketing for years. You can check out a client’s success here. Red Flag #3: They still aren’t screening candidates for you. We can all agree in-house recruiters are busier than ever, yet all physician job boards continue to simply provide an un-screened list of interested candidates. In the above referenced article, the job board brags about supplying the CV of every single candidate in attendance. But who do they expect to read and sort through these hundreds of CVs? You. Why would a firm acknowledge how busy you are but not offer a service that saves you time? The Inline Group screens every candidate against your unique criteria before asking you to spend time on that candidate. Our team of candidate advisors spend all day, every day speaking with providers, ensuring they’re both interested in and qualified for your opportunity. There’s no doubt our industry continues to evolve. As you consider different tools to support your recruiting efforts, ask yourself this question: How much is this company actually helping me? If they’re simply providing an exhaustive list of CVs, the answer is “not much.” But if you’re interested in modern sourcing tools that truly adapts to your changing needs and provides vetted candidates, click below to connect with us today.

Healthcare recruiting hasn’t changed much in the last twenty years. We’ve upgraded from filing cabinets to computers, but a lot of the processes have stayed the same. This stagnancy is what fueled the creation of The Inline Group. Our leaders saw a better way to find healthcare providers and created a platform that empowers hiring teams to exceed their goals. Fast forward to 2020, and a global pandemic is exposing the flaws of major retained and contingent firms. Their lack of transparency and exorbitant placement fees are no longer helpful to financially and time strapped healthcare facilities dealing with COVID-19. Consider this: LinkedIn data shows healthcare hiring has dropped 19.4%, year over year. However, the demand for providers like intensive care nurses and hospitalists has more than doubled. So when third-party firms like Jackson Healthcare report increases in cancelled placements, we have to wonder: why aren’t your tools designed to help facilities through tough times like this pandemic? Healthcare facilities still need providers - the need has simply shifted. In an ongoing effort to provide the most effective services possible, Inline is providing you with three ingredients to our “secret sauce.” The following tools are what make our platform so effective, even when the hiring environment faces change. 1. Real-Time Reporting Have you ever had a search take longer than anticipated? Then, when your team tries to address the cause, no one seems to know why? What your search lacked was data. Consider the physician’s process when looking for a job: they see a job listing, they may read through it, then click apply, speak with whomever comes first in the screening process, and the list goes on. There are many steps a physician takes before they begin the onboarding process. So what happens between the moment they notice your job and when they disappear from the search altogether? In recruitment marketing, we refer to this as the bounce rate. The bounce rate refers to the percentage of visitors to your page who leave it without taking action. For Inline’s clients, our real-time reporting allows them to utilize this data to their advantage. When a candidate views an opportunity listed with Inline, we track if they viewed a page, clicked on a page, visited multiple times, and more. This data allows our team to re-target these candidates and ensure you never miss a qualified candidate. 2. Candidate-Focused Landing Page Did you know you only have 15 seconds to capture a site visitor’s attention before they leave your webpage? So while your facility’s website has a Careers Page, is it working to your advantage? Your website primarily focuses on patients. For a provider, they’ll need to find the link to your Careers Page, navigate through every other job listed, educate themselves, on your opportunity, and then figure out how to apply. While for some professionals, this process seems simple, healthcare providers tend to have little spare time. Asking them to click through your website in search of a job could cost you valuable candidates via the bounce rate. Inline sought to solve this common problem by creating custom, candidate-focused landing pages to all of our clients. These simple, yet effective landing pages only provide the information candidates want to see. From there, the application process involves our team of candidate advisors doing the heavy lifting so the candidate (and your hiring team) can focus on making the decision to work together. The best part? Even if a candidate doesn’t apply, our data mentioned above lets us know that they visited the landing page. We’ll be able to reach out to these candidates again to see if they’re still interested. 3. Segmented Candidate Marketing None of the above tools matter if you aren’t reaching the right candidates. If your job reaches 1,000 people, but 50% of them are the wrong specialty, you’ve wasted both time and money. Consider that marketers who segmented their audience saw a 24% increase in leads. There’s a good chance that 24% includes a candidate who matches with your opportunity. But what exactly is segmented candidate marketing? Let’s use a job board as an example. Job boards list an opportunity and wait for candidates to find it, without much happening beforehand. Then, you end up with unqualified applicants who think a physician assistant fetches coffee and responds to emails (yes, this has actually happened). When you segment your audience, you put yourself in control of who views and applies your jobs. Every marketing dollar you spend will drive an actual healthcare provider through the application process, thus limiting the number of cold calls and screenings you need to do. While the recruiting industry is slowly embracing tools like those mentioned above, The Inline Group has been utilizing and fine-tuning them since day one (and we’ve gotten pretty good at using them). If you’d like to learn more about how these tools can increase your hiring efficiency and success, click below.