Sourcing Better Options for Healthcare Recruiting

Inline started 20 years ago as a retained physician recruiting firm. Early on, a client told us, “If you just find me a pipeline of candidates to interview, I can do the hiring.” That was the beginning of the subscription model of sourcing. Clients could pay us one monthly fee and interview and hire as many candidates as they wanted or needed. Today, Inline is truly the only “sourcing” company that exists in the physician and medical search world.

We developed RCP, our own sourcing platform to automate and streamline our process with AI and data matching. However, using technology and algorithms is only part of the solution. The other critical part of the solution comes from our team of professional, highly trained candidate advisors (CAs) who source, screen and match candidates specifically to the needs of our clients. This human intervention allows us to send only candidates who both match, and want to work for our clients.

Over the last 15 years, our database has grown to more than 1.5 million records, and because of our professional CA team, that data is scrubbed and updated every day. We are proud of the adaptive work we’ve done to deliver the best healthcare talent to our clients efficiently through the many changes in industry, technology, and global health.

Over the last
15 years, our database has grown to more than 1.5 million records

Meet The team

Inline Leadership

Co-owner + President

Kelli Mulloy

Kelli Mulloy is a CPA and the Co-Owner and President of The Inline Group. After 20 years in banking and technology she left Bank of America to start Inline’s predecessor with her husband. Using her experience in technology, product development, and process design, she helped Inline evolve into the company it is today.

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CPA + Co-Owner
Terry Mulloy
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Senior VP
Scott Waters
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VP of Client Services
Jillian Larkin
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Jim Eisenhauer
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Director of HR & Talent Acquisition
Ashley Campbell
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Senior VP
Joseph Valdez
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Director of Operations
Barbara Bible
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Dawn Gilette
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Perspectives from the Pipeline

25 Jan 2022
Building Your Network Without In-Person Career Fairs

Whether you use career fairs to connect with other in-house recruiters or to connect with healthcare providers, the pandemic created a hole in your networking toolbox. Career fairs and trade shows came to a halt in 2020 and don’t appear to be making a strong in-person comeback. It’s time to figure out a new long-term strategy for staying connected.

Take the right actions on LinkedIn

LinkedIn has over 700 million users. However, in 2020, only 3 million of those users shared and interacted with posts on a weekly basis. From a recruiter's perspective, you need to be included in the active group. Consider you reach out to a provider about an opportunity at your facility. Odds are, they’ll do some research before responding. Your LinkedIn page should represent a person who not only posts for the sake of making a hire but who also understands the industry. Allow your professional personality to shine through and you’ll increase your connections.

Take advantage of online career fairs

It’s easy to blow off a virtual event. After all, who will notice if you aren’t there? But missing a virtual career fair means missing the most active candidates. Consider that only 14% of physicians report actively searching for a job. By continuing to attend career fairs on a virtual platform, you significantly increase your odds of connecting with an active candidate who’s interested in your facility’s opportunities.  

Be a more effective virtual communicator

Communication etiquette in a professional setting can be complicated. You know to avoid being too casual but can you be too formal? Definitely. Sending a LinkedIn message that’s too formal can feel transactional and impersonal—resulting in no response. Ideally, you’ll maintain a conversational yet professional tone. Also, avoid copying and pasting a template you’ve made for connecting. While this is a great starting point, it’s important to find a unique way to connect with each person you reach out to. When in doubt, ask yourself, “Would I respond to this if a stranger sent it to me?”

Ready to start building your network? Share this article on LinkedIn and get the conversation started!

12 Jan 2022
Three Staffing Lessons Hospitals Have Learned from COVID So Far

There’s a lot to be learned from the COVID-19 pandemic. These are the top lessons we learned to help healthcare recruiters improve their hospitals.

1. Flexibility Is Crucial

The physician shortage became painfully obvious as the pandemic continued. As hospital beds filled, it was simply a doctor’s medical knowledge that mattered instead of specialty and work experience. Ethically, crossing specialties outside of a public health crisis shouldn’t happen as it did during the pandemic. However, it does provide insight for in-house recruiters struggling with the healthcare provider shortage.

In 2019, AAPPR reported physician searches are taking longer than ever recorded in the ten years they’ve been conducting the Provider Recruitment Benchmarking Report. This can be explained by two factors: lack of supply and strict job requirements. As a recruiter, you have little impact on how many physicians exist. But you have a lot of control over the requirements for the physicians you interview. Understanding which job requirements are “must-haves” vs. “nice-to-haves” and opening up your search accordingly will decrease your time-to-hire and decrease lost revenue caused by the opening.  

2. Burnout Cannot Be Ignored

64% of physicians report that the pandemic intensified their sense of burnout. It has never been more necessary to create a flexible, supportive work environment. In-person/work-from-home hybrid options will likely become more common as a solution to overwhelming administrative duties. Where possible, allowing and encouraging physicians to simply work less could have a positive impact. Sabbatical programs and shorter shifts are trends we could expect to see. 

3. Leadership Is Not Easy

Effective leadership is hard to achieve under normal circumstances, let alone during a pandemic. While it’s easy to assign blame during stressful times, it’s important to consider the relationship between hospital leadership and healthcare providers. How can these groups come together to improve the hospital as a work environment? For leadership, creating an open line of communication for providers to express their needs and concerns. According to one survey:

Physicians who like their current leadership feel twice as capable, and are more than six times as likely to feel engaged, than those who aren't satisfied. They're also twice as likely to be satisfied with their jobs, and 45% less likely to show signs of burnout.

From the physician’s side, it’s important to actually speak up. Leadership can only fix what they know is broken. Once a line of communication opens, it’s up to the physician to speak up about their needs in the workplace. Only when leadership and physicians come together to improve the workplace will true change occur.

Interested in topics like this one?** Explore our other articles here.**

05 Jan 2022
The One Way You Can Plan for Healthcare Provider Shortages

How does staffing affect your facility? As we begin 2022, 73% of healthcare facilities rank staffing as their biggest pandemic challenge heading into the near year. With an endless list of causes for this shortage, what solutions exist? You do have one advantage: you know it’s coming. So how do we plan for this staffing shortage in advance? Building a pipeline of candidates.

But not all candidate pipelines are created equally. As a buzzword in the recruiting industry, many firms will promise you a pipeline but fail to deliver. We’ve compiled a list of what a pipeline of candidates should look like and how it helps your recruiting strategy. 

A pipeline should include all interested candidates (even those who don’t meet your job requirements)

We know what you’re thinking. “Why would I want to hold onto candidates who aren’t qualified for my open position?” Candidates change over time. So do your opportunities. As a provider gains valuable experience, they become the provider your facility needs. Coupled with the fact that you may have a less rigorous opening in the future, it’s valuable to keep these interested candidates on hand. This strategy can help you shorten your time-to-hire for future openings.

A pipeline should include full candidate details

If you’re looking for a firm to help you build a pipeline, that pipeline needs to provide full transparency. As another buzzword in the recruiting industry, transparency is something you should confirm before agreeing to any service. At Inline, transparency with our Essential and Flex platforms means full details: candidate name, location, work and education history, as well as our own screening information. Our candidate advisors dive into each provider's career goals and aspirations to ensure a professional and cultural fit. And to stay true to transparency, we provide you with all of this information as soon as the candidate applies. 

You should be able to easily access your pipeline

While many firms claim to build you a pipeline, this doesn’t mean you have access to it. It typically means they’ll build you a pipeline and only share those candidates they expect you to hire. With Inline’s client portal, you always have instant access to every candidate who has expressed interest in your facility. After all, they’re your applicants. We’ll source and screen them for you, but we’ll also maintain full transparency by providing you with access to every candidate. 

To learn more about the importance of a true candidate pipeline, connect with our team today.

Ask us anything! We're here to help.