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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CTO
Jim Eisenhaur
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Director of HR & Talent Acquisition
Ashley Campbell
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Regional VP
Joseph Valdez
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Director of Operations
Barbara Bible
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Controller
Dawn Gilette
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Articles

Perspectives from the Pipeline

30 Nov 2021
Top Recruiting Tools On a Budget

The recruiting process can feel long and repetitive. Especially if you don’t have the proper resources/tools to help you along the way. We’ve gathered some of our recruiting team's favorite, budget-friendly tools to help you streamline your hiring process.

Recruitment Marketing:

Google Analytics

Whether you use paid ads to reach providers or stick to organic traffic, it’s important to understand how candidates are ending up on your job page. Google Analytics provides you with the data necessary to create a true recruiting strategy. Maybe you need to request more budget be allocated towards SEO—Google Analytics will equip you with that information. The best part? It’s totally free. 

Sourcing:

Glassdoor

Most likely, you already know which websites and job boards can provide you with an endless list of providers. But if you want to improve your sourcing process, consider what your facility’s Glassdoor profile looks like. Did you know that more than two-thirds of candidates read a company’s reviews before deciding to apply to a job? If your previous employees left less-than-positive reviews, it could be preventing future candidates from applying. It’s important to understand and improve upon your online reputation.

Inline

At the end of the day, sourcing is a monotonous task. Researching and calling providers, although not difficult, can take a lot of time. Consider that the average recruiter spends one-third of their workweek sourcing candidates. With our team of candidate advisors calling healthcare providers all day on your behalf, you could have that time back to focus on other work tasks. 

Screening:

Inline

When it comes to screening, there simply isn’t a tool more effective and budget-friendly than Inline. On top of giving you back one-third of your time by sourcing providers, we’ll also screen every single candidate we provide you. You won’t have to waste your time speaking to underqualified candidates. Instead, you’ll speak with pre-screened, interview-ready candidates. 

Interviewing:

Calendly

Calendly is the perfect tool for scheduling candidate interviews. Provide candidates with your custom link and they simply pick an available time slot. Calendly integrates with most major calendar apps, so you won’t have to worry about overlapping interviews with other appointments and meetings.

Interested in more tools and tips like these? Our weekly newsletter provides you with the latest in healthcare recruiting. Sign up below!

17 Nov 2021
What You Should Know About Gen Z and Millennial Healthcare Workers

Millennial [ mil-len-ee-uhl ] noun:

A person born between 1980 and 1996.

Generation Z [ jen-uh-rey-shuhn zee ] noun:

A person born between 1997 and 2012.

Comprising about 42% of the U.S. population, it’s time for hospitals to create a work environment centered around millennial and gen z healthcare workers. What was important to baby boomers and gen x may not appeal to the emerging workforce. Here’s what you need to know about recruiting the next generation of providers:

They Expect Salary Transparency

Money is no longer a private conversation. One report found that 58% of employees would switch jobs for more pay transparency. For gen z, that number jumps up to 70%. The best way to implement this in healthcare recruiting is to include salary in your job listings. Studies suggest that including pay increases your applications by 30%. When you consider there’s a growing healthcare provider shortage, it’s important to give yourself a competitive edge. Even if your salary isn’t as high as other facilities, including the salary ensures you don’t waste your time interviewing candidates with different expectations.

Your Facility’s Values Matter

65% of gen z wants to “make a difference to a cause they care about.” As an employer, you have the opportunity to fill that desire for the next generation of healthcare providers. Obviously, healthcare providers have already chosen a career path that makes a difference. But don’t rest on that alone. To compete with other facilities, millennials and gen z want to know what you’re passionate about. Dedication to a diverse workplace, providing care to underserved populations, or perhaps research into a specific disease—you don’t need to implement a big change at your facility. But do some research into good causes your hospital supports and be sure to highlight it in job listings.

They Want Clear Job Descriptions/Benefits

Millenials and gen z want to know exactly what to expect before they get involved with an employer. Both generations have had access to the internet from a young age, meaning they’re used to having instant access to the information they want. Employers who provide detailed job information upfront increase their number of applicants. 

Already have a full staff but want to ensure they stick around?** Check out our post about retaining healthcare providers.**

08 Nov 2021
How To Retain Talent At Your FQHC

Hospitals struggle to retain healthcare providers. Federally Qualified Health Centers struggle even more to retain talent. With some of the fullest hospital beds and the smallest support staff, physicians at FQHCs are 11% more likely to experience burnout. As a recruiter at one of these health centers, you may feel your hands are tied. You can’t offer a higher salary, and student loan repayment only keeps providers around while they have student loans. 

So what actions can FQHCs take to encourage provider retention? We’ve compiled a few changes you can make when hiring, during employment, and near the end of contract that will increase retention and lower recruiting costs.

During Hiring: Peer Interview New Hires

You’re familiar with the importance of finding employees who are a cultural fit for your organization. But what exactly does that mean? Organizational culture can change across departments. Including top department performers in the interview process helps you make a more educated hiring decision. An added bonus—you’ll gain insights during this stage that will help you when hiring for future openings. 

The benefits of peer interviewing extend beyond retention. Teams with a strong bond are more productive. In fact, over half of one survey’s respondents said having a “best friend” at work increased productivity and creativity. Another survey reported 62% of respondents with one to five friends at work said they would reject a job offer. Create a team of providers who want to work together, and you’ll only strengthen your facility. 

During Employment: Growth Within the Organization

FQHCs have a reputation for being more stressful for providers than other organizations. But just how much more stressful is an FQHC than other hospitals? Healthcare professionals face stress levels 25.8% higher than other professions. It isn’t a question of your facility being stressful, but how your facility manages and prevents burnout. Consider creating a system of internal movement within your organization.

A study of 250,000 RNs showed that nurses under 30 are more likely to want to leave their unit than their organization. Reflect on your departments with the highest turnover. For nurses, behavioral health, step down/PCU, and the ER have the highest turnover rates. Reflect on the departments at your facility and determine if there’s room for lateral movement among providers. Periodically changing the environment (within your hospital) and adjusting the stress level can make the difference between keeping your floor staffed and spending unnecessary money on recruiting.

End of Contract: Retention Bonuses

Although FQHCs don’t have unlimited funds to negotiate with, it’s always worth discussing when it comes to employee retention. Physician turnover can cost anywhere from $500,000 to $1 million. While many factors influence retention bonuses, they typically range from $10,000 to $50,000. But don’t limit your “bonuses” to money. If a provider adds value to and fits in culturally at your facility, open the room for negotiation. Perhaps your budget can’t adjust, but other parts of the job can. Whether it be a schedule adjustment or a benefits negotiation, let your providers know you’d like to keep them before they leave. Even if the provider ultimately resigns, collect this information anyway. It can be used when negotiating your recruiting budget in the future.

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