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 recruiters 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 Recruiter 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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CIO/CTO
Jim Eisenhauer
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Director of HR & Talent Acquisition
Ashley McDaniel
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Senior VP
Joseph Valdez
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Controller
Dawn Gilette
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Articles

Perspectives from the Pipeline

29 Nov 2022
How Spam Blockers May Keep You From Contacting Candidates

Healthcare recruiters spend a lot of time calling candidates. Whether they applied directly to a job or you’re making cold calls, recruiters rely heavily on their phones to fill job openings. However, you may have noticed recently that candidates simply aren’t picking up the phone. The problem might not be as simple as providers not wanting to answer a call.

In recent years, cell phone carriers have cracked down on spam calls. New features automatically screen calls deemed “suspicious” or “unwanted.” While we all appreciate receiving fewer calls from robots, this feature has added a hurdle to the race to find healthcare providers. So what’s happening and how can you overcome it?

How Do Cell Carriers Screen Calls?

In 2019, a new law expanded the power of the Federal Communications Commission to protect consumers from robocalls. Thus, phone carriers are now required to screen spam calls, at no charge, to prevent large numbers of unwanted calls coming through.

There’s two main triggers that can mark a number as spam:

  • A customer flagged your number as spam when you tried calling
  • Your number makes frequent calls each day

Although you call providers with good intentions, you never know when someone may mark your call as spam. You may have accidentally called a retired physician who’s tired of calls from recruiters. If they mark you as spam out of frustration, it can hurt your reputation with cell carriers. 

In regard to call volume, using one phone number to make calls all day can trigger a spam warning as well. The rule of thumb is to make less than 100 calls a day. Between regular work calls and calling candidates, it’s possible you’ve been marked as spam.

How to Break Through and Connect with Providers

First, consider other communication options. SMS and email can help you get in touch with candidates. Through these avenues, you can provide a link to schedule a call, thus increasing your chances of actually speaking with providers on the phone.

Second, be aware of your phone number’s status. Ensure your number is properly registered with CNAM and carriers so they know your calls aren’t spam. You can also monitor your number’s status so you’re aware if you’ve been flagged.

Last, consider which third party recruiting services you use. If you’re partnered with a recruiting firm that doesn’t utilize multiple communication channels, you may be wasting your money. Does your recruiting firm have a positive relationship with candidates? Does it utilize paid marketing, SMS, and email marketing to reach as many candidates as possible? Not only are these important components of any recruiting strategy, they’re also the best way to overcome spam limitations.

At Inline, candidates prefer working with us thanks to our transparent, candidate-focused recruiting process. Combined with multi-channel marketing, we connect healthcare facilities with top talent while maintaining a positive reputation in the industry. Learn more about our fully transparent recruitment process here.

22 Nov 2022
4 Trends in Telemedicine for 2023

Telemedicine is no longer the future — it’s the now. Since the start of the Covid-19 pandemic, the adoption and utilization of telemedicine is now very much the norm. 

As a potential way to alleviate burnout, telemedicine has continued to improve the lives of healthcare workers as well as patients. As 2023 quickly approaches, we’re looking at the future of telemedicine in the year to come. Here are four trends we’ve noticed. 

1. Telemedicine could be the treatment of choice for chronic conditions. 

A virtual appointment is now considered a common option and one that will continue to rise in use, especially for patients seeking mental health treatment or those suffering from chronic conditions. By the end of August 2021, 39% of telehealth visits were primarily for mental health or substance use compared to 24% a year earlier and 11% two years earlier.

2. Monitoring patients remotely offers more insight. 

New technology will continue to help improve patient experiences and offer more flexibility to doctors offering care. One way that seems like a win-win is remote monitoring with digital health technology. For example, monitoring a heart patient from their home will allow healthcare workers to keep track of their patient's vital signs in their daily setting, rather than placing them in costly and crowded hospitals or clinics. 

3. Patient portals are improving patient-provider relationships.

 “As digital health and patient engagement technologies become more ubiquitous, patient portals and personal health records are proving to be integral bridges between the patient and the provider,” according to David Haggstrom, MD, MAS, director of the Regenstrief Institute Center for Health Services Research and a core investigator for the US Department of Veterans Affairs Health Services Research and Development Center for Health Information and Communication.

Healthcare providers are able to keep appointments, authorize prescriptions, and answer messages in secure portals saving time and even money for the hospital. Nearly 40% of people accessed their medical records at least once, per a 2021 ONC report. That’s up significantly from low adoption levels back in 2017.

4. Insurance companies will expand coverage for telehealth services. 

As telehealth becomes an increasingly popular option, insurance companies are working hard to cover more and more of the services offered by it. Health insurance providers are breaking down barriers for telehealth because it helps lower patient costs, increases the availability of care providers, provides patients with more choices of doctors and clinicians, and improves the quality of care.

16 Nov 2022
How to Convince Your Candidate to Relocate

Picture this – you’ve been searching for the perfect physician for a long time. Finally, you find the right one. Everything is perfect, except for one thing – they live across the country. 

While a cross-country move isn’t out of the question, it can be challenging for recruiters and candidates. Let’s dive into the challenges and how you might be able to change the right candidate’s mind. 

Why Candidates Can Be Hesitant to Relocate

Changing jobs is a big move. Changing cities for a new job is a huge move and one most candidates don’t take lightly. After all, once a person has settled into a place, it might be difficult to untangle their lives from the roots they’ve planted – families, friends, and familiar routines are hard to leave. 

Physicians with families typically have even more factors to consider. Changing schools, a spouse changing their job and real estate challenges with buying / selling or renting under a time crunch. And that’s just the tip of the iceberg. These are big hurdles to overcome, but it’s not entirely impossible. 

How to Help a Candidate Move? Relocation Support

When you find the right candidate, it can be worth pulling out all the stops or at the very least, providing relocation support. Relocation packages come in different sizes – the size often depends on a candidate's level of expertise and specialization. A harder-to-find physician or specialist may cost more, but the ROI is often well worth the investment. 

Either way, you’re going to need to offer some kind of relocation support and that often means money. Here are four ways you can help ease the transition:  

Moving Cost Reimbursement  – Moving is expensive. Between hiring movers, trucks or pods, selling a house or putting a deposit down for a rental, and so many more, the costs add up quickly. Consider reimbursing those costs with either a lump sum or reimbursement plan.  

Spousal Income Assistance – When a family relocates, a spouse’s career typically relocates too. If the candidate’s spouse is unable to keep their current job, they will need to start searching for a new one. It’s helpful to offer financial support for a few months while a spouse is on the hunt.  

Orientation Trips – Once a candidate decides to move, it’s helpful for them to become oriented with the area to which they’re moving. Acclimating to a new city takes time, but the transition can be made easier if a candidate has time to visit and figure out where they might want to live, which schools their children will attend, and more. 

Real Estate Reimbursement – This is a big one, but not unheard of, especially in today’s housing market. When a candidate relocates for a job, they’ll need to either sell their current house or buy a new house. Employers can offer reimbursement for temporary housing, fees for broken leases, or deposits for new leases. 

Finding the right candidate, no matter where they are, can have huge returns on your investment. At Inline, our screening process covers a candidate’s desire to relocate, timing and their expectations. So let us help you find the perfect match today.

Ask us anything! We're here to help.