Don’t Let a Tight Budget Cost You Top Talent

Jul 07, 2022

How does budget impact the way you hire healthcare providers? AAPPR reports that 65% of healthcare organizations used a search firm in 2019. As an external cost for recruiting, your budget likely has an impact on the firms your team utilizes. However, most firms have one set platform for recruiting. As a result, you’ve likely found a firm you wanted to use, only to have your budget get in the way of using their services. 

Budget-Friendly, Flexible Recruiting

If budget has gotten in the way of hiring success, a recruiting service with flexible hiring options may be your best resource. For many healthcare facilities, this means working with retained-only firms. However, ask any in-house recruiter, and contingent searches may bring up mixed emotions.

Despite its reputation, contingent searches have stuck around because they provide flexibility no other search does: no upfront costs. While many healthcare facilities have the budget to place a new provider, most can’t risk paying before hiring. Thus, contingent searches continue to play an important role in healthcare. 

Contingency Isn’t the Problem

The concept of contingent recruiting isn’t inherently bad—but the way major firms have gone about it has created a stigma. For obvious reasons, contingent searches require a certain level of information withholding. To ensure payment is received for a hire, firms need to withhold the candidate’s personal information. However, over time, many firms have turned to withholding critical information in this effort. 

For example, many candidates have negative feelings towards recruiters due to a lack of information about the hiring facility during a search. Recruiters will withhold the facility name, location, and more in an effort to prevent the candidate from applying directly to the facility. As a result, you may miss out on quality candidates simply because they don’t want to work with a contingent recruiter.

Candidate Relationships Are Crucial

While most recruiting firms have the know-how to identify quality candidates, it’s the relationship these firms have with candidates that ensures you’ll make the right placement. Healthcare hiring during the provider shortage requires a positive recruiter-candidate relationship. Candidates know they’re in high demand—so the best recruiting firm to work with is the one that candidates prefer.

Inline’s Focus on the Candidate Experience

Since Inline began, our number one priority has always been the candidate experience. We believe that when a candidate has a better hiring experience, healthcare facilities ultimately have great hiring success and retention rates.

With Inline’s On Demand option, you receive the benefit of both our positive candidate relationships and contingent search. When we begin your search, candidates will receive full details about your facility, meaning they can make an informed decision when applying. We don’t need to worry about candidates applying without us—in fact, they prefer applying with us because we make the process that much easier for them. One physician assistant had this to say about our process:

“I just wanted to thank your organization. [Inline] was very professional and I’m very impressed on the quality communication that was done. I would definitely recommend the Inline group…I’m very appreciative that Inline helped me find a job I really wanted. I have worked with a lot of different firms in the past…but Inline rates up there in the top of firms I’ve worked with...”

And there’s countless more like this one. If you’d like to hear more candidate referrals or simply learn about our recruiting process, contact a member of our team today!


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The student loan forgiveness state programs are a valuable resource, and should be taken into serious consideration when deciding on a destination and facility of choice. Perhaps you’re thinking of immediate relief, or more of a short-term solution. To be honest, that is not really feasible with $200K in debt. But, when negotiating your “dream” role, it is important to use that as an opportunity to obtain a possible sign-on bonus as well as relocation assistance to help ease the burden, at least temporarily. Keeping a positive mind-set, and considering all possible solutions, can help you achieve your goals of financial growth and stability as a physician.

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Ask yourself why this position is not working out for you, is it because of salary, hours, or location? What position are you wanting to transition into and why? Carrying on from why you are leaving your previous position for another; what are you seeking to improve or gain more experience in?

Hopefully by identifying your job history and maintaining a balance when transitioning from one job to another, you should have no problem in avoiding job-hopping.