One Big Way You're Wasting Money On Recruitment

Aug 09, 2021

Recruiting healthcare providers is expensive. AAPPR reports $20,000 as the average cost per physician search. Then consider the average annual total searches per recruiter can range from 5 to 60. On the low end, that’s $100,000 to find the necessary providers; on the high end, it’s $1.2 million. And that doesn’t consider the loss of revenue while those positions stay open. 

Suffice to say, recruiting requires a balance of effectiveness and fiscal responsibility. 

You use recruiting firms that do the work for you instead of working with you as an extension of your team.

You know the old saying “give a man a fish and you feed him for a day; teach a man to fish and you feed him for a lifetime”? It’s time to start thinking like this when you choose a firm to support your hiring efforts. We’ve compiled a list of questions to ask yourself when deciding if a firm is right for your facility.

Will this firm build a positive reputation for my facility among providers?

It’s no secret physicians don’t have the best relationship with recruiting firms. So choosing a firm with a positive provider relationship means a better reputation for your facility. Despite being a separate entity, a recruiting firm may be the first interaction a candidate has when entering the hiring process. Inline focuses on doing what’s best for the candidate, which encourages a strong first impression when interviewing with your facility.

Will this firm teach my hiring team how to be more effective recruiters?

At Inline, we prioritize coaching our clients on best practices. The most important? Communication. Did you know 70% of candidates lose interest in an employer if they haven’t heard back within one week? We know you have a lot on your plate—that’s why our team keeps track of where candidates are in your hiring process. We’ll keep you on track so you don’t lose out on candidates to other employers.

Will this firm build a pipeline of candidates for my facility?

This relates back to question #1. Think of your candidate pipeline as a social network. Adding a candidate to your pipeline doesn’t mean you’ll hire them for this opening. However, you’ve established a connection and in the future, when you list another opportunity, candidates will already have a positive relationship with your facility, thus making your job much easier in the long run. At Inline, our priority is building you a candidate pipeline to make future recruiting efforts that much more effective.

Remember, recruiting doesn’t have to cost a lot to be effective. You just need a recruiting firm working as an extension of your team. If you have questions on how to educate your facility about best recruiting practices, schedule a consultation online to speak with a member of our team!