Millions of Americans have recently signed up for health insurance for the first time, and medical facilities are getting slammed with new patients. As a result, mass hiring is expected. Fortunately, medical staffing agencies are well-stocked with screened, pre-qualified and ready-to-work professionals. The question is, how do your properly assess these specialized staffing agencies and determine if they are a right fit for your business?
First, you need to decide whether or not you want to dedicate internal resources to the hiring process. Selecting the right person for a medical job is critically important; and, the unresolved nursing shortage makes finding that individual even more challenging for healthcare providers. Medical recruiters save both time and money. The costs associated with pre-employment testing, background checks, and drug screening can add up. Plus, Human Resource Departments may not be adequate when they are called upon to handle both recruitment and the selection.
As a medical recruiter, the companies we staff save thousands of dollars every year by eliminating many recruitment fees from their budget. Their HR personnel are also freed up to manage other vital tasks.
Next, you need to look at the benefit of staffing flexibility. With many companies still lacking complete confidence in our economic recovery, staffing agencies provide a flexible and somewhat non-committal solution. Staff can be brought on as temporary, temp-to-perm, long and short-term contract, or as direct hire. Medical facilities get the benefit of “testing the waters” with a candidate in a time and cost-effective manner, before fully committing to a larger staff.
Once you have determined that a staffing agency is the best option, it’s time to find the right staffing company to do the recruitment for you. You want an agency that can find not just matches that look good on paper, but people that are truly compatible with the existing staff and work environment. You will have contract terms to read through and rates to discuss; but, to help make the best assessment of an agency, these ten questions should be asked:
- How do you define your medical recruiting expertise?
- How are applicants qualified?
- What is unique about your approach to recruiting?
- What is your typical response time for nurse placement?
- How do you measure client satisfaction?
- How are you able to provide me a solid workforce with little turnover?
- If dissatisfied with the performance of your staff, what are the remedies?
- What recruiting trends or issues should I be aware of?
- Does your office have after-hours coverage?
- How will the agency/client relationship be managed?
You want to make sure that the people you are working with provide the personalized care and account handling and want, as well as bring in candidates who meet your expectations. These questions will help you know up-front whether or not you’ve found a partner who can achieve those goals.