When You Should Hire a Recruiting Firm

When recruiting to fill a key role in healthcare, you might wonder if hiring a recruiting firm is the right choice, or if you should handle the search in-house. In many cases, partnering with expert recruiters can save money, accelerate timelines, and achieve better results – and there’s a good reason why.

A Recruiter Can Lower Costs and Save Time

Your instinct may be to think that conducting a search yourself will save money, but in many cases, the opposite is true. If a critical position remains unfilled for approximately three months, you most likely could have paid for the recruiter to fill the role with the income that was “lost” by letting the role sit empty. An empty position doesn’t just affect your bottom line by “saving” on that salary; in fact, it’s more likely to cost you money overall when you’re unable to offer clients the services that they need and expect from you.

In uncertain economic times, it’s important to take a closer look at expenses and budget carefully. It may feel like an extra expense to spend money on an expert recruiter, but a recruiter can often “pay for itself” through the benefits of a faster, smoother, and more accurate search process. Picking up the pace can benefit current employees, too. When roles are empty, as we’ve seen in healthcare in particular, other employees must pick up the slack, leading to higher rates of burnout, more frustrations, and potentially lower quality of work and care. Working with a recruiter reduces the amount of time where existing workers have this extra stress, giving them a sense of assurance that any extra pressure is just temporary.

A Recruiter Can Keep Your Current Team Focused

When you choose to partner with a recruiter, it allows your core team to focus on the heart of your mission rather than having to manage the hiring process too. Healthcare organizations already have seen teams stretched thin, thanks to extra pressures and more people exiting the profession. Plenty of individuals have stepped up to ensure continued, quality care, but it’s just not feasible in the long term.

To truly make your budget stretch, the most effective use of talent is to have each type of expert focusing on their area of expertise, rather than asking people to cover too many different functions. Just as your team has the insider knowledge and personal expertise to succeed at your operations, recruiters have the same knowledge and expertise in the art and science of recruiting. They can achieve what professionals without that background simply can’t.

By choosing to partner with a recruiter, you can free up your existing team to stay focused on the key aspects of their current roles. Meanwhile, the details of recruiting can be outsourced to experts in that field. Splitting up responsibilities this way is typically the most effective use of both time and money, and it’s also a more likely route to the results you want.

A Recruiter Can Secure Better Talent

Recruiters don’t just bring experience – they also bring access to talent and tools that individual organizations might not have. This is particularly true when dealing with passive talent. In some cases, the best candidate for a given role is not currently job searching and is, in fact, happily employed. Those same people, however, would consider switching jobs if the right opportunity presented itself.

Strategic sourcing plans are key to recruiters accessing passive talent. With their ongoing relationships with a network of talent, they can offer access to that passive talent to their clients. Those relationships, both with clients and candidates, allow recruiters to “sell” prospective candidates on roles and on companies as a whole. In turn, because of their experiences directly with candidates, recruiters also are better positioned to understand candidates’ wants and priorities (not all candidates place compensation as their top priority), and to share those with clients in order to build appealing career paths.

Once the recruiting and interview process begins, recruiters bring their sophisticated interviewing skills to connect with candidates and better understand their needs. Recruiters are skilled in presenting opportunities from angles that will appeal to those top candidates, demonstrating the advantages of the role and the company. They can even ask the right questions to confirm that an offer, if made, will be accepted. Once a tentative hire has been made, recruiters can smooth the way for successful finalizing and onboarding. Because they understand candidates’ professional growth needs, they can ensure that clients are prepared to effectively utilize them and integrate them into succession plans.

Market Intelligence and Onboarding

In today’s competitive healthcare talent marketplace, it’s especially important to evaluate market data intelligence. Expert recruiting partners can obtain data about how other organizations – including your direct competitors – are handling compensation, from base salary to bonuses, benefits, and more. Then, they can partner with your internal teams to share these insights and drive shifts where needed.

A recruiting partnership doesn’t end when an offer is accepted. Your expert recruiter can make the onboarding process easier, coordinating with client companies and ensuring a successful placement from day one. This partnership extends even into retention by establishing clear goals, navigating career paths, and providing check-ins and feedback to smooth out any wrinkles of the new placement.

At Healthcare Recruitment Partners, we’re committed to being the partner you need to grow your Case Management leadership and team. Our team stays up-to-date with the latest information and opportunities, and we pass that expertise on to you to help secure top talent for critical roles. Contact us today for more information on how we can help you build a high-performing team to achieve your goals.

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