travel nursing: every minute matters to connect with more candidates
TRANSCRIPT
Every Minute Matters: Connect with More
Candidates
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Are You ReadyWhen YourCandidates Are?Consider your recruitment process and take into account the working hours of your talent pool. Contrast those times with your ability to engage candidates on that schedule.
Key Questions● How many positions are you trying
to fill for second or third shift?
● Do you know the work schedule of your current talent pipeline?
● Are you recruiting nationally and take into account time zone differences in your outreach methods?
● What portion(s) of the day do you have recruitment staff available to connect with candidates?
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Every MinuteMattersYour ability to condense the hiring cycle for your clients is crucial to making an impact on their bottom line… and yours.
Healthcarestaffing firms
25th Percentile Median 75th
Percentile
Temporary staffingorder fill rates 30% 62% 80%
Temporary staffing time‐to‐fill 3 days 7 days 10 days
Where do you fall?
According to theStaffing Industry Analysts report
2014 Staffing Company Survey:What's a typical order fill rate and
time to fill for staffing firms?October 24, 2014, Tyler Womack, [email protected]
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“Fill rates in healthcare staffing vary
considerably, reflecting the size and variety of
the sector. The median fill rate for temporary
healthcare staffing is 62%, and is 50% for direct
hire healthcare. The median fill time for
temporary healthcare staffing is 7 days— slightly
slower than the overall staffing average of 5
days.”
Every MinuteMattersTwo approaches for being more flexible with your candidates’ schedules are:
1. Adjust your recruitmentteam’s schedule.
2. Enhance your recruitment process with technology to engage candidates whenyour team is away.
We have engaged over 1,000,000 candidates. Here two quick data
points about when candidate connect through our tools.
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30% 5pm to Midnight
10%Midnight to 9am
Some people are concerned adding technology will make their candidates interactions less personal… This is FALSE. The key is to balance technology with direct interactions to create a “Best Touch” experience.
The Association of Staff Physician Recruiters reported in-house recruiters
are feeling stretched thin. Don’t let your recruiters feel the same way.
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Technology Can Fill the Gaps
Technology Can Fill the Gaps
We highlighted in previous resources, your nurses are your customers. Give your recruiters with the right tools so they can invest time in building deeper connections with your candidates.
Part of being personal is being convenient. If you cannot provide
candidates a pathway to engage you on their schedule, you are missing the chance to further relationships
with your customers.
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Installing technology without understanding how it fits your workflow or candidate needs can inhibit your process rather than accelerate it.
6 questions to ask before
adding new technology
HarQen.com ★ +1 414.755.1962 ★ [email protected]
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