This document discusses the medical recruiting process for staffing agencies. It explains that recruiting drives the business and many agencies create a dedicated recruiting department. It emphasizes the importance of communication between recruiting, marketing, and staffing to ensure accurate placement of clinicians. While clinicians make good initial recruiters due to their industry knowledge, the document advises that recruiting is a learned skill. Overall, the document provides guidance on establishing an effective recruiting system that matches clinicians with opportunities.

1. Start A Staffing Agency:
The Medical Recruiting
Process

2. You will find that the recruitment portion of your
medical staffing agency is functional its own entity.
Recruiting is what drives your business and many
medical staffing agencies create a sub-department.
Hiring a recruiter to solely focus his/her energy on
recruiting.

3. All other departments within your medical staffing
agency must work in conjunction with recruiting.
Obviously if you are a one person operation keeping
abreast of what is needed and who to place at any
given time is easy. The logistical nightmare becomes
a reality when your office has separate recruiting and
business development sections. Communication is
critical at this stage.

4. Critical Communication Loop
The feedback loop needs to be such to decrease the noise
associated with communications between departments. This
is critical when a recruiter hires clinicians; the recruiter must
at all times have an open communication between marketing
and staffing to ensure accurate placement.
The placement can be hindered if marketing is pushing for a full
time Ultrasound Tech, yet the recruiter is only hiring Nurses
for ER. Smaller medical staffing agencies don't usually
encounter this problem until the firm grows to the point that
the marketing and recruiting are separate. This is a problem,
but a nice problem to have because it means that you have
grown to a point that you need to separate your departments.
This kind of growth marks a positive event for your company.

5. Can You Recruit
Should you use clinicians that have no experience in
recruiting to hire your staff? I found that recruiting is a
learned process and can be achieved. Clinicians have an
advantage that they are familiar with terminology and the
industry. This works to the advantage of medical staffing
agencies.
We find that many medical staffing agencies are begun by
clinicians. Those clinicians are at times wearing dual
hats, both as marketers and recruiters.

6. Experience as a clinician within the area you plan on recruiting
is much more important than experience as a recruiter. It is
easy to have a clinician that is a nurse, recruit a nurse to fill
opposition and speak about hourly rates and expectations.
It is better to be direct and don't fake nice, don't fake honesty,
the people you are dealing with are educated and can tell
when you are only trying to recruit them as a warm body.
They are aware how the industry is and if they have worked
with agencies in the past understand the need you have to
hire them. Clinicians are aware that you need them in order to
thrive in your business.

7. Recruiters are sales people and they get to be the people
who you often times make a final deal with. You are a
sales person and what you are selling is not so much the
recruiting process, but you are selling yourself. A lot of
marketing and sales people don't really understand this
concept. The concept is focused on you first selling
yourself and then selling what you are offering. This
strategy gained me lots of contracts.

8. Resources:
http://napervillestaffingagency.com/
http://ezinearticles.com/?Start-A-Staffing-Agency:-
The-Medical-Recruiting-Process&id=8715314

9. Thank you for reading!

10. Thank you for reading!