Don't be blindsided in your healthcare recruitment process. Understand the top 9 things you may forget to ask when considering staffing and recruitment partners for your hospital or managed care organization.

1. What should you demand
from a staffing partner?

2. Revenue cycle is the circulatory system of
your healthcare organization.
in case management,
utilization, appeals, quality, HEDIS, documentation
improvement and risk management are all essential
components of this very crucial system. Choosing the right
people to fill these functions for both full-time and temporary
needs can be challenging.
If you don’t have the right people that are both experienced
and a good fit for your corporate culture, you may be putting
the health of your organization at risk.
Use this checklist as a guide for what you should be demanding
from a care management recruitment and staffing partner
when filling these very critical roles in your organization.

3. 90-day guarantee
Right cultural fit
Spend time getting to know
candidate desires
Recruiters and leadership
over 16 years with MSN Care Management
CMSA / Original Studies / Focus solely on
care management since 1998
Benefits for project assignments
Sophisticated content marketing, digital
marketing and social media programs to
stay engaged with the best talent when
they are between jobs
Nursing Beyond the Bedside
12-years average client tenure
Qualified candidates that can
hit the ground running

5. It’s not only important to quickly fill a position,
but you need to fill it with the right person. Will
you spend time investing in a new hire, only to
see them leave when it doesn’t work out? Then
you’re back to square-one.
We find candidates that will hit the ground
running and fit the culture of your organization.
We stand by our success rate with our

7. Have you ever received an email from a
recruiter telling you that you are perfect for
a job that you have absolutely no
experience with?
Our recruiters are not spending their time
email blasting our database or trolling
around on Facebook and LinkedIn sending
out irrelevant job opportunities to irrelevant
people in the hopes that something sticks.
Our digital marketing team is focused on
engaging candidates via social media, email,
web, video and the like. This allows our
recruiters to dedicate their time to having
When we understand what makes our
candidates tick. We are able to recommend
a care management professional that has
the skills you need and the personality to fit
with your organization’s culture.

9. Yes, we use the major job boards to post
jobs and we use email and social media
tools like the other firms, but we use
these tools differently to maintain
relationships with the best candidates in
the field.
We use drip campaigns that engage our
base of candidates with educational
materials and proprietary industry
studies.
This not only helps our candidates with
their careers, but it also allows us to build
a relationship with candidates when they
are not actively seeking new
opportunities.
Our candidates will have an
with Medical Staffing Network: Care
Management and trust our expertise
when we make the call to tell them about
the position you are trying to fill.

11. You don’t want
inexperienced newbies
conducting your most
important job searches.
Our senior recruiters
have been with us for
over 16 years and our
recruitment staff has an
average of
in recruiting, sales and
customer service.

13. We understand the unique needs of care management job functions
better than other agencies.
Unlike other agencies, Medical Staffing Network: Care Management has
always focused solely on case management and related care
management positions. We understand the unique challenges of staffing
and recruiting for these positions versus general healthcare or bedside
nurse staffing.
Our Senior Vice President serves on the board of a leading local chapter
of the Case Management Society of America (CMSA) and serves on
various national committees. These are roles typically held by individuals
practicing in the field.
Our involvement with CMSA gives us an
facing both the candidates and clients we work with.

15. For care management professionals, one drawback of a
temporary position is the lack of benefits that a full-time
opportunity customarily includes.
When you hire a care management professional for a
temporary position or a project-based assignment through
Medical Staffing Network: Care Management, they may be
eligible to receive benefits.
These benefits include:
•
•
•
•
•
•

17. We have built one of the
largest online
communities of care
management professionals
interested in:
• Appeals & Denials
• Audits, Chart Review &
Data Collection
• Case Management
• Clinical Documentation
Improvement
• Discharge Planning
• Disease Management
• HEDIS / QARR
• Pre-Authorization
• Quality
• Risk Management
• Utilization Review
• Worker’s Compensation,
Auto & Disability
The Nursing Beyond the Bedside LinkedIn group
is the #4 ranked “nursing” group on LinkedIn,
with over 13,500 members and growing
exponentially each day.
The group allows us to keep a pulse on
and what will be important in finding the right
hire for your next job opening.

19. We will tell you if we can't fill a position that
you're currently looking for. Then we'll tell
you why and
If you are offering $75K for a job that all of
your local competitors are offering $95K for,
it's nearly impossible that you will find the
perfect candidate.
We'll consult you on best practices in the
industry based on what our candidates and
other clients are sharing with us.
We will also advise you when you should
consider less seasoned candidates that will
make good hires and will accept a lower
salary for the opportunity to gain
experience.

20. You are only as good as the people you hire.
in case management,
utilization, quality, HEDIS, documentation improvement and risk
management are all essential components to the financial well
being of your healthcare organization.
You want new-hires that have the experience needed to be
successful and hit the ground running.
Ask potential recruitment partners for samples of the types of
candidates they will be presenting to you.

21. Experience:
• Review admission criteria
• Perform concurrent review
• Certify authorization of services
• Discharge planning
Achievements:
• Reduced inpatient days (for patients
hospitalized over thirty days) by
approximately
• Annualized revenue opportunity of
Source: Resume of a case manager working with Medical Staffing Network: Care Management

22. Experience:
• Review admission criteria
• Perform concurrent review
• Identify and recommend individuals
for case management
• Perform retrospective reviews
• Identify potential denials
Achievements:
• Reduced acute length-of-stay from
Source: Resume of a case manager working with Medical Staffing Network: Care Management

23. Experience:
• Perform retrospective reviews
• Investigate and prepare appeal or denial
Achievements:
• Increased recoveries to 65% of the denied
dollars appealed
• Equals average monthly recovery increase from
$60,000 to
Source: Resume of a case manager working with Medical Staffing Network: Care Management

24. http://msncaremanagement.com/employertips
What will

25. Medical Staffing Network: Care Management has been recruiting and
staffing care management professionals for full-time, project and
temporary employment at leading healthcare organizations since 1998.