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So you're a small to mid-size private practice competing with large hospital systems for clinical talent. You've posted the jobs on Indeed, ZipRecruiter and asked your network if they know anyone but nobody is applying...
The good news - you're not alone. The bad news - you may need to swallow your. pride and outsource what you don't have time for.
My mom rags on me for having a house cleaner. "Must be nice" is her common response. What she fails to understand is that it costs me more money to clean my home than to pay someone else to do it. That is what they do for a living and it takes them half the time. More importantly... the finished product is far better than what I could do.
You may be an expert in many things but you're not an expert in hiring top graded candidates in the most competitive and difficult talent market to date.
Pill swallowed? Now the bigger question! How does someone outsource hiring?
There are several options but I've got some insider secrets for you so that you make the right choice the first time around.
Contingent; Subject to chance.
Hiring a provider is an exciting step. As a small to midsize practice, every opportunity to see more patients is an olive branch to make a larger impact and see increased profitability. However, this can quickly derail current revenue if you hire the wrong provider.
So how do you know that you’re making the right hiring decision? Let's find out.
Contingent recruiters often benchmark their client base. Meaning, we rank you based on your level of commitment, and “skin in the game”. If you’re working with multiple recruiters hoping to duplicate efforts, you’re actually diluting your candidate pool and seeing a negative correlation between quality and quantity.
As a side effect of contingency recruitment, you’ll also experience recruiters not thoroughly vetting every candidate as that requires time, precision, and analysis of qualifications beyond a resume. That recruiter is working for free until you've hired someone, and contingent recruitment is only successful 17% of the time. I would not bet on a horse that only won 17% of the time - would you?
Contingency only offers one benefit - paying after placement, but in turn, you’re actually decreasing your chances of winning top talent and signing yourself up for main cabin service. Instead of asking for contingency - ask for a secured payment plan or what I like to call - a mini RPO, or even a retained partnership.
Retained; continue to have (something); keep possession of.
In a retained partnership, you are seen as the upper echelon of clients. You have skin in the game, you’ve shown you’re serious about hiring, and you’ve given trust to the recruiter to take complete ownership of finding you top talent. You’ve secured their attention and exhaustive search efforts until you’ve successfully found the right clinician.
Choosing contingency over retained is essentially rewarding the recruiter who cuts corners to win the race and take your money. In retained, you're rewarding the recruiter who takes their time to efficiently navigate the race and win your trust long-term.
An RPO model allows you to pay month to month to have a dedicated recruiter as if they are an extension to your team but without having to pay them benefits, or a salary. It provides enough support to help you scale without the burden of employee overhead. That's a WIN!
A Retained model allows you to pay the cost per hire in thirds, or halfs to offload the total investment. This also allows you to secure their time and attention and tie the contract to productivity rather than chance. Good recruiters will not shy away from this.
Some examples that help explain what Advanced Scope does and why:
Would you rather buy 15 shirts and replace them all within 6 months because their quality sucks and they rip in the washer OR buy 5 high quality, and higher cost shirts that last you 5 years?
Would you rather buy a used car that has 80,000 miles on it and needs the brakes replaced, new tires and the AC leaks for $10K or a used vehicle that has 80,000 miles on it, and is in pristine shape for $20K?
Would you rather attempt hiring a provider on your own with no strategy and also not have guarantee that they will generate revenue OR outsource hiring to experts who can short-list the best candidates who will scale your practice, and increase patient volume?
If you value quality over quantity, and long term gratification over short term cost - we’d love to partner with you.
At Advanced Scope, we are not your mega staffing agency who makes their living off of negotiating margins. We operate on a flat fee, guaranteed partnership that allows you to feel supported, and confident in your investment.
At the end of the day, scared money does not make money and if it’s worth a dime - it’s worth a dollar.
Reach out to us if you want to hire high quality, revenue generating clinicians for your growing practice.
864.432.0670
madison@advancedscopetalent.com
Madison Loomis
Founder, Lead Consultant
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