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Why Hospitals Should Leverage Technology Instead of RPOs to Help In-House Recruiting Teams

There’s no question that today’s healthcare recruiters are facing significant challenges finding and retaining top talent. With a diminishing workforce, hospitals have more positions to fill and fewer people to fill them than ever before.

The mounting recruiting pressure has led some healthcare organizations to adopt new approaches. One recent trend that has emerged is recruiting process outsourcing (RPO) companies, which act as an extension of an organization’s HR/recruiting function. RPOs are external teams of recruiters who sit on site with the client, providing a holistic hiring solution that has complete control over the recruitment function.

Essentially, RPOs take the recruitment function away from in-house teams and places it in the hands of an external company.

While taking an RPO approach might seem to save costs, it is not necessarily the best option for hospitals interested in hiring top talent.

Benefits of Keeping Your In-House Recruiting Team

Your in-house recruiters are an essential part of your hospital. So, instead of turning to RPO, which will inevitably result in a series of layoffs, consider the benefits of investing in your in-house team to help them become more productive.

Keep in mind that if you choose to work with an RPO, any recruiters who remain will likely end up training the RPO team. This will have a significant impact on the team’s morale, as they will have lost their sense of job security. The result will be a further decrease in productivity for both RPO representatives, who may not be adequately trained, and in-house staff who lack motivation to perform their job well.

Benefit #1: In-depth knowledge of your hospital and its needs

Nobody knows your hospital better than the people who work there. Your in-house recruiting team has first-hand knowledge about the roles that need to be filled. They also understand your culture in a way that an outsourced firm won’t ever be able to grasp fully.

In contrast, most hiring leaders express frustration with having to build a new relationship with an RPO recruiter, especially if they enjoyed working with the in-house recruiter the RPO replaced. In addition, it’s relatively common for RPO groups to rotate team members around based on the facility’s needs or turnover on their end (which happens frequently). Constant changes in RPO representatives leads to major frustration for hiring managers who can’t afford additional delays in filling open positions.

Benefit #2: Ability to quickly innovate

RPOs are efficient because they have a standard way of doing things. While many see this as a positive, it can be detrimental to hospitals facing a severe staffing shortage. An in-house team can more easily take an innovative approach to recruitment and make quick adjustments as needed.

Benefit #3: Lower overall costs

We’ll be blunt. RPOs can be expensive, especially when you’re constantly using them to fill vacant positions. In addition to paying fees for RPO services, you may have added costs when candidates don’t work out, and you need to go through the whole process all over again. Often, organizations find they spend as much (or more) on RPOs as on in-house teams.

Use Technology from HealthLink Dimensions to Help Your In-House Recruiters

The right technology can help recruiters improve their efficiency and become more productive. So, instead of giving up on in-house recruiters, give them the tools they need to excel at their roles.

HCP Navigator has tools to help in-house recruiters leverage technology to reach higher productivity levels so they can fill positions faster. Here are four elements that can help your in-house teams source the best candidates and get them hired quickly.

Practice Alert

Use Practice Alert to find candidates who aren’t on job boards. This gives your in-house teams a significant edge by sourcing candidates who aren’t on other recruiters’ radars.

Healthcare Job Finder

It’s hard to stand out on traditional, overcrowded job boards. Plus, many candidates want to work directly with an employer instead of going through a recruitment agency. Healthcare Job Finder solves both challenges by offering in-house recruiters exclusive access to free basic listings.

Recruiting Management System (RMS)

Many in-house recruitment teams are inefficient because they’re spending too much time on tedious, manual tasks to track applicants. RMS from HCP Navigator automates many tasks, giving recruiters at least 20 percent more time in the day.

Passive Candidate Outreach

Experienced healthcare recruiters know that many of the most viable candidates aren’t on job boards. As a result, it can be challenging to reach passive candidates. HCP Navigator offers several solutions to help in-house recruiters connect with passive candidates.

Get in Touch with an Expert

Finding the right people to hire for your hospital requires experience, skills, and a suite of tools to help you locate and connect with qualified candidates.

Contact us to learn more about how HCP Navigator can help your in-house recruitment team be more efficient and successful, even in today’s challenging climate.

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