The Eagle Healthcare RPO Process

Recruitment, Retention and Performance Procedures

From start to finish, we’ll manage the hiring process so you can manage your business. For Eagle Healthcare RPO recruiters, finding the best qualified people for your healthcare organization is more than a business relationship. We take it personally!

Smart questions generate smart solutions. So Eagle Healthcare RPO starts every new relationship by asking questions. Your answers give the process direction. Our experience in healthcare recruitment makes the process work. From comprehensive management of your long term staffing requirements, to quick turnaround on a few key hires, you define the need, and we’ll define the solution.

The Process

The Eagle Healthcare RPO process is executed by a team of healthcare recruitment experts. Each recruiter on the team is accountable for a specific step or steps in the process. There are management controls throughout the process. Each of the steps has its own key metrics, and team members are held accountable for performance against them. We report on metrics every day, making adjustments to ensure that we’re delivering a client’s objectives as productively as possible.

1: Laying the foundation

The first step in the process is to work closely with our clients to define specific measurable objectives, and to determine the most efficient strategy for achieving them. Every project we take on starts with this step, whether we’re providing end-to-end recruitment or a more customized recruitment solution. Step one is the development of a clear definition of our target candidate.

2: Sourcing

The Sourcing step is vital to the process. Eagle Healthcare RPO combines "old-school/new school" thought processes to our sourcing efforts. Online sourcing experts are assigned to each of our teams. They use advanced search and social networking techniques to locate great candidates that could never be found using traditional techniques. We then revert to the old school, way of thinking by using the telephone as a potent weapon for effective recruitment. When strong potential candidates have been identified, we generate excitement and energy around our clients’ opportunities. And energetic candidates keep the process moving more efficiently, and more quickly.

3: Screening

Effective screening involves the ability to maintain two frames of mind at the same time. Typically, outsourced recruitment screening is about answering the question "Do we want them?" In other words, it’s about pushing candidates out of the process. This is especially true when the screening is being done via the offshore call center model. The trick, however, to effective screening is to simultaneously screen OUT while attracting IN. It’s a subtle skill that requires professionalism, maturity and salesmanship on the part of the screening recruiter. Our ability to screen both IN and OUT productively is crucial to our success.

4: Scheduling

Scheduling interviews can be a complicated and cumbersome process, especially when you’re doing it at volume or when you’re trying to meet the needs of a diverse set of hiring managers.

Each of our recruiting teams contains a detail-oriented recruiter who is tasked exclusively with scheduling responsibilities. With our dedicated-scheduler approach, we get interviews set up quickly, and we put special effort into making interviews happen without undue delay. As with each of the steps in the process, the scheduling process is measured carefully every day. We make adjustments as needed to ensure that none of our projects get bogged down in scheduling logistics.

5: Feedback

Sometimes those of us in recruiting and HR have to wonder what happens in those hiring manager interviews. Interviewing, is where recruiters have to let go of the reins for a while. The trick to keeping things moving ahead smoothly is to stay on top of the interviews you’ve scheduled, virtually as they happen. Effective feedback collection is more than mere note-taking. Trained, watchful recruiters will use feedback collection to catch inconsistencies and to identify patterns that might be bogging things down. Based on what we hear from hiring managers, we’re often able to provide helpful interview training and advice. Or, if needed, we can make subtle process adjustments to prevent good candidates from getting lost in the mix. The more closely we work with hiring managers, the greater the bonds of collaboration and trust that are established. Collaboration and trust leads to a faster and smoother process

6: Offer

Offer acceptance rate is an important metric. Tracking offer acceptance rate by hiring manager, department and position facilitates improved expectations management, which in turn feeds continuous productivity improvements. It also makes for more satisfied hiring managers, job seekers and HR personnel. Offer management is the most delicate and critical step in our recruitment productivity process. It demands a detailed understanding of a shifting mix of facts, opinions and emotions. Our highly-trained healthcare recruitment professionals are well equipped to manage the process flawlessly.

7: Onboarding

Ensuring an effective useful onboarding process will increase a new employee’s job satisfaction, which reduces attrition and eases the ongoing recruitment burden. Effective, highly communicative onboarding is a critical component in building a productive and ongoing recruitment process.

Retention

Retention is the key to building a great relationship that solves staffing problems. We will work with you to discuss retention strategies that the facility can implement to keep the Healthcare professionals that we place happy, in order to retain them long term. If the healthcare professional’s that are placed and working are not followed up on, the failure rate increases. We are committed to staying on top of our people long after they start in their new position.

• Establish a support group that eases the transition into a new area.
• Have a phone conversation in the first 2 weeks, then on 6-week increments. Also, send birthday gifts and cards, we want the employee to have something in there hands every 6 months. This allows us to understand the mindset and notify facility of any issues that can be alleviated before they cause an employee to leave. Eagle Healthcare RPO has a specific individual that does this important job.

Each recruiter will act as advocate and resource for your Healthcare professionals in all situations.

• Our recruiters will contact each employee placed within two weeks of the day they commence employment, then every 6 weeks after start date for the first 4 months.
• Receive an evaluation from the Manager after 6 weeks of work.
• When the evaluation is received, this information goes to the quality assurance committee, which in turn updates the candidate’s profile.
• We do this in an effort to assure we continue to provide the highest quality of service to our clients.

Call us today at 888-324-5637 and find out what Eagle Healthcare RPO can do for you.