Here Is Why You Need A Health Care Recruiter

Posted by Bernie Reifkind on January 18, 2011

If you think that you need a health care recruiter than you probably do.

Most people are under the assumption that a recruiter helps people find jobs.  In fact, recruiters do not find jobs for people, recruiters find people for jobs.

Simply put, a recruiter’s client is not the candidate, though there is a buiness relationship innate within the placement process.

A placement is made when a recruiter finds a candidate that is hired by an employer.  The end result is that the recruiter assisted that candidate in finding employment, however the goal from the onset was to fill a critical job opening for a client employer.

If you are a health care provider and you have a critical job opening to fill, it is essential to use the services of a health care recruiter also known as a health care executive search firm.


Why not?

If you need dental work, you go to the dentist.  Can you perform a root canal for yourself?  If you have legal issues, you see an attorney.  Unless you are extremely “handy” you use the services of a plumber when your kitchen sink is stopped up.  The list can go on forever: we use accountants, computer repair experts, auto mechanics, rehab therapists, etc.

We go to professionals because they can solve a need for us that we cannot do for ourselves.  We go to the experts.  People who have dedicated their lives to their profession.  People who have “seen it all before” and have the tools and training to get the job done or to repair something gone wrong.  Right now.

When a health care organization needs to fill a critical opening then using a health care executive search firm is critical.  For organizations large enough to have a human resource department it would be a mistake to assume that HR can replace the efforts of a professional health care executive search firm.  There is a component of recruitment in HR but it’s a small component to the many other tasks required from HR.

Here are 5 reasons why you need a health care recruiter:

1.  Health Care Recruiters are trained professionals at their craft.  Recruiters have spent time perfecting their sourcing techniques and are well qualified in assessing talent and are trained to ask difficult questions.  Their job is filling positions with the very best available talent.   In many cases applicants are not from the same candidate pool that a health care organization or their HR department has access to.

2.  Recruiters have access to passive candidates. A passive candidate can be defined as anyone who is currently employed and not unhappy, however they are keeping their eyes and ears open for good opportunities.  Let’s fact it, most of us fall in this category. Successful Recruiters understand that their business is relationship driven and it’s based on trust. Passive candidates do not put their resumes out to just anybody.  In addition, passive candidates are an outstanding referral source.  So even if a passive candidate is not interested in changing jobs, they can in many cases provide confidential referrals.  Access to passive candidates are like finding buried treasure.

3.  Recruiters understand the urgency in filling a critical opening.  Recruiters aren’t fast.  Recruiters are sudden.  Recruiters understand that for every day a position remains open much is lost not only monetarily but in morale.  Recruiters also understand that time kills all deals.  When a recruiter has found a candidate that is interested in interviewing for a position, recruiters understand that the candidate must be contacted immediately.  An interested candidate is a perishable commodity.  Much of what a recruiter does is keeping deals alive waiting for a hiring decision to be made.

4.  Confidentiality.  This is huge!  There are many times in which an employee may be under-performing or even worse- they are interviewing with your competitor.  Can you afford to be left hanging on a Friday afternoon when an employee critical to your operation suddenly resigns?  Of course not.  The industry average for giving notice is 2-3 weeks.  Given this scenario, a health care organization can face a major setback with shocking repercussions to first begin a replacement search upon notice given.  This is the time to do a quiet search, a confidential search which is very common in the health care industry.  Successfull businesses know the difference in being proactive vs reactive. Recruiters are well trained in keeping things quiet.  Confidentiality is a recruiter’s stock in trade, without it recruiters can not exist.  In fact, recruiters are often referred to as counselors because so much confidential information is shared by both candidates and employers.

5.  Recruiters are extremely cost effective.  If a health care organization thinks that it is cheaper to bring “in-house” their own recruiting team, think again.  The ROI on using an outside 3rd party health care recruiting firm is astronomically more cost effective.  Paying a fee to hire someone is smart business. 

Think about this: an in-house recruiter is paid regardless of his/her effectiveness.  In many cases an in-house recruiter is a “refugee” that was unsuccessful in the 3rd party recruitment world looking for the security of a salaried job.  In-house recruiters can command salaries from $75,000 and much higher.   Factor in the costs of bookkeeping,  cash flow management, payroll taxes, paid holidays, paid vacations, paid sick leave, paid insurance, etc.  Most in house recruiters spend their time justifying their own job.  They attend meetings, costly job fairs and take their sweet time returning phone calls.  What is their incentive? I can assure you that urgency to fill a position is not at the top of the list.  Is this really being cost effective?

In summary, it’s good business to enlist a professional to solve a business need.  Health care is a service business requiring the very best in human capital.  To find the very best talent the use of a health care recruiter is essential in building the best business model.  Recruiters make things happen, now.  What are you waiting for?

I am Bernie Reifkind, CEO and founder of Premier Search, Inc.  I can be reached at 1(800) 801-1400 or email at  I welcome your phone call.

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