Staffing: Avoid These Staffing Agency Blunders

Five mistakes ASCs make when hiring a recruiter — and how to avoid them.

In today’s job market, finding the right talent for your facility is essential, as poor performers and high turnover rates can cripple even the most successful surgery centers.

Problem areas

That’s why many surgical leaders turn to industry-expert recruiters to help them navigate the hiring process and find the type of talent who will hit the ground running and stick around long-term. Recruiters aren’t magicians, however. To ensure you’re getting the most bang for your buck, avoid these five common mistakes surgical leaders make too often when using a recruiter.

1. Not fully understanding the role of a recruiter. This is one of the most significant mistakes leaders in all industries make. Some view recruiters merely as intermediaries who screen resumes and schedule interviews. The truth is recruiters manage the entire recruitment process from start to finish. They are experts in sourcing, assessing and presenting candidates who are the best fit for your organization. They understand the intricacies of the job market, have access to extensive networks and know how to identify top talent that may not be actively seeking new opportunities. Recruiters are also highly skilled at conducting thorough interviews, assessing candidates’ skills and experience, and determining whether someone will be a cultural fit within your organization.

Industry-expert recruiters are true strategic partners who can help you navigate the complexities of hiring top-quality candidates. Understanding how involved recruiters are in the hiring process — and working closely with them throughout that entire process — is the best way to ensure you get what you need from the partnership.

2. Failing to define your needs. When facilities don’t clearly articulate the experience they want in a quality candidate to the recruiter, they’re setting themselves up for disappointment. To succeed, surgical leaders must not only understand exactly what they’re looking for — the specific attributes a quality candidate should possess to succeed in the role — but also be able to articulate that information to the recruiter. Without a clear understanding of what you’re looking for, it’s easy to end up with candidates who aren’t the right fit. Clearly communicate your expectations and goals to the recruiter about the candidate you want to hire from the start, and collaborate closely with them throughout the recruitment process to maximize their chances of success in filling the position.

3. Basing the entire decision on cost. While budget is undoubtedly an important factor when hiring a recruiter, it should never be the only consideration. The cheapest option may seem like a cost-effective solution in the short term, but it could end up costing you more in the long run — through repeated turnover and rehiring — if you don’t allow the recruiter to assist you in hiring the right person. Be sure to factor in how much it costs you to go without the proper amount of staff or train and orient the wrong person when evaluating the cost of a recruiter.

4. Not being transparent and clear with the recruiter. Effective communication is key to a successful recruitment partnership. You and your recruiter should have a clear understanding of exactly who needs to be involved with the interview process. Of course, communication works both ways, and surgical leaders should also receive crystal-clear details on the recruiter’s process, timelines and expectations. Remember: A good recruiter will keep you updated regularly on the progress of the search and be responsive to any questions or concerns you have along the way.

5. Waiting when it’s time to make a decision. The goal of a successful recruitment process is to find the ideal candidate and fill the position ASAP. When quality candidates are found, hiring managers should interview and vet that potential staffer shortly after learning about the opportunity, because it’s best to strike while the iron is hot. The mistake many managers make is waiting for three to four candidates before making a hiring decision. To increase the chances of success in filling a position, surgical leaders must be ready to act when a quality candidate is found. Waiting gives the impression the candidate isn’t special, and you’re just waiting for someone better to come along.

Done right, a partnership with a recruiter streamlines your hiring process and helps you find top talent quickly. But the mistakes outlined above will make it nearly impossible to get exactly what you need from the partnership.

By understanding the role of a recruiter, clearly defining your needs, prioritizing communication and transparency, and being ready to act when a great candidate is found, you will increase the likelihood of a successful recruitment outcome that benefits your facility in the immediate and long-term future. OSM