Navigating Talent Acquisition in Health IT: Candidate Sourcing

In the world of Health IT, finding exceptional candidates is crucial for organizational success. Efficiently locating the right talent while saving resources can significantly impact outcomes.

This newsletter will explore various strategies—both passive and proactive—for sourcing candidates. Additionally, we'll discuss some of the inefficiencies in candidate sourcing and how Abra tackles these challenges.

Passive Candidate Sourcing

Passive candidate sourcing entails sharing job descriptions and awaiting candidate applications. This might involve a health systems internal recruiting team, or a recruiting firm, posting the job on their website and platforms like LinkedIn or Indeed.

Recruiting teams can also utilize their network for referrals or post within niche groups that cater to their ideal candidate profile, such as LinkedIn groups.

When posting jobs online, recruiting teams often face the challenge of being inundated with applications from candidates who aren't suitable for the position. One-click job features on job boards contribute to this noise by enabling candidates to apply quickly without thoroughly reviewing the job description to assess their fit. Consequently, recruiters are burdened with the task of sifting through a large volume of applications.

Organizations may also be wasting resources on paid ads, which do not guarantee results. This inefficiency is exacerbated when spending on paid job ads across multiple channels, potentially duplicating expenses if candidates are present in both channels.

Another inefficiency of passive candidate sourcing is the companies may be overlooking a wealth of exceptional talent that may not be actively seeking new opportunities.

Proactive Candidate Sourcing

Proactive candidate sourcing involves recruiters actively reaching out to potential candidates, requiring access to their contact information before initiating communication. This outreach can take various forms, including emails, phone calls, texts, and more.

Many organizations opt to engage external staffing or consulting firms for proactive sourcing efforts. These partnerships typically operate in one of two ways: on a contingency basis or on retainer.

In a contingency arrangement, the organization pays the firm only upon successfully hiring a candidate referred by them. Conversely, in a retainer agreement, the organization pays a predetermined fee upfront, and the firm is tasked with finding suitable candidates within the specified timeframe.

Many organizations believe that opting for a contingency agreement with many staffing firms will be advantageous, but this isn't always the case. In reality, having multiple agencies competing to fill roles can inadvertently lower the quality of submitted candidates. Each agency strives to be the first to present their candidates.This may lead them to prioritize speed over thorough vetting, leading to a potential mismatch between candidates and job requirements.

Moreover, challenging-to-fill positions might be overlooked as staffing firms concentrate on quick, easily to fill roles and prioritize exclusive retainer contracts.

Abra’s Solution

You can utilize Abra's platform to streamline the hiring process effectively. With Abra, there's no wasted ad spend or time in networks that aren't the right niche, ensuring that resources are allocated efficiently.

Through its automated drip campaign feature, Abra enables recruiters to engage with candidates seamlessly, saving time and effort.

Furthermore, and maybe most importantly, every candidate sourced through Abra is meticulously screened to ensure they are an ideal fit for the position.

Abra verifies that candidates possess the requisite skills and certifications, align with the desired work conditions (such as contract, full-time, remote, or in-office), and fall within your specified pay range. By conducting this comprehensive screening process, Abra ensures that only the most suitable candidates are presented to recruiters.

Abra distinguishes itself from conventional job boards by eliminating unnecessary noise. Unlike shoppable job boards, Abra ensures that only relevant candidates have access to your job postings, minimizing distractions and focusing on connecting recruiters with candidates who precisely match their requirements.

With Abra, hiring becomes a smoother, more efficient process, empowering organizations to build high-performing teams with ease.

Get started with Abra today to see our skills matching technology in action and explore how you can increase hiring efficiency while saving 30% on your cost to employ Health IT talent.

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