How to Choose a Medical Staffing Agency

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In the medical field, hiring the right person for the job is gravely important, as many positions involve patient care. The unresolved nursing shortage makes finding that individual challenging at best. As millions of Americans get health insurance for the first time in January, medical facilities may need expert help to provide a source of screened, prequalified and ready-to-work professionals. That need is being addressed by specialized staffing agencies around the country.

Hiring a medical recruiter saves both time and money. The costs associated with pre-employment testing, background checks, and drug screening can add up.  Plus, Human Resource Departments may not be adequate when they are called upon to handle both recruitment and the selection.Atlanta Medical Recruiter Gail Abelman of Staffing Perfection, Inc. says, “The companies we staff save thousands of dollars every year by eliminating many recruitment fees from their budget.” HR personnel is also freed up to manage other critical tasks.

With many companies still lacking complete confidence in the stability of the economic recovery, staffing agencies provide a flexible and somewhat non-committal solution. Staff can be brought on as temporary, temp-to-perm, long and short-term contract, or as direct hire. Medical facilities get the benefit of “testing the waters” with a candidate in a time and cost-effective manner, before fully committing to a larger staff.

So, the first step in finding the right person for the job is finding the right staffing company to do the recruitment for you. You want an agency that can find not just matches that look good on paper, but people that are truly compatible with the existing staff and work environment. Of course, you will have contract terms to read through and rates to discuss; but, to help make the best judgment of an agency, these ten questions go right to the jugular:

  1. What expertise do you have with medical recruiting?
  2. How do you qualify applicants?
  3. Is there anything unique about your approach to recruiting?
  4. What is your typical response time for nurse placement?
  5. How do you measure client satisfaction?
  6. How are you able to provide me a solid workforce with little turnover?
  7. If dissatisfied with a temp’s performance, what are the remedies?
  8. What current trends and recruiting issues should I be aware of?
  9. Do you have after-hours coverage?
  10. How will the agency/client relationship be managed?

If you want personalized care and account handling, along with candidates who meet your expectations, these questions will help you know up-front whether or not you’ve found a partner.