By: Jennifer Sievers, Director of Business Development
When it comes to finding talent and filling healthcare vacancies, many hiring managers are still posting positions on online job boards. They may write eloquent job descriptions, include lengthy qualification requirements, and even require each applicant meets certain criteria to pass through the job site’s optional employer filters. The problem, though, lies in the fact there is no true filtration: Anyone can submit a resume and claim they meet all the necessary requirements.

By: Jennifer Sievers, Director of Business Development

When it comes to finding talent and filling healthcare vacancies, many hiring managers are still posting positions on online job boards. They may write eloquent job descriptions, include lengthy qualification requirements, and even require each applicant meets certain criteria to pass through the job site’s optional employer filters. The problem, though, lies in the fact there is no true filtration: Anyone can submit a resume and claim they meet all the necessary requirements.

This can overload hiring managers almost immediately after posting openings. Who is sifting through hundreds of active job seekers’ applications and only showing you the best ones? Even if a job-hunting site allows employers to use complex keyword-searching algorithms to attract relevant applicants, it’s not enough to make perfect matches.

If an applicant meets your specified requirements and his or her resume makes its way to your desk, consider the often-overlooked side of making a perfect match — the person, outside his or her experience. If an applicant is qualified and shines on paper but comes across unhappy and unexcited about the prospective position, is this the person you want meeting with your valued patients and working with your respected employees? Are applicants taking your specific needs, situation, and company culture into consideration before submitting their resumes?

When using job-hunting sites, the only applicants you stand to gain are those applying on the same sites you happen to be posting on. This isn’t to say you couldn’t find a great match — or haven’t in the past — but, if you want to find the right applicants consistently, the odds must be in your favor. The problem with job-hunting sites is the lack of seasoned experts making judgement calls before passing resumes along to you.

Healthcare staffing partners don’t work with applicants, they work with candidates

In the competitive healthcare job market, the best staffing partner will know where to recruit top talent with the skill set you need, helping you fill positions with those who can begin contributing to your company immediately. Using a healthcare recruiting and staffing agency partner can help you avoid job board pitfalls in three key ways.

  1. You can save money. You know hiring can be expensive, especially when you’re casting a wide net in the healthcare employment sea. Leveraging a hiring partner’s vast talent pool can increase the likeliness of finding the right hire quicker, which can help you save on both recruiting and job vacancy costs. Plus, hiring and retaining your perfect match can mitigate the costs of a mis-hire.
  2. You can save time. A recruiting partner can offer you significant time savings. Those at your staffing agency will review applications, interview and screen candidates, perform background checks, and complete new-hire paperwork. Rather than sifting through hundreds of online applications, you have experts making judgement calls and doing all the leg work on your behalf.
  3. You have access to quality candidates. The right staffing partner not only has a valuable network but also the industry expertise required to truly understand what goes into making a perfect employer-to-employee match. Your recruiting partner will keep your needs top of mind and add a discerning human touch to the job search. Are two candidates with the same experience applying but one seems like the better overall fit? Your partner knows what signs to look for and takes a vested interest in both candidates and your interests.

In addition to the aforementioned benefits, consider that 83% of qualified candidates are passive job seekers. How can you find passive candidates if you’re only receiving resumes from active online applicants?

At Acclivity Healthcare, we’re dedicated to presenting you with best-in-class healthcare professionals.


With over 18 years dedicated to building relationships in the healthcare industry, we know where to find top-performing candidates in the healthcare talent market. We actively help our clients build and maintain relationships with talented and qualified candidates from the 83% of job seekers passively looking for employment

To learn more about our personalized staffing solutions other companies simply can’t match, visit us online, check out our staffing specialty areas, or message me here on LinkedIn.