A Midwest based staffing firm serving hospitals and healthcare organizations nationwide. Their approach is simple: take care of candidates so that candidates can take care of patients. Their team of recruiters is dedicated to bridging the gap between job-seeking healthcare professionals and open positions in the industry, finding assignments that work for candidates and their families.
The company built an effective recruitment operation, earning multiple industry awards and repeated year over year growth. Facing pressure from an increasingly competitive market, they set out to identify opportunities for improvement an threats to sustained growth. hey sought a recruiting solution that would address two obstacles impeding their growth
1.The need to satisfy an increasing number of client requirements ‒ in particular, clients with seasonal hiring needs ‒ without the risk of over committing to internal hiring
2.The growing challenge of fulfillment on large national accounts, which was hindered by the company’s wholly onshore recruiting model.
The company determined that an offshore recruitment solution could address both concerns. They had never worked with an offshore recruitment provider and were wary of committing to a single firm. ultimately, they chose four providers to support them including 247 headhunting.
This partnership started with four offshore recruiters, who quickly integrated with internal staff, working during the company’s business hours an maintaining daiy contact with the internal recruiters they supported. Operating under the direction of the company’s internal recruiters and working within their applicant