In the ever-evolving world of hospital recruitment, one truth remains: sourcing top talent is time-consuming. Whether you're hiring RNs, techs, or highly specialized imaging professionals, the pressure to keep pipelines full is relentless, and internal resources are often stretched thin.
That’s where outsourced sourcing services can come in. But how do you know when it’s the right move, and just as importantly, when it might not be the best fit?
Let’s break it down.
Hiring freezes, budget constraints, or approval delays can stall your ability to grow your internal team. A sourcing partner offers immediate scalability. You get the benefit of a full-time sourcer without the long-term commitment.
If your recruiters are spending more time scheduling interviews than sourcing candidates, you’re not getting the full value of their expertise. Offloading sourcing allows them to focus on high-touch engagement and closing offers.
Big initiatives often require short-term hiring sprints. A sourcing partner can act as a temporary extension of your team, focused solely on building a strong candidate pipeline quickly and efficiently.
Imaging professionals. OR nurses. Epic-certified analysts. These are roles that require strategic searches and relationship-building. Partnering with a team that specializes in healthcare sourcing can save you weeks or even months of time.
Sourcing support is often a stepping stone toward a more self-sustained, direct-hire model. By building your own pipelines with external help, you can reduce your long-term reliance on high-cost contingent labor.
Sourcing increases candidate volume, but that only helps if your team has the bandwidth to engage, interview, and convert. If your team is already drowning in requisitions, fix the workflow first before turning on the sourcing tap.
Outsourcing can support, but it can’t solve systemic problems like broken processes, lack of hiring manager alignment, or poor candidate experience. It’s a supplement, not a substitute for strategy.
If you're hiring entry-level roles with high applicant volume, sourcing may be overkill. Focus your resources where they’ll have the biggest ROI: hard-to-fill, high-impact positions.
In very remote or less populated areas, the return on investment from outsourcing sourcing can be significantly reduced due to limited candidate pools. In these cases, it often makes more sense to engage firms on a contingency basis, especially those that specialize in rural healthcare recruitment.
If you’re considering outsourcing, here are a few must-haves:
Sourcing can and should be the lifeblood of your recruitment function, but that doesn’t mean it always has to happen in-house. The right partner can free up your team’s time, boost your pipeline, and support a more strategic TA approach.
But like any tool, it’s all about timing and fit.
Let’s talk. At eHospitalHire, we provide scalable, healthcare-specific sourcing services that plug into your process without disrupting it. Click here to schedule a consult or reach out to Erin Murray at erin@ehospitalhire.com.