Nurse Staffing Agency – Finding Nurses For Your Staffing Agency
When designing and implementing your unique recruiting proposition or URP, it’s crucial that you bear in mind the following components:
• Your URP must be unique to your medical staffing agency.
• It must be strong enough to excite your candidates and get them to talk about your agency.
• It must not be easily imitated or copied by your competition.
Claiming you have the best agency is easy to do and anybody can claim that they can provide the best service to potential candidates. “The best medical staffing agency to work for”. Do you think this is credible? Of course not.
It’s generic with no viable means to measure it and test it. This is an empty promise with no accountability and your audience is much more sophisticated than that. A URP such as this can in fact harm your recruiting business instead of helping it.
Your URP really needs to impact your perspective candidates.
Let’s take a look at some good examples:
“Guaranteed, full time 40 hour work week”
The above is a powerful URP. As you can see, you can actually measure it and hold the business accountable: the Company actually guarantees the candidate he/she will work 40 hours a week.
Can you imagine what this will do to the temp agency? It will put it head and shoulders above its competition.
Many healthcare temp agencies often wonder why they should have an URP. They wonder what’s wrong with just offering shifts to candidates.
The fact is that if you’re unique, you’re almost guaranteed to outperform and outdistance your competition. It’s also a fact that a medical staffing agencies that does not have a URP will be out of business as 50% of most medical staffing agencies are.
Let me give you an example:
A local company began calling perspective candidates in the surrounding area with the hopes of finding a candidate to fill a shift. The current market share was being split between twelve medical staffing agencies each of which was bombarding the market place with recruiting. The perspective candidates pay rate rose because of supply and demand to the point that the medical staffing agencies were not making profit from the candidates The new medical staffing agency did not have a URP and was unable to compete in this market place simply by dollars alone. Therefore their recruiting efforts were hampered by this common and perplexing problem.
The fact is that the odds are really against you because you’re no different than the rest of the agencies making recruiting sales calls to prospective candidates.
Today having an effective URP will allow you to compete in the marketplace that has a history of offering higher wages with less customer service. Your candidates realize they are able to make more money working for a medical staffing agency, but that is not always what keeps them or makes them work for you.
What you need is to be different and to be different means to outperform your competition.
You can see how powerful having a URP is for your recruiting efforts. The focal point around which your medical recruiting is build relies on you defining exactly what advantage your candidates can expect from working for your medical staffing agency.
It will drive your recruiting efforts and have a profound impact on your business.