Start a staffing agency: the owner as a recruiter

Coverage lost as a percentage

Employees you send on assignments at any given time will call to cancel a shift, calls due to illness, car problems, etc. Loss of coverage over a 6-month time period can be calculated as a percentage.

Let’s say you have 300 hours that you book regularly on a weekly basis, calculating a 10% loss of revenue due to your employees not showing up for assignments for any of the above reasons. 10% per week multiplied by six months equals 720 billable hours lost. If you bill at a rate of $ 60 per hour, you have a gross loss of $ 43,200. Therefore, you must continually have a quota to hire 1 full-time employee per month. You need to make adjustments depending on the position your company is in at the moment. The larger your medical staffing agency, the greater the loss due to lost hours.

The recruiter’s daily tasks

You will find that if you have two roles in both managing your medical staffing agency and recruiting, your daily tasks will be tremendously overloaded with interviews.

Prioritization is essential given all the problems that you will be faced with on a daily basis. The convenience you offer to your potential candidates generally places the burden on you of being available on their schedule.

I have found that the task that will provide “added value” must be the first priority in any decision-making process. It’s important to focus your energy on those tasks first, then to be able to delegate smaller tasks that require less effort.

The owner as a recruiter

Truth be told, if you are starting a medical staffing agency, you are the owner and the recruiter, the marketer and the secretary, the operations manager and the business developer, as well as the human resources representative and the programmer, as well as the payroll representative.

If you plan to hire a recruiter, you will need to provide a salary plus a commission. You can pay a recruiter between $ 30,000 and $ 45,000 with commissions based on FTE and PTE. Make sure the commission is given after the employee’s work for at least two weeks.

Commissions work to motivate and outperform your company’s growth process. Motivation can come in different ways, but the real motivator is often the potential monetary reward that will be realized at the end of this journey. The biggest challenge for you will be to follow up on what is expected of both your employees and your company.