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The INLINE Group focuses on helping you find qualified candidates in the areas of NURSING, PHYSICIAN, THERAPY, and PHARMACY. With superior service in mind, our team members are dedicated to a single specialty. We market your opportunities not only to those who are actively looking but also to those who are not. This approach enables us to reach an additional 55% of the candidate pool, delivering you significantly better results than staffing agencies, not only in recruitment but in retention as well.
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  PASSIVE CAND.
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ADVANTAGES OVER RECRUITERS
  • No long-term contractual agreements required
  • No placement fees paid - ever
  • One low monthly fee to market all of your open positions
  • Pro-active talent pipeline building for your future needs
  • Your visibility Increased to 55% more of the talent pool by targeting the passive candidate
  • Powerful Cooperative Applicant Tracking System providing you total accountability
  • 4-step matching process delivering you better qualified candidates from the start
BENEFITS OF THE PASSIVE CANDIDATE
Higher Performance: On average, passive candidates perform better than active candidates.
Longer Tenure: Passive candidates are 50% more likely to stay at their new position longer than active candidates.
Receptive Behavior: A recent poll conducted by the Recruiting Roundtable found that 42% of the passive candidate workforce was open to and willing to learn about new opportunities.
The Payoff: Less Competition.
The more passive the candidate, the fewer competitors for talent
CANDIDATE TYPE AVERAGE NUMBER OF INTERVIEWS AVERAGE NUMBER OF JOB OFFERS
VERY PASSIVE 1.5 1.2
PASSIVE 2.4 1.5
NEUTRAL 3.3 1.7
ACTIVE 4.5 1.9
VERY ACTIVE 6.6 1.9
 
BULDING PROACTIVE PASSIVE CANDIDATE PIPELINES
The Issue: Organizations continue to struggle to attract top-quality talent, creating a growing number of vacant positions that erode performance and hinder competitiveness. In response, hiring managers are increasingly prone to the temptation of making desperation hires.
 
The Cause: In large part, this challenge stems from the fact that most recruiting organizations effectively ignore more than half the labor market. Organizations that only focus on active candidates are neglecting a passive candidate population that composes 55% of the entire candidate pool.
 
Typical Behavior: The typical behavior we see is that recruiting functions tend to focus on requisition-driven, post-and-hope approaches that orient exclusively around attracting active candidates. This is typical when facilities believe that placing an emphasis on passive candidate recruiting would overburden the already overburdened recruiting function.
 
Key Thoughts: Building talent pipelines from the passive portion of the labor market yields better recruiting results (with less recruiting efforts). In fact, pipeline builders not only bring in higher-quality candidates in less time, they also operate at greater levels of efficiency (and lower cost) than their reactive peers.
 
The Payoff: Organizations that focus on passive recruiting functions enjoy more efficiency than those who focus on active recruiting functions.
-Recruiting Roundtable 2009.
MARKETING EXECUTIONS

Voice Outreach Strategies
  • More than 45,000 marketing calls conducted each month
  • More than 1,800 opportunity presentations conducted each month
  • Your facility and vacancies promoted phone call by phone call

Direct Marketing Intitiatives
  • More than 50,000 marketing pieces distributed per month
  • Highly creative mail pieces that yield a higher return rate
  • Representation of your facility and community
  • Direct response to hiring manager
  • Mail list scrubbed for accuracy and deliverability

Online Outreach Strategies
  • Over 25 of the industry's top job boards mined and sourced for your specific needs
  • Strategic career postings
  • Google Ad words

Linked Direct Marketing Outreach Strategies

Email Intitiatives
  • More than 75,000 marketing emails distributed per month
  • All talent in network targeted
  • Open/Click Tracking
  • Opportunity link embedded into emails directs them back to theinlinegroup.com

Direct Mail Intitiatives
  • Highly creative pieces that yield a higher average return rate
  • Direct response to hiring manager
  • Secondary capture opportunity with recruitment website

Customized Recruitment Websites
  • Employment benefits of organization highlighted
  • Company specific information
  • Professional design with creative copywriting (including career descriptions)
  • Direct response to hiring manager
  • Link to Cooperative Applicant Tracking System
TRANSPARENCY

By giving you an open view of our process, we're able to maintain a level of accountability that's unmatched by traditional staffing services. The simplified reporting tools give you an in-depth look into core recruitment metrics: response rates, presentations, telephone interviews, and on-site interviews as well as offers accepted and declined. This way, you'll never have to track us down to see what's happening with your account. You're always in the loop.

CATS seamlessly ties together your marketing and recruitment efforts. You can also put it to work as an internal applicant management system. Use it to track and maintain any additional job postings you may have outside our network. The amount of positions CATS can handle is limitless. Throw away those individual spreadsheets, and manage all of your applicants with a single combined list.
STEP BY STEP

Each team of ours is focused within a single specialty, yielding a level of expertise not held by recruiting agencies. Another point of distinction in our service is that we make calls to passive as well as active candidates. The passive sector of the candidate pool is often the most fertile ground. We access the top 25 job boards as a part of our search and employ a "mine and source" approach instead of just posting and hoping someone answers an ad. This approach really gets results. It also allows you to stop spending your money on posting fees.

Once the candidate is contacted, we gather all information specified by you in your campaign objective. We then conduct our 4-step detailed matching process that includes skill set analysis, desired practice setting, geographical preference, and timing of availability. This additional process helps us to ensure that when you take time out of your schedule to speak with our candidates, they'll be better qualified from the start.

Another advantage of our process is in giving you instant notification. If the candidate is a match, we contact you via email instantly. This gives you the chance to contact them directly and in real time. If for any reason you need help making contact, one of our account managers can assist you. We'll also send an email to the candidate immediately, letting them know about your opportunity.

Every candidate that fits your criteria is put into your interactive partition in our (CATS) database at the time of contact. If for some reason the candidates are not a match, you'll be able to view their information and find out why. This can be helpful in refining the way that your opportunities are presented in the future. Once we've connected you with candidates, you determine if they're a right fit for you. Simple as that.
HARD EARNED STATISTICS
  • 250+ Clients Nationwide
  • More than 45,000 Voice Outreach calls per month
  • More than 1,800 Opportunity Presentations per month
NO PLACEMENT FEES

METHOD PLACEMENT FEES CONTRACT LENGTH NUMBER OF POSITIONS COVERED
THE INLINE GROUP $0 Month-to-Month ALL
CONTINGENT RECRUITING $8,000 - $20,000 One Year One
RETAINED RECRUITING $18,000 - $28,000 One Year One
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