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CONTACT RFA / RECRUIT WASHINGTON, DC Joe McDonald 202.246.3236 CALIFORNIA Rich Fox 310.317.9501 Send Us 
E-mail
© Copyright 2005 RFA / RECRUIT All Rights Reserved |
| Frequently Asked Questions (FAQ's) |
Won’t the nurses be upset with us calling them at home?
Today, the word “telemarketing” often reminds us of unwanted calls by people trying to sell us something or asking for money.
This is quite different: not only are we NOT asking for something, we’re offering information about your facility, and a real opportunity – possible employment for qualified nurses in a supportive, rewarding environment. For these reasons, we’ve found that nurses actually like hearing from us and report a very positive experience.
And our results prove it. Feedback from the nurses receiving the calls has been overwhelmingly positive. In fact, typically, complaints represent fewer than one-tenth of one percent of the total calls made. Few other direct methods can make the same claim.
How do you keep complaints so low?
Before we make the first call, our phone representatives are carefully screened and specially trained in relationship-building communication skills. Phone scripts crafted with your input and approval are used to ensure accuracy and professionalism. Caller performance and results are monitored continuously in real time by on-site managers. And, you have the option of listening in on actual calls whenever you choose, from your own desk.
What about the new Do Not Call (DNC) lists?
RFA Recruit complies with all federal and state regulations. While DNC lists may reduce the number of prospective nurse applicants somewhat for for-profit institutions, non-profit hospitals are exempt by law. Interestingly, when calling for non-profit hospitals, we have found that because of the nature of our call and their high quality, even those who have signed up for DNC lists welcome our calls.
Where do you get your lists of nurses to call?
We have developed our own proprietary lists. To supplement them as needed, we have a network of suppliers to assist us, depending on where you are located and your specific needs.
What other information do you gather?
Typically, when speaking to nurses, we ask a range of questions that will be useful to you when evaluating the suitability of an applicant – specialty, years of experience, and current employment status. We record information helpful to you for communicating with applicants including best time of day for a follow-up call, and email addresses. We are also happy to work with you to capture any additional information that you feel would be useful.
What if my hospital is only looking for nurses with certain specialties?
Depending on your specific circumstances, we may be able to target those specialties you seek. However, even when we reach nurses with specialties other than your immediate need, we are careful to record all nurses’ specialties and their level of interest in future openings. This greatly reduces the time and expense when another specialty need arises for you in the future.
How is this different from direct mail, newspaper ads, radio, internet, etc?
While effective, all those methods depend on the nurse to be actively searching, and to initiate some action. In contrast, our strategy is proactive, reaching out to not only those currently looking for work, but also nurses whose interest in considering other employment options may not have been strong until provided an attractive alternative.
Secondly, through the RFA Recruit approach you retain maximum flexibility and control throughout a recruitment campaign. Unlike other mediums, you receive immediate feedback from your target audience. Reports containing results and comments are emailed to you daily. This allows you to refine the message as the campaign progresses, and as circumstances may change.
But most importantly, we are able to help establish the beginnings of a personal relationship with a prospective employee on a level that no other medium can match. This approach allows us to put your hospital above all the rest in the minds of nurses making decisions about where to work.
For other advantages, click here.
Aren’t you just taking nurses from one hospital to go to work for another?
Certainly no more so than direct mail, ads, or any other technique. In fact, our proactive approach uncovers potential employees that may have previously dropped out of the pool of available nurses for a variety of reasons (child rearing, schooling, relocation, etc.). By reaching out to everyone, we’re doing more to add to the supply of employable nurses, diminishing the strain on all hospitals.
Do these techniques have any other applications?
In addition to directly providing you with the names of many qualified nurses interested in exploring employment opportunities at your specific hospital, we also work to complement your other recruitment efforts.
For example, while open houses are very effective for meeting applicants face-to-face, getting them there is often a problem. RFA Recruit has been able to supplement this effort by calling nurses to personally invite them to a hospital’s open house. Our clients have reported attendance has as much as doubled as a result of our program.
In fact, our ability to complete large volumes of calls in a short period of time, makes our approach an excellent tool to motivate your audience for a number of purposes, such as accessing a website or attending an event.
Learn more about all the services we provide by clicking here.
What about cost?
RFA Recruit’s services are extremely cost effective. Because we are able to identify such a large number of highly qualified applicants, thereby providing you a larger pool from which to choose, we significantly reduce the overall cost per hire. In fact, the cost per hire through the RFA Recruit approach has consistently proven to be a fraction of the cost of other recruitment techniques. We also work with you to design a package of services that fits your needs and budget.
How do I know it will work for me?
Because it has worked for everyone else. In every instance, our results have been outstanding – with even the “least successful” campaign still providing our client with a deep pool of qualified applicants at a fraction of the cost of other techniques. Click here to learn more.