Jeremy Duffer, HR Director, RHA Health Services.
REKRUTI accesses multiple private and public sources to feed and update its platform of clinical staff profiles. It provides millions of aggregate profiles with a quick-view tag cloud presentation.
REKRUTI can process dormant résumés stored on your servers or desktops and update them using social media cross referencing. This feature uncovers a tremendous hidden asset within your organization. These past candidates have a positive bias towards your organization. REKRUTI can help you sort through them and rediscover interested prospects.
REKRUTI monitors the North American healthcare workforce daily, tracking candidate social media activities and measuring each profile’s ‘‘ready-for-a-change’’ index for you. It also reveals national trends such as job searching behaviors to benchmark your organization against your peers.
REKRUTI generates automated alerts based on tracking profiles set to your specific needs and candidate preferences (location, profession, skills and more) prompted by social media activity. These alerts put you first in line to contact newly defined prime prospects.
Our employer analytics cover 1.5 million healthcare providers in the US. This information lets us infer specialties and skills from previous and current healthcare employers.
The platform reveals a candidate’s “ready-for-a-change” index based on a multi-criteria algorithm specific to individual professional profiles (RN, CNA, OT, etc.).
REKRUTI can also measure workforce sentiment within your own organization compared to national or regional averages and provide comparable analysis of peer competitors.
Use our powerful search engine to search by skillset, ‘’ready-for-a-change’’ index, location, current and past employers, experience, and more. The dataset uses healthcare-specific deductive intelligence to quickly pinpoint the best candidates based on your search criteria.
Because of today’s clinical staff shortage, successful recruiters must engage with potential candidates, nurture relationships and build a pipeline of talent for months and years to come.
As much as 73% of the workforce is not actively seeking new opportunities. A strategy to reach this passive part of the talent pool is a must. Your competitors and specialized recruiters are already using recruitment platforms to nurture their staffing needs. Without an active approach to tap these potential candidates, you will be left behind in a very competitive market.
Use our CRM to build rich connections through email or text messaging outreach with candidates. Use the CRM to nurture your existing inbound sources as well as the outbound recruitment platform.
As a team, you and your colleagues can share notes, communication threads and comments relative to all prospective candidates within your engagement process.
The tool centralizes data and information to allow better and more efficient teamwork and manager insight.
Use the dashboard view to see the recruitment pipeline, activities and status.