Recruit Process Outsourcing

Acuity Healthcare invokes an aggressive, highly strategic approach to retention-hire, direct-hire and executive-search placements, relying on the principal measures of Recruit Process Outsourcing — the indoctrination of search firms externally controlling the timelines with identifying/interviewing candidates and ultimate hiring selections. The difference here: This method cuts through the proverbial red tape, enabling search firms to directly procure the placement tasks at hand, while minimizing recruiting costs and keeping the client’s bottom line free of costly new hires of a permanent bas

Seminal RPO initiatives represent a true game-changer in the placement industry, syncing up the frenetic hiring machinations with the client’s core directives as a business entity. This cutting-edge process also provides significant financial and intangible value to firms which demand top-notch results, minus the expectation of paying premium prices.

The Acuity Advantage

Few companies can match Acuity Healthcare’s capacity for analysis, customization and overall precision when making crucial placements. This self-sustaining recruiting model promotes substance over style and can make all the difference with our exclusive clientele — especially with on-boarding matters. Acuity thoroughly vets each consideration within the hiring process. As part of this system, Acuity generates comprehensive profiles for every candidate, along with detailed notes before/during the interview periods.

All Acuity Team hires are given the utmost care and attention, emphasizing professionalism, discretion and strong communication skills. Our globally enhanced network of candidates possess a wealth of market-research methods with analytics and industry-setting innovations with technology.

The Acuity Team handles the vast majority of RPO-related matters in-house.

Notable examples include:

Relying on expert consultants within the core specialties of medicine and technology
Pre-screening all prospective candidates through virtual interviews, a must-have in this post-Coronavirus era.
Conducting background searches and referral follow-ups among qualified candidates.
Coordinating all recruiting efforts, regardless of the timeline aspect of each hire (solo or in bulk).
Customizing the job descriptions with every client opening, focusing on the key prerequisites for each opportunity.
Executing refined searches with candidates who are willing to relocate to various markets, factoring in money, extra perks, livability quotient, organizational culture and the capacity for short- and long-term advancement.

Recruit Process Outsourcing works best when both parties are perpetually motivated to achieve short- and long-term success,
otherwise known as a win-win venture.
Vibrant RPO partnerships maximize revenue potential, minimize costs and enhance branding potential with every coveted staffing placement. This triad of success consequently filters down to the hiring managers, who are always looking to secure bankable firms with future
employment opportunities, while consistently tapping into a robust reservoir of vetted, specialized candidates.
Prudent RPO hires often mirror the philosophical structure behind retention acquisitions. Acuity’s dynamic team of creative consultants strategically maximize the client’s apportioned time and resources with personnel obstacles, which might entail handling matters of rapid
corporate expansion, assimilating to the varying constraints of state-to-state employment laws or reshaping organizational culture on a large scale.
Mitigating short-term concerns through strategic and tech-savvy planning, while capitalizing on a company’s long-term growth potential, remains the most effective path to securing the client’s business, month after month … year after year.

The Benefits of RPO

The Trouble with Contingency Searches

The Acuity Team does not endorse the general principles of contingency searches, citing the following reasons:

The process can be expensive for participating staffing firms. For example, let’s say the average industry fee covers roughly 18-20 percent of a new hire’s annual compensation package. This would needlessly serve as a significant cost expenditure, compared to the straight-line tenets of RPO implementation.
The hiring group’s capacity for filling contingency hires are ultimately judged as robotic or indifferent, since the levels of personal service and thoughtful placement might not exist. Yes, a candidate may possess the surface traits for a particular position, but their comfort or fit with certain corporate cultures — representing companies of varying size — might fall short of being a sustainable model.
It’s difficult for placement companies to carve out a consistent niche of excellence with ‘contingency’ hires, since other competing firms can take shortcuts with various employment requests, essentially watering down the entire process.
The ‘contingency’ line of thinking doesn’t reward accountability with staffing firms. It also doesn’t incentivize the
talent hire, in terms of going beyond the baseline performance expectations
with the new company.

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