|
Feature Benefit Analysis |
 Email to a Friend
Bookmark & Share
|
| | Feature/Benefit Analysis | | | Feature
| Benefit
| Knowledge of Industry: We have a thorough knowledge and understanding of the audiology/hearing aid dispensing space and numerous audiology and audiologist jobs. This includes an interview with our client (you) to gain a thorough understanding of your culture, expectations, criteria, corporate strategies, and special personnel requirements you have before we engage in any type of search project.
| We know the critical competencies that must reside in a candidate (audiologist) in order for that candidate to be successful in a dispensing environment. We also understand the mindset (sales) and character (personable, takes initiative, accountable vs sense of entitlement, realist vs altruist). This is why we ask the right questions and administer the necessary screening tools (i.e. CLAMS profile) to ensure we have the right professional for your practice saving you valuable time and money. We also perform all the reference checks and verify licensure and credentials (NPI #s, etc.) Professionals with the right competencies equal higher closing rates (which dramatically impact your bottom line) and greater net sales (less returns).
| Competency, Training and Technology: We have the best technology (software and search engine tools) and training available to search out and find those "passive", highly qualified candidates. Additionally, this is our full-time job. We dedicate the hours and make those calls every day to uncover these highly desirable professionals who can impact your productivity the day they are hired. The right professional adds brand equity to a practice and a long-term strategic value (due to the service intensive nature of the business) for existing and new patient acquisition (80/20 rule).
| This serves as an incredible differential advantage for your company in the aspect of talent acquisition. Your HR department doesn't have to waste valuable time and money using traditionally ineffective types of audiologist recruiting strategies (i.e. job postings via the newspaper, internet and audiology journals and resume reviews). Rather they can be talking to pre-qualified professionals, ready to make a move, in a matter of days. Time is money, especially when provider vacancies equal lost revenues. We pride ourselves in uncovering professionals in those "hard-to-find" geographic areas.
| No Risk: We are paid only upon a successful placement or contingency basis. We also guarantee our placements for 60 days-all for about the cost of a good set of hearing aids.
| If a candidate that we have placed does not work out in the first 60 days we provide you with other qualified candidates free of charge. We want a long term relationship not a one shot engagement.
|
|
|
|
|
|
|
