As the baby boomer population ages, health care staffing becomes a bigger and more complex problem. It is one of the most rapidly evolving sectors in the U.S. Additional growth drivers include ongoing professional shortages and wider access to health insurance through the Affordable Care Act, according to Brian Torchin.
Staffing caregivers is an $11.1 billion industry, and it’s expected to grow an average of 5 to 7 percent every year for the foreseeable future. Nurses are in especially high demand. Given that close to half a million of them are expected to retire over the next five years, analysts predict a 16 percent surge in demand over that time span.
Brian Torchin is certainly doing his part to meet needs. He’s on a mission to fill critical job vacancies with qualified candidates in 72 hours or less. So far, he’s succeeding. His company boasts many examples of placing top-quality workers in 48 hours.
New Ways of Staffing
Across all industries, recruiters are more focused on assessing individual skills and qualities rather than exhaustive, limiting criteria. Candidates are judged for their alignment with company goals and their potential for growth in the position for which they’re applying.
The best recruiters aren’t just there to fill slots; they are there to provide a valuable service. They are more intuitive and engaging. Also, they weigh candidates’ education, experience, skill sets and attitudes against a company’s needs and preferences. Potentially great candidates aren’t necessarily eliminated just because they don’t match up with some prescribed, overly detailed job description.
Recruiters must think creatively and remain flexible. Their resources must be diverse. All of this works in job-seekers’ favor and benefits companies who are willing to develop talented people.
The Best Practices in Action
Brian Torchin has enthusiastically and successfully embraced modern staffing practices.
The former chiropractor was educated at the University of Delaware and New York Chiropractic College. As a board-certified chiropractic practitioner, he owned and operated his own clinic in Philadelphia for several years. He still had a thriving practice in 2007 when he created Health Care Recruitment Counselors.
Today, more than 200 companies and clients rely on HCRC Staffing. It is a global enterprise operating in all 50 U.S. states as well as in Canada, Asia, Australia and Europe.
Brian Torchin created HCRC to serve health care companies, doctors with private practices, hospitals and urgent care providers. The HCRC team of professional recruiters tracks down doctors, nurses, nurse practitioners, physicians’ assistants, podiatrists, dentists, chiropractors, physical therapists and a host of other health workers.
HCRC even fills positions in office management, reception, billing, public relations and other key assignments. Torchin’s staffing firm has also expanded to recruit for law firms. If you need attorneys, paralegals or admin help, HCRC has you covered.
As a medical professional, Torchin conceived the idea for HCRC after he pinpointed the greatest employment challenge in the health care industry: employee turnover. He founded his company as a tool for health agencies and law firms that needed vital positions in their operations filled quickly. He eventually extended HCRC’s evening and weekend hours for even greater speed and convenience.
The company’s ever-increasing database of active physicians and other health professionals is the product of thorough daily searches. Employment solutions are tailored to meet highly specific needs. The goal is to provide health care clientele with the highest quality, most efficient employees in the system.
Staff members assist clients by assessing the market, identifying criteria, scheduling interviews, checking references, doing background checks, and negotiating compensation and contracts. They can even take care of personnel training once an individual is hired.
As for job seekers, HCRC provides one-on-one career counseling and conducts nationwide searches to place candidates. Torchin’s team members take a consultative, direct and detail-oriented approach with job candidates.
The customer always, always comes first. That rule comes down from President Brian Torchin himself, and all his time, resources and energy are spent backing it up.
Torchin also contributes to the HCRC blog, which he labeled “a blog to learn about the pitfalls when hiring a chiropractor, and the best ways to hire staff members.” Topics include tips on leveraging social media to recruit top talent and making your medical practice the best that it can be. A blog about patient-friendly practices stressed the importance of making visitors feel welcome from their first encounter at the reception desk. It reminded doctors and their staffs that they wouldn’t even be there without patients.
Torchin also authors many publications on recruiting and hiring. His years of experience with interviewing and staffing make him a valuable resource when it comes to making the hiring process a smooth one.
He is highly respected in the health care staffing industry as an active thought leader and seasoned expert. He’s been a guest speaker at a number of chiropractic seminars and recruiting events as illustrious as the Oslo Convention in Norway. Admiration continues to grow.
Consultants of America holds clinics to train and coach doctors and their staff members in ethical practices. Its president, Dr. Mayer N. Green, had this to say about Torchin: “ … we can honestly say that his integrity, honesty and professionalism are unmatched. By far, he is the number one recruiter in the U.S.A.”
Torchin’s Key Questions
On his LinkedIn page, Torchin urges hiring managers to ask candidates these 14 questions:
1. What circumstance brings you here today?
2. How would your best friend describe you?
3. What would you say are your two greatest weaknesses?
4. How do you alleviate stress?
5. What are your short- and long-term goals?
6. What type of work environment do you prefer?
7. What is your typical way of dealing with conflict?
8. What tools or habits do you use to keep organized?
9. Tell me about a time when you had to go above and beyond to get a job done.
10. What was a major obstacle you were able to overcome in the past year?
11. In what ways do you raise the bar for yourself and others around you?
12. Tell me about two memorable projects, one success and one failure. To what do you attribute the success and failure?
13. What unique experience or qualifications separate you from other candidates?
14. Where do you see yourself in five years?
To that last question, Torchin sincerely hopes that candidates answer, “I plan to have either your job or your boss’s job.” That’s the kind of motivation and determination he wants hiring managers to look for.
Torchin likes open-ended questions because they make it easier for applicants to present the most well-rounded image of themselves. He also suggests defining the ideal candidate’s attributes before the interview. That way, questions can be tailored to assess those characteristics in an applicant.
In the end, Brian Torchin defines the interview process as nothing more than a matching game. Judging from his success and reputation, he’s good at at.
Check out Brian on Angel List
Read more about his company’s mission on their website here.