Our Process

Recruiting Operations

HCTec employs teams of full-time recruiters and account managers that are subject matter experts (SME) in healthcare technology that make sure your needs are met. We have multiple locations and a National Recruiting Center (NRC depicted below) that allows us to meet your requests without all the overhead of the traditional staffing model of bricks and mortar offices. Our recruiters and account managers are located throughout the U.S. and in major healthcare markets, which allows us to penetrate and recruit the top talent. In addition to this highly effective model, we have built a database of over 10,000 consultants and passive job seekers ready to meet the needs of your projects. We are able to pass along these costs savings to you and deliver results in a timely manner.

Hiring Options

  1. Contract: Each client works directly with the account manager to set an hourly contract rate for a set contract period. Our flexible model allows you to add all inclusive rates with travel, expenses, or billed separately.

  2. Contract to Hire: All of our contractors can be hired as full time employees at anytime during the contracts with a small conversion fee. After 6 months of contract work, every contractor can be hired as a full time employee of your company and not additional cost.

  3. Permanent: Our recruiters maintain and build a pipeline of “passive job seekers” ready to become a part of your full time team. We will locate the best candidate available from your competitors and industry that match your needs. Our rates are very competitive in the industry with a guaranteed replacement if not satisfied*.

HCTec Recruiting Process

Recruiting and attracting quality talent is a vital part of your organization’s success. HCTec follows a multi-step process that enables us to consistently deliver top notch technical resources to meet your needs.

  1. Market Strategy - Often, staffing firms recruit for every company in town and only spend their time and efforts on short-term gain and projects and positions with the highest commissions. Eventually they end up recruiting against your organization if they don’t get more jobs from you.

    HCTec builds lifetime partnerships with you and your company. We only partner with a select group of clients in each local market, which gives us the ability to focus our attention on your individual needs, recruit top talent, and locate “passive job seekers” out of the top competitors in town with whom we are not partnered.

  2. Business Partner - Large national and regional staffing firms have the pressure to meet monthly deadlines and quotas—and they often do not pay attention to the specific details of your projects and hiring needs.

    HCTec is always committed to finding the best fit for our clients. We take time to build a personal relationship with your team and we work hard to understand your company, culture, industry, and IT initiatives. We pride ourselves on getting things done right the first time.

  3. Recruiting Methodology - Most staffing firms recruit candidates from job boards once they have received a position—which often results in not finding the most qualified candidates and increasing the costs to clients.

    HCTec continuously builds our pipeline with talent in all areas of focus through our network of consultants, partnerships, executive staff, and our integrated referral system. If we are engaged in a permanent search for a client, HCTec uses the most effective techniques to find the “passive job seekers” by cold calling into competitor companies, asking for referrals, and identifying the top prospects.

  4. Interview and Submittal Process - When competing against other firms in a contract or permanent search, recruiting firms will often send resumes for a quick review-- just to get ownership of the candidate without even talking to the person first.

    HCTec builds strong partnerships with hiring managers, which allow us to take our time and gather the appropriate information before a search begins. Each account manager is instructed to meet with, discuss, and review the job or project requirements with the hiring managers before submitting a resume. Once we feel like we have a good candidate, our account manager sets up a phone conversation or face to face meeting to go over any challenges, or to discuss the first resume and either schedule a phone interview or adjust our search. We will never submit more than three resumes at a time for one open position unless requested by the hiring authority.

  5. Candidate Screening Process - Because of the competitive nature of the recruiting industry, many agencies will submit candidates to multiple jobs without even discussing the position thoroughly with the candidate and before ever getting their approval.

    HCTec rigorously screens each candidate for their technical skills and behavioral skills to ensure they are a match for your project and organization. Once a potential candidate is identified, they are phone screened by a technical recruiter for basic information. After passing a first round phone interview, a Technical Analyst on our staff will have a more in-depth discussion to determine if they should be invited in for a face to face interview. If the candidate is located out of town, we will do our best to accurately test, screen, and reference the candidate before ever submitting to the client. Once a candidate is selected for a position, HCTec will provide background, drug, and any other requested testing.