I need a power point presentation with notes completed by Monday at 11amYou’ve been asked to come up...

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I need a power point presentation with notes completed by Monday at 11am

You’ve been asked to come up with a Recruitment Roadmap + Budget to set up a custom panel of specialists
with the top 10 specialties for a Health Plan with markets across CA, NY, and TX. Currently RubiconMD has a
national panel of specialists, but let’s assume we don't have information about their state licenses. They support
our core eConsult product that is structured as an educational platform where specialists from all over the
country can respond to cases (no state license restrictions). So, for this specific panel, we are starting from
scratch since appropriate state licensure will be required. Consider the following questions as you begin work on
this case. You will be presenting your recruitment strategy and budget to C-suite for their approval.
1. What is your sourcing strategy for the health plan’s panel? Walk us through the ideal specialist profile
that you would like to recruit. What tools and resources are you going to need to fulfill this recruitment
need?
2. Come up with a rough budget that you can present to leadership before you embark on the execution of
this project. Feel free to make reasonable assumptions about costs
a. Build a case for which credentialing and applicant tracking vendors would you like to work with,
assuming we don’t have the expertise to do this work inhouse.
b. Propose a timeline for how long you anticipate it will take to deliver this new panel of
specialists.
3. Additionally, prepare a pitch (accompanied by slides) to share with the team, as if you were interviewing
a prospective specialist.
Assumptions you can make:
● Across all specialties, eConsults take XXXXXXXXXXmins to respond to.
● The platform offers a lot of flexibility and specialists are not tied down to a minimum limit of cases, but
engagement is encouraged.
● Top 10 Specialties across adult and pediatric specialties to recruit for are: Endocrinology, Cardiology,
ENT, GI, Neurology, Pulmonology, Dermatology, Nephrology, Infectious Disease (HIV/AIDS certified),
Ophthalmology, Psychiatry, Surgery, Orthopedic Surgery, Physical Medicine & Rehab.
DELIVERABLE
Please present a slide deck in whatever format you find most appropriate; presentation time budgeted should be
approx 15-20 minutes, with the remaining time dedicated for Q&A.

Megha · Accepted Answer

Sourcing Strategy
Alignment with the hiring authorities to ensure idea profile for a strong candidate. It is required to align the must-have and nice-to-have qualifications. 
Create a list of sourcing medias where the potential candidates may have a presence, and an index of role-specific keywords to hunt. Run a few sample searches to confer why specific prospect may or may not be a promising candidate for the role.
Comprehensively review the data available to decide if the prerequisites must to be tightened up or relaxed to discover suitable candidates.
Leverage the team’s past endeavors by commencing every hunt with the contenders already available in the team and qualified to work at the organization.
Diversify the online candidate sourcing media. Add some, less often employed sources into the mix of established channels. Check with the existing team for the less popular sourcing channels
The sourcing strategies we will be using is to align the ideal profile with hiring manager. Further create a list of sourcing medias and run a few sample searches to evaluate what is working and what is not working. We will review the data available comprehensively to see if any modifications are required. Evaluate the internal team’s efforts to hire internally. Employ less popular sourcing media. 
Incorporate offline hiring techniques. Attend employment or industry-specific seminars and conferences, or host meetups to bring together potential groups of candidates.
Employ employees’ networks for hiring candidates. Host candidate sourcing sessions with the team to see if anyone's network would be a promising fit for open roles. 
Create a powerful outreach message for sourcing candidates. Develop a subject line that will be exceptional and push the candidate to read the message. Personalized message with relevant information about the role. Explain about the desired contribution.
Build a strong employer brand. Regularly assess review websites to reply to the feedback to let people learn that we respect their input and will take measures wherever necessary.
Follow up with candidates who don’t reply. Even if they’re not interested, they may guide you to a suitable candidate.
We will employ offline channels by attending seminars and conferences, or host meetups. In addition, we will  Host candidate sourcing sessions with the team for recruitment. Create a powerful message for sourcing candidates to push them to read the message. To illustrate care, we will regularly assess review websites to provide feedback. We will follow with not interested candidates to see if they can provide references. 
Responding to patients’ medical issues by considering their records,

I need a power point presentation with notes completed by Monday at 11amYou’ve been asked to come up with a Recruitment Roadmap + Budget to set up a custom panel of specialistswith the top 10...

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