As a healthcare recruiter, you know just how important data is to your job. You depend on your physicians database being accurate and updated. You know that inaccurate and outdated information only makes your job tougher. But how familiar are you with the databases you use? Furthermore, do you know how to best use the data you have access to?

A physicians database is more than just a list of names, phone numbers, and email addresses. At least it should be. Every bit of data a good database provides is useful for something. For you and your organization, it might be a simple matter of learning how to use your data more effectively. We offer some suggestions below.

Measure Return on Investment

It is important that you not look at a physicians database as little more than a digital phone book. Every recruiting database you utilize is a tool that should make you more productive. The only way to know if that is happening is to measure the results. And how do you do that? By measuring return on investment (ROI).

You should be measuring which data sources produce the best results. You should also measure whether a dataset you are investing in is worth the expense. If you are spending a lot of money and not getting a lot of help from a particular dataset, perhaps it’s time to cut it loose and find something better.

Improve Recruiter Workflow

Nothing is worse for a recruiter than to start each day with no plan in place. Successful recruiting follows a particular workflow that makes the best use of both time and resources. Did you know that your physicians database can help establish that workflow?

Manipulating database information can help recruiters better utilize their time and resources. Something as simple as being able to sort candidates by geographic location can improve workflow. The recruiter can start working east coast contacts early in the day and then gradually work toward the west coast throughout the day. That way, time isn’t wasted trying to contact candidates who aren’t likely to be available at a given time.

Educate Other Leaders

A big frustration among recruiters is having to deal with other leaders who do not understand how recruiting and hiring work. A good example is the healthcare administrator who only knows that they have empty positions in need of being filled. They want them filled quickly and without exceeding their budget. However, their goals could be unrealistic.

A good physicians database can show other leaders what is going on in terms they can understand. Properly analyzed data presented in the right report format makes it clear that money isn’t the only issue. Other types of reports can be just as eye opening. This is important because educated leaders are more likely to make positive decisions about recruiting.

Create a Better Candidate Experience

The final tip is to use your physicians database to create a better candidate experience. In this regard, you cannot beat first-party data. Unlike third-party data, first-party information comes directly from the people it pertains to. They enter their own email addresses and phone numbers. They enter all the information in the database, allowing recruiters to tailor the experience to each one individually.

A physicians database is undoubtedly a great source of contact information. But it is so much more than that. A good database gives recruiters information that can make them more productive. It provides data that can enhance KPIs and keep things on budget. And best of all, a good database puts everyone on the same page.

Disclaimer: The viewpoint expressed in this article is the opinion of the author and is not necessarily the viewpoint of the owners or employees at Healthcare Staffing Innovations, LLC.