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The locum recruitment landscape is more competitive than ever, with healthcare facilities, pharmacies, and veterinary clinics all vying for a limited pool of qualified professionals. To stand out and consistently fill your clients' shifts, you need a robust candidate pipeline of locum doctors, pharmacists, and vets who trust your agency and appreciate your processes. In this post, we'll dive into practical tips and tools that can help you source, attract, and retain top-tier locums. We'll also explore how a candidate CRM can revolutionize your communication strategy---ensuring each locum receives targeted opportunities that match their skills and availability.
1. Understanding Today's Locum Market
Why Locums Are in Demand
Healthcare systems worldwide are facing unprecedented staffing challenges. From physician shortages to increasing demand for flexible pharmacist coverage, locums fill critical gaps in care. Veterinarians, too, are in high demand thanks to an uptick in pet ownership and the need for specialized skills like orthopedics or emergency care.
Key Insight: Locums often enjoy the flexibility and variety that comes with temporary roles, but they also want hassle-free onboarding, clear communication, and timely payment---just like any other professional.
The Challenge for Recruiters
Because demand is surging, locums can pick and choose their placements. This makes relationship-building and candidate experience more vital than ever. If your agency's processes are slow or impersonal, you risk losing top talent to competitors.
Mini-Recap: A high demand + limited supply scenario means you need a strong, loyal candidate pool. Building and nurturing that pool isn't optional---it's essential to your agency's survival.
2. Sourcing Qualified Locums
2.1 Leverage Multiple Channels
- Job Boards: Posting on industry-specific boards (e.g., physician-focused sites or vet-care platforms) helps you reach a targeted audience.
- Professional Associations: Joining or networking through groups like the American Medical Association (AMA) or the Royal College of Veterinary Surgeons can open doors to specialized locums.
- Social Media & LinkedIn: Many doctors, pharmacists, and vet professionals use LinkedIn for networking. Share valuable content and job postings there.
2.2 Referrals & Word-of-Mouth
- Referral Programs: Incentivize existing candidates to refer colleagues. Offer bonuses or perks when they successfully place a referred locum.
- Alumni Networks: Hospitals, universities, and large pharmacy chains often have alumni groups. Tapping these groups can connect you with highly skilled locums who value camaraderie.
Pro Tip: Create mini-campaigns highlighting your agency's success stories---like how you placed a specialist in a tough-to-fill rural position. Candidates often resonate with stories that mirror their own preferences or career ambitions.
3. Attracting Top Locum Talent
3.1 Showcase Your Value Proposition
Why should a doctor or pharmacist choose your agency over another? Emphasize:
- Speed & Efficiency: Demonstrate how fast you process applications and match locums to shifts.
- Quality Assignments: Highlight partnerships with reputable hospitals, clinics, or veterinary practices.
- Streamlined Onboarding: Offer an intuitive portal where candidates can register once and never re-enter the same information repeatedly.
Hirepad Example: With a user-friendly portal, locums can quickly update their availability and preferences---like "part-time weekdays" or "emergency vet shifts only." This convenience appeals to busy professionals who don't have time for cumbersome admin tasks.
3.2 Focus on Candidate Experience
- Responsive Communication: Locums are more likely to remain engaged if they receive timely updates on potential assignments.
- Personal Touch: Don't just send mass emails---tailor your outreach (more on this below with CRM segmentation).
- Recognition & Feedback: A quick thank-you note after a successful placement can go a long way in building loyalty.
Case in Point: A locum pharmacist who had a great experience with your agency---fast onboarding, clear shift details, supportive environment---will spread the word to peers, naturally expanding your candidate pool.
4. Retaining Qualified Locums
4.1 Provide Continuous Opportunities
Keep locums engaged by offering consistent shift options that align with their areas of expertise or availability. A gap in communication can cause them to drift toward competing agencies.
4.2 Offer Professional Development
Staying current in medical or veterinary fields often requires ongoing education. While you might not organize full-blown training sessions, you can share:
- Industry Webinars on new pharmacy regulations
- CEU Opportunities for doctors or vet techs
- Updates on Medical Advancements relevant to their specialty
4.3 Gather and Use Feedback
Regularly survey your locums to gauge satisfaction levels, placement experiences, and improvement areas. Implementing constructive feedback shows you value them as professionals, not just "shift-fillers."
Mini-Recap: Retention is about respecting a locum's preferences, providing growth opportunities, and showing consistent support---even when they're not actively on an assignment.
5. How a Candidate CRM Transforms Your Recruitment
5.1 Segmentation for Tailored Communication
The real magic of a candidate CRM is its ability to segment locums based on specialty, location, availability, and even communication preferences. Instead of blasting generic job emails, you can:
- Send specialized shift alerts to oncology pharmacists only.
- Notify weekend vet candidates about urgent, after-hours roles.
- Reach out to general surgeons who prefer large urban hospitals.
This level of precision boosts response rates and prevents candidates from feeling spammed.
5.2 Automated Workflows
A CRM can trigger automated tasks---like sending a welcome email the moment someone registers or reminding them to upload new certifications 30 days before expiry. These small touchpoints create a seamless experience for both your team and the locums.
Efficiency Insight: Automated compliance checks ensure you're not scrambling at the last minute to confirm a locum's documents. Your client sees you as reliable and organized, while candidates appreciate not being bombarded with manual requests.
5.3 Centralized Communications & Data
Tracking every interaction---emails, phone calls, assignment history---in one place gives you a 360-degree view of each candidate. If a locum calls to change their availability, your entire team has immediate access to that update.
Real-World Scenario: A locum vet prefers short-term placements on weekends in rural areas. With a CRM, you instantly see their profile and can match them to open shifts that fit perfectly, no guesswork required.
6. Must-Have Tools & Tech Features
6.1 Intuitive Candidate Portal
- Simple Registration: One-time form fill ensures minimal data entry.
- Profile Upkeep: Candidates can quickly update shifts, skillsets, or new certifications.
- Compliance Tracking: Automatic reminders for expiring licenses.
6.2 Advanced Search & Matching
Whether you're using a built-in function or a separate ATS, the ability to instantly match locums to open shifts based on multiple criteria (location, specialty, availability) is a game-changer.
6.3 Communication Integrations
Look for systems that integrate with email marketing tools or offer in-app messaging, so you can reach out to specific segments with relevant shifts---without juggling multiple platforms.
Mini-Recap: The right combination of candidate portal + CRM + advanced matching not only saves you time but also amplifies the candidate's experience---making them more likely to choose your agency over others.
7. Putting It All Together: A Quick-Start Strategy
Map Your Candidate Journey\ Identify each touchpoint---registration, compliance checks, shift offers---and streamline it with a single system.
Leverage CRM Segmentation\ Group locums by specialty, availability, and preferences. Send targeted shift alerts rather than mass emails.
Nurture Relationships Year-Round\ Even if a locum isn't active, share industry news or relevant CEU courses to keep them engaged.
Measure & Optimize\ Track fill rates, response times, and candidate feedback. Adjust your sourcing and communication tactics based on what works best.
Mini-Recap: Building a strong locum candidate pool requires a holistic approach---one that marries multiple sourcing channels, stellar candidate experiences, and smart technology like a well-structured CRM.
Conclusion: Your Blueprint for a Thriving Locum Talent Pool
A thriving locum candidate pool is a dynamic, ever-evolving asset---one that requires ongoing attention to sourcing, personalized engagement, and clear communication. By leveraging candidate CRM segmentation, you can tailor your outreach to each locum's unique skills and availability. Pair that with efficient onboarding, proactive relationship-building, and tech-driven recruitment processes, and you'll be well on your way to sustaining a steady flow of top-tier talent.
Ready to strengthen your locum recruitment strategy?
- Explore Hirepad: Our candidate CRM and portal seamlessly integrate, allowing you to capture, segment, and nurture locums with ease.
- Schedule a Demo: See firsthand how you can simplify compliance tracking, tailor candidate communication, and fill shifts faster---all while providing a top-notch experience for your locums.
In a market where qualified doctors, pharmacists, and vets have endless options, building and retaining a strong locum candidate pool is your key competitive advantage. Start implementing these tips and tools today, and watch your talent pipeline grow---along with your agency's reputation and revenue.