Employer branding · Healthcare
Nurses look you up as an employer before they let you place them anywhere.
Employer branding for a medical staffing company works on two readers at once: the nurses and technicians deciding whether to register with you, and the recruiters you hire to place them.
Scope, fee, reporting and term are agreed in writing after we have read your brief and spoken to you.
In one paragraph
Employer branding for a medical staffing company works on two readers at once: the nurses and technicians deciding whether to register with you, and the recruiters you hire to place them. GullySales writes the careers pages, the job posts and the employee content that sit behind both of those decisions.
Also written for
Medical staffing companies, Healthcare recruitment firms.
What we do not do
We do not recruit, supply candidates or run payroll. We help candidates see the employer you already are.
Where this sits
For medical staffing companies
Where it usually goes wrong, and what we would do.
“A nurse registering with you is reading about the last person you placed”
She has heard the stories. Documents held back, a salary that changed after joining, a deduction nobody mentioned. Your page has to answer those before it describes an opportunity.
“Your own recruiters burn out and then talk”
A desk on a monthly placement target is a hard job. If nothing describes what the role is really like, the only description in circulation belongs to the people who left it.
“You are judged as the employer even when you are not the employer”
Whether the hospital holds the contract or you do, the candidate blames you for what happens on site. Writing the arrangement down plainly is worth more than any claim about growth.
“Overseas placement sits under the same name”
If you place abroad, every candidate has heard of somebody who paid and got nothing. Say which part of your work is licensed, who holds the licence and what you never charge a candidate for.
What we do
What we deliver for medical staffing companies.
Every deliverable, what it covers for you, and the result it is there to produce. Nothing here is an extra.
Two careers pages, not one
One for the healthcare professionals who register with you, one for the recruiters and coordinators on your own rolls. The argument is different and so is the reader.
Result: Neither audience reading a page written for the other.
The placement terms in plain words
What you charge a candidate and what you do not, who holds original documents, how pay is settled, and who she contacts at the hospital when something goes wrong.
Result: A candidate who registers without waiting to find the catch.
Recruiter posts that describe the desk
The target, the call volume, how incentives are calculated, and what support a new recruiter gets in the first month. Written from what your team says rather than from an aspirational job description.
Result: Recruiters who last longer than a quarter.
Employee stories from both sides of the business
A nurse two years into a placement and a recruiter who stayed. Recorded, approved by them, and used on the pages and in posts.
Result: Something specific to show a candidate comparing four agencies.
Overseas claims kept inside the rules
Recruitment for employment abroad is licensed and what an agent may collect is restricted. We keep the copy general, name the licence holder where you have one, and send the wording to your adviser.
Result: Hiring copy that does not create a complaint against your licence.
A review answer that is not defensive
Agencies collect angry reviews. A short factual reply pattern, plus the page that gives a reader the other half of the story.
Result: A candidate who reads the bad review and still calls.
How the result is measured
- Applications received per open role
- Careers page engagement and time on page
- Candidate drop-off during the interview process
- Referral hires as a share of total hires
Recorded as a baseline before work starts, so every later report has an honest comparison.
How it works
How the work runs for medical staffing companies
The work itself, in order. How an engagement starts, from your brief to a written scope, is set out on our method page.
- 1
Talk to current employees
We interview a cross-section of staff honestly, including some who might raise uncomfortable points.
- 2
Find the genuine reasons to join
We identify what is actually true and attractive about working there, rather than generic claims that could apply anywhere.
- 3
Build the careers content
The careers page, job post templates and employee stories are written from what staff actually said.
- 4
Review the candidate experience
We check what happens between application and offer, since branding cannot fix a process that loses candidates through delay.
- 5
Hand over and refresh periodically
Content is handed over for ongoing use and revisited periodically as the team and roles change.
Before you hire anyone
The first thing to do yourself.
Read your company the way a good candidate would, before you change anything.
- Search for your company name with the word jobs, and read the first page of results as a candidate would.
- Read your last ten reviews and list the points that appear more than once.
- Ask your three newest joiners why they said yes, and what almost stopped them.
Judge any provider
What to ask any agency or ghost-writer.
Useful whoever you choose, including us.
- Will you work from what our people actually say, or from a template?
- Do you do recruiting or supply candidates, or only the employer-brand work?
- Who approves anything that speaks for our staff?
- Which of our existing job pages and profiles will you change, and which will you leave alone?
- What do you count as a result, and what will you not promise?
Where this fits
Three pieces of sales work, in this order.
GullySales builds every engagement from three pieces of sales work. This page is not one of them, but the same three steps apply to the business behind it.
Step 1
Sales audit
Find where deals are being lost and what to fix first.
Start here if you cannot say where orders are lost.
Step 2
Sales process design
One written way to sell, from first enquiry to repeat order.
Start here if every salesperson sells differently.
Step 3
Sales management
A target, a review routine and someone who owns the number.
Start here if the team has targets and no routine.
FAQ
Questions owners ask before they call.
Not here? More answers, or ask on WhatsApp.
You do employer branding but we are the recruitment company. What is left for you?
Our industry has a trust problem. Can a website fix it?
We place staff abroad. Are there limits on what we can say?
How much does it cost?
How long is the contract?
How soon will we see results?
Who will actually do the work?
What do you need from us?
What if we are not happy with the work?
Your next practical step
Tell us what you are trying to grow, and we will read it before we call.
Eight short steps, mostly taps. Skip anything you would rather answer on the call.