Prepared by Business Executive Group · October 29, 2026
How to use this resource
Define stages and a cohort
Choose one vacancy and a date range. Define what qualifies as a completed screen, interview, offer and start. Deduplicate people who appear through more than one source.
Track handoffs as well as totals
Record how long candidates wait for feedback, interview scheduling and offer approval. Use anonymous identifiers in a working report and retain private candidate details in the approved hiring system.
Calculate conversion only for comparable groups
Divide the number advancing by the number eligible to advance in the same cohort. Mark incomplete cohorts clearly; do not compare this week's interviews with last month's unrelated applications.
Choose one process change to evaluate
If qualified candidates wait on interview dates, fix scheduling. If interviews reveal a different clinical requirement, revise the brief. Record the change date and review a later comparable cohort.
A worked example
Illustrative example: if 12 candidates complete screening and 4 meet the agreed requirements, the qualified-screen rate is 4 ÷ 12 = 33.3%. That figure describes this cohort only; it is not an industry benchmark or a forecast of hires.
Apply the decision to the actual Raleigh vacancy
Downtown Raleigh and North Hills are distinct Raleigh areas. Cary is a separate municipality. The Triangle is a regional description, so give the actual hospital address and each assigned workplace in the recruiting brief.
A Raleigh search should distinguish the permanent home hospital from cover elsewhere in the Triangle. State the expected clinical schedule, who controls additional appointments and any Cary assignment before the employer and candidate discuss an offer.
Give every provider the same hospital address, clinical scope, work schedule, compensation structure and decision dates. Compare the plan for that brief. A result appearing for a city search does not prove a provider has a local office or available candidates there.
Review Raleigh-area hiring context · Assign credential-check responsibilities
Complete your worksheet
Work in this browser, then download your notes. Entries are not sent to BEGHR and are cleared when you reload or leave. Keep candidate names and private records in your approved hiring system.
Continue with the related hiring guidance · All employer resources