ProvenBase

Webinar: The Psychology of Sourcing. Find Out Why Some Recruiters Find Talent Faster Than Others. It’s about understanding human behavior, timing, and decision psychology. 📅 April 9, 2026 ⏰ 1:00 PM ET 🎟 Register here: us06web.zoom.us/webinar/regist… #TA #AI #HRTech #Recruiting

Most sourcing starts with a job description. The best sourcing starts with your best hire. Find someone great. Use them as the search. Candidate cloning finds who they look like before they apply. Most teams have never tried it. #TalentAcquisition

ATS filters disproportionately reject: Early-career candidates. Career switchers. Nontraditional backgrounds. Not because they can't do the job. Because they don't look like the last hire. Your filter isn't finding talent. It's cloning the past. #TalentAcquisition

Your ATS rejected someone today. Not because they were unqualified. Because they used a different word for the same skill. That's not screening. That's elimination by technicality. #TalentAcquisition

4/ None of this means ditch your ATS It means stop asking it to do a job it wasn't built for Sourcing happens before the ATS Engagement happens outside it. Re-engagement requires going back into it with better tools. The ATS is step three Treat it like step one and you lose

3/ The ATS also kills candidates you already have. Long application flows. Automated rejections. Zero personalization. Your best candidates — the ones with options — drop out before you ever see them. The ATS filtered them out on your behalf. Without asking.

🧵 What if your ATS is the reason you keep losing candidates? Not a bad ATS. Not a broken ATS. A correctly functioning ATS — doing exactly what it was designed to do. And that's the problem.

Hot take: Your ATS isn't a talent pipeline. It's a graveyard of candidates you paid to find, failed to engage, and never went back to. The problem isn't the market. It's that your sourcing stops the moment someone enters the system. #TalentAcquisition

Your ATS was designed to track candidates. Not find them. Not engage them. Not retain them. Track them. You've been measuring your sourcing performance with a tool that was never built for sourcing. That's not an ATS problem. That's a strategy problem. #TalentAcquisition

States are changing laws. Universities are forming coalitions. Hospitals are partnering with #nursing schools. Everyone sees the nursing shortage. But policy moves in years. Retirements happen in months. The systemic fix is coming. Your open req is due Friday. #Recruiting

Nursing school enrollment grew 0.3% in 2023. PhD programs dropped 3.1%. Master's programs dropped 0.9%. The pipeline for nurse faculty, researchers, and primary care providers is shrinking — not growing. The shortage doesn't start at the bedside. It starts in the classroom.

5/ The healthcare talent crisis is partly real. But a significant piece of it is a contact problem dressed up as a supply problem. Fix the reach. Reduce the agency dependency. Keep more of your labor budget inside your organization. The talent is there. #Healthcare

4/ The fix isn't a better job post. It isn't another agency contract. It's verified contact data for clinical professionals Current phone numbers Working email addresses Multi-channel reach Most nurses will talk to you You just have to actually be able to reach them first.

🧵 Nurses aren't hard to find. They're hard to reach. That distinction is costing healthcare organizations millions in agency fees, overtime, and burnout. Here's what's actually broken — and what fixes it.

A travel nurse gets 14 recruiter messages a week. Same pitch. Same platforms. Same generic subject line. She's not hard to find. She's exhausted by being found the wrong way — by everyone. Reach her differently or don't reach her at all.

Nurses aren't hard to find. There are 4 million registered nurses in the United States. They're hard to reach. Bad contact data. Wrong channels. Inboxes they stopped checking. The shortage is real. The invisibility is self-inflicted.