Introduction:  The Tissue Donation Call Center Team screens donor referrals and approaches potential donor families by telephone. Their workflow requires access to a phone, computer, and the internet lending itself to a remote work model.  The number of qualified candidates within our own DSA was not optimal. We looked at expanding our search criteria to bring in qualified candidates who would stay long-term with the organization, onboard quickly, and bring experience to the team.
Methods:  1.  We created short video clips of current employees highlighting their position and role within the organization which would be provided within each recruitment listing.   2. We moved from recruiting only within our Designated Service Area (DSA) to a strategy that involved looking at candidates with OPO experience in all parts of the country.   3.  We then moved to look at all candidates regardless of OPO experience throughout the United States.  
Results: By expanding our candidate pool to the entire United States we increased our qualified candidate pool by 792%.   Our most recent recruitment was only open for 72 hours due to the large volume of qualified candidates (109).  By recruiting qualified candidates who have had previous OPO experience, we have successfully onboarded quickly.  These employees can be value-adding team members in a much quicker time frame instead of spending more time on orientation.

Conclusion:  Expanding the recruitment pool allows the organization to onboard individuals with previous OPO experience.  Resulting in a shorter onboarding experience, allowing the individual to add value to the team almost immediately.