Prepared by Business Executive Group · October 29, 2026
How to use this resource
Fix the brief before comparing
Give each provider the same work location, role, schedule, clinical responsibilities and approved compensation structure. If the brief changes, update every proposal so your comparison still describes the same job.
Compare deliverables, not adjectives
Ask for a sourcing plan, a sample candidate presentation with personal information removed, the screening questions and a reporting schedule. Write down what the employer still needs to do, including final interviews and credential checks.
Separate a failed criterion from an unanswered one
Mark a requirement confirmed, unsuitable or awaiting evidence. Do not score an unanswered question as proof that a service is absent. Resolve mandatory criteria before deciding which optional features matter.
Record the reason for the decision
Name the decision-maker, proposal version, unresolved conditions and next review date. Keep the agreement with the worksheet so later changes can be compared with what was actually purchased.
A worked example
Illustrative example: Provider A includes sourcing and screening; Provider B supplies a job-ad campaign. Neither is automatically the better purchase. If your manager has time to assess applications, the campaign may fit. If sourcing and initial screening are the missing capacity, compare managed-search proposals instead.
Apply the decision to the actual Chicago vacancy
Keep City of Chicago community areas separate from suburban municipalities across Cook, Lake, DuPage, Kane and Will counties. Evanston, Oak Park and Naperville are municipalities, not Chicago neighborhoods. Coverage on this site is limited to Illinois; a hospital in Indiana or Wisconsin falls under a different state licensing board. Let candidates judge their own travel against actual shift times.
Give the hiring team one brief for each facility, with clinical work, support staffing, weekend duties and location commitments stated together. For regional positions, list the hospitals, planned visits and how schedule changes are communicated. This site describes employer hiring coverage without claiming a Chicago recruiting office.
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 Chicago-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