This is the final article in our two-part series on why a digital recruitment strategy is the key to a successful physician search. To review part one, click here.
Now that we have described why a digital recruitment strategy is so important, let’s take a deeper dive into what goes into a successful program. When done effectively, it is your best resource for finding and engaging both passive and active job candidates. Previously, we discussed using national job boards, targeted emails, specific and engaging social media activity, and Doximity to pinpoint the candidates who have the best chance of being a skill set and cultural match for your organization. A targeted outreach using a variety of sourcing mechanisms is your best opportunity to optimize your time and recruitment dollars.
As you are developing a strategic and effective protocol to successfully drive your digital recruiting activities, there is one word that provides the framework for all of your activities, SEARCH. Let’s break it down further.
SEGMENT – In order to avoid inefficient and overused messaging, it is important to SEGMENT and skillfully target the physicians who have the best opportunity to both be interested in your messaging, but also be a strong candidate culturally and skill wise.
ENGAGE – The content that you are publishing online should be consistent with your brand and engaging to your network of physicians, their peers, and colleagues.
AUTHENTIC – Your content should convey a voice and a tone for your organization. Staying true to that tone will serve to develop the authenticity of your communications. When done well, those who read and engage with your content will know who the author is intrinsically.
RELEVANT – Producing content just to have something out there is not an effective way of engaging with physician candidates. Your content should be planned out and produced to be relevant to your audience’s interests and motivations.
CREDIBLE – As you and others in the organization work toward developing a network and building your organization’s digital presence, credibility is extremely important. Your organization should be relied upon as a trusted resource with messaging that exudes your commitment, values, and expertise.
HABIT – Keeping your content fresh, relevant, and engaging is not a once in a while proposition. It is extremely important to build upon the gains you make by staying in the newsfeed of those you are interacting with. As your network grows, you are generating traffic and engagements that will pay off in the future.
Developing a successful digital recruitment strategy can be a daunting organizational undertaking, but it doesn’t have to be done alone. There is never a reason to “reinvent the wheel” when you can rely on a trusted partner and resource that has a team of experts who already have a mastery of the digital recruitment landscape. Contact Jackson Physician Search today to find out how we can help you take your recruitment efforts to the next level.
The combination of the current workforce shortage and an ineffective recruitment strategy can be costly to your organization and the community. The physician shortage means that finding candidates takes time.
Is your organization finding it harder to recruit physicians to fill your vacancies? Is the physician shortage costing your organization time and money due to turnover and…