Second Chance: Physician Recruiter Proves to be Invaluable to a Rural Montana Hospital

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Nowhere is the physician shortage felt more acutely than hospitals and healthcare organizations in rural communities. According to the AAMC, while 20% of the American population lives in rural areas, only 11% of physicians practice there – and that percentage may be shrinking as rural physicians retire and fewer graduating medical students seek jobs in rural areas.

This predicament then begs the question: how can rural healthcare organizations attract and win over physician candidates? Rural facilities may lack access to the extensive physician candidate pool necessary for an effective recruitment process. Implementing a 100% digital marketing strategy, which is designed to quickly and strategically cast a wide net to find potential physician candidates for their open positions, would greatly benefit rural healthcare.

This solution is exactly what Director of Business Development at Jackson Physician Search, Ben Stajduhar proposed to the leadership team of a small hospital in northern Montana. Situated in a town with less than 10,000 people, the organization was having trouble identifying candidates for a Hematology/Oncology opening. Although this particular physician job had been open for over a year, the leadership team still declined Ben’s offer to help. They preferred to work with contingent firms and didn’t want to commit to a dedicated physician recruitment partner like Jackson Physician Search, fearing that working with only one firm would limit their candidate reach.

Ready to Take a Chance

Ben decided to keep in touch as the search continued. “I was committed to building the relationship,” Ben says, “I wanted them to know we were there as a long-term partner whether it was for this search or another.”

Eventually, the hospital ran out of options and realized they needed to take a new approach. Search Consultant Misha Fabick met with the hospital’s VP, and the two established a good working relationship. Misha impressed the VP with how many well-qualified and interested candidates she was able to present, but ultimately, the hospital filled the position on its own.

One Physician Placed, One More to Go

With the Hematology/Oncology position filled, the hospital turned its attention to an OBGYN vacancy. Because Ben and Misha had earned the hospital’s confidence and trust, they quickly shifted gears to assist them in filling this urgent need. Together they outlined the job requirements and determined the best candidate acquisition strategy. From there, Misha quickly started sourcing candidates.

Digital Physician Recruiting

A master of her craft, Misha knew exactly which tools to leverage to get immediate results. She turned to Doximity, the largest online networking site for physicians, and carefully worded the physician job description to identify OBGYNs already working in Montana. She knew the process moves significantly faster for candidates already practicing in the state, as arranging travel for interviews is easier and licensing complications are not an issue.

Misha immediately connected with Dr. M, who recently moved her family from the East Coast to Montana in pursuit of a slower pace of life. However, Dr. M had found herself in a practice that was too slow for her liking. Although Misha’s client was also located in a small town, it served as the medical hub for several communities, averaging nearly 400 deliveries annually. With that in mind, Dr. M was interested.

“Rock Solid” Physician Interview Process

Misha presented Dr. M to the client, and from there, the process moved quickly.

“I presented Dr. M on a Wednesday, and the hospital’s leadership was on the phone with her by Friday,” says Misha, “There was a Zoom call a few days later, and her on-site interview was scheduled to take place just 12 days after I first submitted her.”

“The hospital’s recruitment process was rock solid,” Misha continues, “I often have to coach clients on the interview process. Scheduling can be a logistical nightmare, and it stalls the process to the point that candidates lose interest or pursue other opportunities. This client knew they couldn’t risk that. They moved quickly and were ready to impress her with everything they had.”

The effort did not go unnoticed – Dr. M was most certainly impressed. She and her family arrived to find a thoughtfully curated welcome basket at their hotel. She started the day meeting with key people at the hospital, and meanwhile, her husband and son took a tour of the entire town, including the high school and recreational spots. The two itineraries came together that evening at a dinner with the hospital’s leaders, who were ready to verbally express their intentions to make Dr. M an offer – one that she would end up happily accepting.

The Keys to Rural Physician Recruitment Success

Both Ben and Misha are thrilled to have achieved such a quick win for this rural Montana client and to have had the opportunity to show them why working with Jackson Physician Search is different from working with other search firms, especially contingent firms whose strategy is often to forward as many CVs as possible regardless of fit.

The strategic digital net she cast proved crucial for sourcing quality physician candidates who were both a strong clinical and cultural fit, saving the client valuable time sorting through CVs and positioning them to achieve long-term, physician retention. Misha also credits her client for having a seamless recruitment process that allowed Dr. M to quickly move through the hiring pipeline – going from their initial call to an offer in a matter of weeks is nothing short of impressive.

“It really is a testament to their process,” Misha explains, “They know who they are and what they need to do to win over candidates.”

So, what can other rural health organizations learn from their success? To start, hospitals in remote areas can significantly improve their odds of acquiring the right fit by putting a swift and seamless physician recruitment process in motion as soon as their ideal candidate is presented. And of course, the most effective way to source those potential candidates is through a 100% digital recruitment strategy.

If your organization needs help identifying candidates or streamlining your physician recruitment process, a Jackson Physician Search Recruiter would love to help. Contact us today.

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Jackson Physician Search Ranks Third in Modern Healthcare’s 2021 Best Places to Work

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ATLANTA (September 21, 2021) –  Jackson Physician Search, a firm specializing in the permanent recruitment of physicians, physician leaders and advanced practice providers to hospitals, medical groups and other healthcare providers, today announced that it has been ranked third among healthcare suppliers in Modern Healthcare’s 2021 Best Places to Work award program. This marks the firm’s highest ranking yet in the six consecutive years it has been selected to the list.

“While it is an honor to be the fastest growing and most trusted permanent physician search firm in the industry, it is also a true privilege to work alongside a team of exemplary associates who rise every day to meet and exceed the needs of our healthcare clients, the physicians we recruit and one another,” said Tony Stajduhar, president, Jackson Physician Search. “Our third place ranking not only demonstrates that they are happy at work, but also that we’re providing our associates with outstanding tools, training, career growth opportunities and a supportive culture where they can thrive. They are the foundation of our unprecedented success.”

Modern Healthcare partnered with the Best Companies Group on the assessment process, which includes an extensive employee survey. While this program has evolved over the years, its mission remains the same: recognizing workplaces that empower employees to provide patients and customers the best possible care, products and services.

As the healthcare industry sits squarely on the frontlines of this pandemic, the mission of the Best Places to Work program has only become more important. Healthcare industry leaders have proven that creating nurturing, supportive workplaces for their most valuable asset, their employees, is vital.

“The healthcare workforce has undergone a true test in the past year and a half, oftentimes pitting employees against employers. So how best to keep harmony in a workplace that is inherently stressful? This year’s winners have an easy tip to incorporate: show respect. In high-performing and successful teams, regard for employees’ well-being, acknowledgment of their contributions, and deference to their experience and dedication all helped maintain professionalism and productivity,” said Aurora Aguilar, Editor of Modern Healthcare. “We congratulate all of the Best Places to Work in Healthcare for emphasizing that compassion and respect are essential to an engaged and productive workforce.”

Jackson Physician Search was honored at the 2021 Best Places to Work Gala on Thursday, September 16. This is the sixth consecutive year Jackson Physician Search has made the list.

The complete list of this year’s winner rankings is available at ModernHealthcare.com/bestplacestowork. Modern Healthcare will publish a special supplement featuring the ranked list of all winners along with the September 20 issue of MH magazine.

About Jackson Physician Search
Jackson Physician Search is an established industry leader in physician recruitment and pioneered the recruitment methodologies standard in the industry today. The firm specializes in the permanent recruitment of physicians, physician leaders and advanced practice providers for hospitals, health systems, academic medical centers and medical groups across the United States. Headquartered in Alpharetta, Ga., the company is recognized for its track record of results built on client trust and transparency of processes and fees. Jackson Physician Search is part of the Jackson Healthcare® family of companies. For more information, visit www.jacksonphysiciansearch.com.

For More Information, Contact:

Kristen Myers

kmyers@jacksonphysiciansearch.com

5 Signs It May Be Time to Look for a New Physician Job

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In a new whitepaper from Jackson Physician Search, multiple VPs of Recruitment report seeing an influx in candidates seeking new physician jobs. Some of these physicians report feeling let down by how their employers handled the early days of the pandemic, while for others, the pandemic heightened their need to be near family or to balance work with a personal life. The whitepaper explores the post-COVID physician job market in depth, but as a physician, you may be wondering, “Does this apply to me?” or “How do I know if it’s time to look for a new physician job?”

For many physicians, used to working hard and powering through challenging classes, tough rotations, and never-ending shifts, it can be hard to know if a difficult physician job is just another challenge that will get easier with time, or if perhaps, it’s time to look for a new physician job. It can be tough to know for certain, but there are several signs that indicate it’s time to move on. Keep reading to discover if anything listed here applies to you in your current physician job, and if so, it’s likely time to explore your options.

1. Stalled Goals

Physicians are known to be high achievers, and for many, the need to achieve doesn’t stop when they finally add the “MD” to their name. So, how are your professional goals progressing in your current role? Whether it’s developing a new skill, pursuing a relevant certification, or increasing your level of leadership responsibility in your practice, the goals you set for yourself shouldn’t be put on hold due to the demands of your physician job. If your current role does not allow the time and space you need to grow professionally, it may be time to consider other physician jobs.

2. Lack of Support

Physicians are heroes in their communities, but unlike comic book superheroes, they cannot do their work alone. Your physician job should come with a supportive boss and collaborative colleagues. Better yet, you should also have a mentor to regularly advise and encourage you as you pursue your goals and navigate your physician career. If you find yourself struggling to get through each day on your own, it’s time to look for physician jobs that provide more support.

3. Ongoing Burnout

A 2021 physician burnout survey by Medscape found happiness among physicians took an unsurprising plunge in 2020. Pre-pandemic, 69% of physicians said they were happy at work, but in the most recent survey, that figure shrank to 49%. When asked if they felt “burned out,” 42% of physician respondents said, “yes,” reporting the top causes of burnout as too many bureaucratic tasks, long hours, and lack of respect from admin, colleagues, or staff. The result? Physicians with low energy, feelings of negativity toward their employers, and apathy for patients. If this describes you, burnout may be the issue.

There’s a lot of talk about physician burnout and depression, though it’s important to note the difference between the two. According to the American Medical Association’s VP of Professional Satisfaction, Christine Sinksy, MD, depression is a medical condition, while burnout is a syndrome caused by external work circumstances. Changing physician jobs won’t cure clinical depression, but a new physician job can alleviate burnout.

4. Haunted by the Big Questions

Is this all there is? Am I living the life I’m meant to have? The COVID-19 pandemic had people of every profession rethinking how they spend their time, but physicians were uniquely impacted by the circumstances of 2020 and beyond. Whether you’re practicing on the front lines or via telemed, you may feel differently about your physician career than you did a year and a half ago.

A recent Jackson Physician Search White Paper explores the impact of COVID-19 on physician jobs. Through interviews with multiple physician recruiters, the report makes it apparent that physicians are shifting what they value in physician jobs. VP of Recruiting at Jackson Physician Search Carly Clem reports seeing an influx of candidates seeking physician jobs closer to where they grew up or in smaller towns with a slower pace of life. “We’re less likely to see candidates solely motivated by money,” Clem says. “Candidates have a little more perspective on what’s important.”

If you find yourself frequently asking, “Is this all there is?” or wondering if your current physician job is as good as it gets, it is time to explore your options.

5. Unsatisfactory Income

While the JPS White Paper indicates physicians care about much more than income, they still deserve to be paid what they are worth. Obviously, physician salaries vary based on specialty, location, and other factors, but if you compare your income to the latest physician compensation and find it lacking, you may find yourself feeling undervalued and resentful of your employer. Before you decide it’s time to move on, be sure to fairly evaluate apples to apples. Look at the structure of the physician compensation model as well as incentives and benefits. If, after a fair assessment, you still feel undervalued, it may be time to search for a physician job with a more competitive compensation model.

You didn’t become a physician by giving up at the first sign of difficulty, so it may go against your nature to admit your current physician job is not right for you. However, if you are experiencing the signs described here, it’s likely time to reevaluate your physician job options. An experienced recruiter from Jackson Physician Search is ready to help you identify physician jobs that match your needs. Or, download our new Physician Job Search Playbook where we outline everything you need to begin your next job search including the importance of working with physician recruiters.

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Going the Distance: Hospital Changes Course to Secure Sought-after Surgeon

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When the Minnesota Hospital Association (MHA) endorsed Jackson Physician Search as its first and only recruitment partner, healthcare organizations around the state took notice. For more than a century, MHA has worked to provide Minnesota’s hospitals and health systems with the resources, best practices, and guidance to deliver exceptional patient care. So, when MHA leadership, after meeting with and vetting multiple physician recruitment firms, announced their endorsement of Jackson Physician Search, Minnesota hospital leaders knew they could trust the recommendation.

The President and CEO of a small, regional hospital in central Minnesota was one such leader. She had worked with recruitment partners in the past without much success, but she was hopeful that an MHA-endorsed business partner would be different. At her first meeting with Business Development Manager, Chris Kratochvil, the CEO was not disappointed. Chris highlighted the benefits of leveraging a 100% digital physician recruitment strategy, explaining how strategically targeting physicians where they spend their time, online, rather than in their mailboxes results in quicker placements and greater ROI.

The CEO was eager to see what Jackson Physician Search could do to help with her organization’s immediate need and the search was assigned to Vice President of Recruiting, Tara Osseck. The hospital sought to hire a surgeon to support Dr. R, the longtime, sole general surgeon at the facility. The overload of patients put him at risk of burning out, and yet, the patient volume was not quite high enough to justify two full-time surgeons. For this reason, the CEO ideally wanted to hire someone part time. Tara wasn’t sure how candidates would respond to the unusual request, but they agreed to move forward with the search.

The Pros and Cons

Though Tara had been uncertain, candidate response was enthusiastic. Tara attributes the high initial interest to the increasing levels of COVID-induced physician burnout. It’s a phenomenon discussed in a recent White Paper by Jackson Physician Search on the impact of COVID-19 on physician jobs. Jackson Physician Search Vice Presidents across the country report seeing an influx in physician candidates seeking a slower pace of life and better work-life balance.

The initial interest in a part-time position is understandable, but would these physicians, eager to apply to a part-time position, be as enthusiastic about part-time pay?

“We saw a lot of interest,” Tara explains, “However, most candidates indicated that, should they take the position, they would likely seek out additional opportunities to supplement the part-time pay.”

The Right Fit, Right From the Start

Dr. C was one of the first to express interest in the position. She had been let go by her employer in the early days of the pandemic when hospitals around the country were forced to halt surgeries. Though she’d found temporary work at a VA hospital in Minnesota, it wasn’t what she wanted long term. The central Minnesota position, however, ticked almost every box.

Tara presented Dr. C to the CEO within a few days of opening the search. They scheduled her on-site interview right away, and in a matter of weeks, she was touring the facility, hitting it off with Dr. R, and impressing the administration and other staff. Dr. C was everything they were looking for, and yet, leadership felt due diligence required them to interview a few more candidates. Dr. C understood. She proceeded with her job search but kept the opportunity in the back of her mind.

The Importance of an Open Mind in Physician Recruiting

Unsurprisingly, none of the subsequent candidates surpassed Dr. C, and by July, the CEO was ready to extend an offer. Dr. C was still available, however, she had been upfront about her preference for something full time.

“Dr. C wanted the opportunity, but ultimately, she would need to do some moonlighting to supplement the part-time income,” Tara explains.
The CEO did not like the idea of sharing her surgeon, so Tara counseled her on the only way to avoid it – making the position full time. The two worked together to conceive a plan that would leverage Dr. C’s unique skill set to grow the patient volume enough to support two full-time surgeons. The CEO agreed it would work, but would the lead surgeon be on board?

Going the Extra Mile for the Right Physician Candidate

Dr. R was not difficult to persuade. In fact, he had been so impressed by Dr. C that he drove an hour and a half to meet with her, convey the hospital’s interest, and ask her exactly what it would take to get her on staff.

“The significance of this gesture can’t be overstated,” says Tara. “Surgeons just don’t do that! The fact that he cared enough to go to her and have a face-to-face conversation about her needs and what their future together might look like, well, it told her everything she needed to know about her new partner.”

Of course, asking the candidate what they need to accept an offer is one thing, but coming through with an offer that meets the terms is another.

“It’s great to ask a candidate what they need to see in an offer, but if they tell you and then you deliver something short of that, they are going to feel unheard,” says Tara. “In this case, leadership was able to craft an offer that met and exceeded Dr. C’s expectations. We could not ask for better collaboration from a client on that front.”

Ultimately, Dr. C was thrilled to accept the position and work alongside Dr. R to grow the volume of surgical patients at the organizations and better serve the community.

The story demonstrates the importance of all parties keeping an open mind during the physician recruitment process. From leadership’s willingness to trust MHA-endorsed recruitment partner, Jackson Physician Search, to their flexibility on the part-time nature of the position, to the candidate’s openness to something other than a full-time opportunity. All parties were flexible, transparent about their needs, and willing to go the extra mile to work together.

If you are seeking a physician that is worth going the distance for, Jackson Physician Search can help! Our experienced recruitment specialists will not only present top physicians who match your needs, but they’ll also provide counsel on how to win the candidate you want. Contact us today.

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Four Ways to Maximize Your Recruitment Efforts on Physician Job Boards

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In today’s healthcare employment landscape, physicians interested in finding a new opportunity don’t have to look too far to find out what jobs are available. In fact, most physicians receive between 20 and 40 job opportunities each month. Throughout this series on digital recruitment strategies, we outlined how to successfully recruit physicians using social media and effective email marketing. However, to remain competitive in the mad rush to recruit physicians, it is vital that you promote your jobs using every tool available. In this article, we’ll discuss how to broaden your outreach to potential candidates using online job boards.

Are Online Physician Job Boards Effective?

While 97% of physicians prefer to receive job opportunities by email, it’s not easy to build a large, engaged email list. Because the physician shortage requires recruiters to cast a wide net, job boards are a great way to gain visibility for your facility and open positions. In fact, when it comes to the different methods that physicians use to look for new job opportunities, job boards rank in their top half. When candidates apply for your open positions via job boards, be sure to ask if you can email them about new positions in the future. This way, you’re actively building your email subscriber list, too.

Keep in mind that posting your open physician jobs on just one job board may not be enough. Ideally, you should post your open positions on at least five job boards, if not more. Also, if you’re not receiving a steady flow of candidates and you’re certain the position is competitive in the market, review your job description and headline. Perhaps it’s been relegated to the end of the list because it lacks important keywords. Another determining factor is touching on the key points in your headline. Physicians are more likely to click through to read the entire job ad when compensation, location, and facility names are included.

Let’s examine how to determine which job boards to use for physician recruitment.

4 Ways to Grade Physician Job Boards

First, it is always a good idea to use the job boards available for the specific physician specialty you’re looking to fill.

Here are several measures to determine which others to use:

  1. Job board website traffic. You want a lot of candidates to find your physician job description, so it can be very valuable for the online job site to tell you how many unique visitors they get on a daily, weekly, monthly basis, etc. If you have a history with one or two job boards, compare the traffic of any new sites you are considering to the numbers you have experienced in the past. When the data is comparable, it is probably worth exploring further.
  2. Availability of candidate demographics. Having traffic data is a great start, but it isn’t the only factor you should take into account – especially for online sites that don’t only cater to physicians. High traffic volume on a job board isn’t going to be helpful if the majority of the visitors are Registered Nurses. If you can’t get specialty-specific granularity with the data, you may want to move on to another option.
  3. Access to resumes. It is vital to know what is included with the cost of posting on a job board. When you are recruiting physicians, CV access is especially helpful so you can initiate contact with a potential candidate if necessary. Another piece of data to obtain is the number of physician resumes that are uploaded every month. If access to the CVs is an added cost, that information can help you determine the return on your investment. While we are on the topic of ROI, make it a priority to track which job boards produce the most placements for your organization.
  4. Bells and whistles. Most job boards allow corporate branding of the job description. Because culture and fit are so important to physicians, you want to show off your organization’s culture whenever possible. Some sites even allow you to include slide decks and short videos, both of which have a positive impact on a candidate’s decision to apply.

Top Job Boards for Sourcing Physicians

There are many healthcare-specific job boards available online. Here is a collection of physician-centric job boards to help you get started:

  1. Doximity – Doximity is the largest networking site for medical professionals, and over 80% of physicians in the United States have an account. The platform’s filtering tool is one of the best available and allows you to search for candidates by specialty, experience level, and geographical location. Jackson Physician Search is the only physician recruitment firm where every recruiter has a Doximity license and we have successfully placed many physicians using the tool. Read our latest Doximity success story here.
  2. Health eCareers – While Health eCareers caters to more than just physician candidates, its main focus is physicians, surgeons, and advanced practice providers. Health eCareers also includes a network of other sites where your job posting can also be featured. If you are looking to include extensive branding and other techniques to help your post stand out, this site has a suite of tools to help you accomplish your recruiting goals.
  3. DocCafe.com – DocCafe.com is a top platform focused on physicians and physician assistants. The job board distributes physician jobs to thousands of healthcare specialty sites, offers email templates, and a video interview platform. The tool also features a dashboard so that you can see how your open positions are performing.
  4. MDSearch.com – MDSearch.com only targets physicians. The platform represents all specialties, has a significant database, and allows you direct access to candidates via their messaging center.
  5. NEJM Career Center – Another physician-exclusive job board, NEJM Career Center offers tiered packages to promote your open physician positions. All of the packages include resume download credits and the top package includes branding capabilities.
  6. PracticeLink – PracticeLink has robust product offerings including a job bank, candidate database, virtual career fairs, and branding opportunities. The job board caters to physicians and advanced practitioners and it represents all types of healthcare organizations.

Online job boards are an incredibly effective asset in your digital recruitment strategy tool belt. If you aren’t using them, you are missing out on a fantastic opportunity to find ideal physician candidates.

Takeaways for Physician Recruiting Via Job Boards

  • Do your homework to find the key data points that will help your physician job description be successful and seen by the most candidates.
  • Use corporate branding effectively to attract physicians who fit with your workplace culture.
  • In addition to specialty-specific job boards, try a variety of other physician-centric sites to determine which ones can be the most successful for you.
  • Monitor your placements and the job boards that they come from. Some may work better for your organization than others.

Contact Jackson Physician Search today and learn how our team of physician recruitment professionals can turbocharge your candidate sourcing. We have the technology and digital search tools to help you find physicians for any specialty across all practice settings.

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All Roads Lead Home: How One Recruiter Helped a Primary Care Physician Find His Way

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Physicians are in high demand, but this doesn’t mean the physician job search is easy. After going on multiple physician interviews, it’s not always clear which option will be the best fit. In fact, experts estimate, more than half of new physicians leave their first job within five years. Of course, it’s not just new physicians who have a hard time assessing how well they will fit with the employer.

This is why it’s especially helpful to have a physician recruiter who knows the market and has worked closely with physicians employed by the various organizations in the area. That recruiter has an inside track on where physicians can earn the most money, where physicians are most overworked, and where they report the highest job satisfaction. This insight can be invaluable – that is, if the physician takes the physician recruiter’s advice to heart.

Evaluating Physician Job Opportunities

It was 2016 when Vice President of Recruiting, Tara Osseck first met Dr. S. Serving in Alaska on active military duty, Dr. S and his wife were exploring their post-military physician employment options in the Midwest, where they both had family ties. While searching online, Dr. S found the Primary Care job opening with Tara’s client, a small hospital serving the metro St. Louis area, and expressed his interest.

After speaking at length with Dr. S, Tara knew he was a good fit for her client – one she had worked with since 2015. Having placed multiple physicians with the organization, Tara could confidently tell Dr. S what he could expect as an employee. Leadership at the organization valued physician input, respected physician autonomy, and prioritized quality patient care – all things Dr. S professed to be important in an employer.

Of course, Tara’s client wasn’t the only organization Dr. S was considering. He agreed to on-site interviews with four organizations, and while he felt at home with Tara’s client, he ultimately accepted a higher offer from a competing organization. Tara was disappointed but wished him well. As she does with every physician she works with, Tara asked if they could stay in touch.

“I hated to see him make that decision,” Tara says now. “I know this market inside and out, and I told him then, my client was most closely aligned with his goals. I just knew he would regret going elsewhere.”

A Second Chance at the Right Physician Job

Tara’s prediction was right. Six months later, Dr. S reached out to her for help. Unhappy with his new employer, he felt like a ‘cog in the wheel’ rather than a physician caring for patients. Though Tara had warned him, he had overlooked the red flags during the interview process. He wanted to know if he had other options. Would her client still consider him?

Tara wanted to help, but his employment contract had a strict non-compete clause. Even if she could persuade her client to give him another chance, she feared it would prevent him from practicing in the area. Still, she approached her client, and they were willing to offer him a position at one of their facilities located outside the non-compete radius. Dr. S was grateful, but he ultimately decided the long commute would be too hard on him and his family. He decided to accept his fate with his current employer.

Chasing Physician Job Satisfaction Across the Ocean

While Dr. S wasn’t happy with his physician job, he was dealing with it. After all, his wife and children were planting roots in the community and settling into their new life. However, the COVID-19 pandemic changed all of that. Suddenly, his wife was alone at home with the children and the ties they had made in the community seemed irrelevant. They dreamed of a home near a beach where, regardless of COVID case counts, they could at least enjoy the ocean.

In an impulsive move, Dr. S and his family relocated to Hawaii. It was as beautiful as they imagined, and yet, Midwesterners at heart, they didn’t feel they belonged. They missed their church, their old neighbors, and the low cost of living. Dr. S reached out to Tara one more time to help him find a Primary Care physician job back home.

Third Times the Charm

Tara was pleased to hear from Dr. S. The time in Hawaii, though brief, made the non-compete agreement with his former employer no longer a factor. Tara was willing to present Dr. S to her client yet again – on one condition.

“I told him he had to trust me this time,” Tara says. “And I needed to know he was serious. He assured me that he would do everything he could to make it work.”

The client had an opening and was willing to consider Dr. S one more time. They quickly scheduled a virtual interview and extended an offer in a matter of weeks. I think the history with Dr. S certainly allowed the process to move more quickly,” Tara says, “But generally, this client has an extremely efficient process. I have now placed over 20 physicians with the organization, so we have worked together over the years to streamline the physician recruitment process.”

Dr. S was thrilled to accept the offer, and Tara’s client was happy to have him on board. Though the path was winding, Dr. S is grateful to have finally found where he belongs.

It is critical to add a physician recruiter to your professional network. Luckily, Dr. S had worked with Tara for years, but the important factor that resulted in his homecoming was that he finally put his full trust in her. Physician recruiters have first-hand knowledge of what it is like to work for their client, and also their competition. They can offer valuable input about negotiating compensation and the physician contract.

In our recent Physician Job Search Playbook, we outline everything you need to begin your next job search including the importance of working with physician recruiters. Check out the playbook, here.

Are you searching for a physician job with an employer who shares your values? The recruiters at Jackson Physician Search are ready to assist and advise you in your search. Contact us today.

Physician Job Search Playbook

Whether this is your first job search or one of several during your career, the Physician Job Search Playbook offers a comprehensive, structured approach to ensure your next position meets your most important professional…

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How to Leverage Email as Part of Your Physician Recruitment Strategy

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When facing a physician vacancy, listing the position on a few key job boards is often the first step a physician recruiter takes to begin sourcing candidates. A well-written job description and physician job ad can be a very effective way to generate candidate interest in your opportunity.

But it pays to know that your efforts are likely to reach only 10% of all practicing physicians, as these are the ones who are actively searching for a new opportunity. Your perfect candidate might be in this pool, but the odds aren’t in your favor. The physician who best fits the job opportunity and your facility’s culture is likely a passive candidate who won’t ever see your well-written, enticing job ad if the only place it appears is on job boards.

Nearly 75% of all physicians are considered passive physician candidates. These providers aren’t proactively searching for a new role, but they are open to receiving information about job opportunities. And according to the 2021 MMS Annual Physician Survey, email is how 97% of physicians prefer to hear from physician recruiters about new positions.

An added benefit of email sourcing is that 86% of physicians check their email 2-3 times every day, giving you multiple opportunities to get your job noticed and to make a connection.

Email will continue to be a very effective and efficient method to candidate sourcing, but understanding and applying best practices can be the difference between filling your physician vacancy or discovering that the bulk of your emails landed in the spam or junk folder. Let’s dive in, so you can increase your success with email as a key part of your physician recruitment strategy.

Building and Segmenting Your Email List

Hopefully, your healthcare organization maintains an active presence on social media and uses the various platforms to highlight employee and patient stories, awards and recognition, healthcare educational content, as well as open physician jobs. There is no better way to develop a database of physician candidates than via organic traffic and content engagement. Use forms to collect contact information and to ask permission to email them.

At the same time, as you’re building your email list of potential candidates, you should be segmenting them by specialty so that you’re only sending relevant job opportunities. There’s nothing more annoying to physicians than finding their inbox full of job opportunities that are in other specialties. They might choose to delete the emails at first, but rest assured, they will eventually unsubscribe, or worse, report the email as spam.

Borrow, Don’t Buy Email Lists

When incorporating email marketing into your comprehensive digital recruitment strategy, it can take a significant amount of time to build a large database of physician candidates. It is often tempting to consider purchasing email lists, but under the wrong scenario, the consequences can be swift and severe. First, all organizations must take caution not to violate the Can-Spam Act. There are also ever-increasing privacy laws to consider. Finally, a bad email list can harm your sender reputation, which limits your overall deliverability or can even cause your organization to be blacklisted.

Even if your digital strategy is in its infancy or you are struggling with gaining traction in email candidate sourcing, all is not lost. There are options available to access a curated list of potential physician candidates. Consider partnering with a physician recruitment firm (like Jackson Physician Search) that has a demonstrated track record of success in sourcing candidates via email.

Another option is to use Doximity. More than 80% of doctors have claimed their Doximity profile, making it a goldmine for candidate sourcing. Depending on the number of vacancies you are trying to fill, it can be a significant investment to acquire a license. Often, it makes more sense to partner with a recruitment firm that holds its own Doximity licenses. Before you make that leap, however, be sure to ask how many licenses the firm holds and how it uses the platform. Jackson Physician Search, for example, has chosen to provide every recruiter with a
Doximity license. In fact, we’re the only recruitment firm to have done so.

6 Email Recruitment Best Practices

Just having a list of physicians to email does not constitute an effective email recruitment strategy. Let’s take a closer look at some of the best practices.

1. Avoid the Spam Filter.

How you craft your email message impacts whether it will be seen by the intended recipient. Spam filters built into email platforms are getting more robust and more stringent every day. You can avoid going straight to spam by paying attention to the following:

  • Never use ALL CAPS.
  • Avoid trying to trick the recipient into thinking you have emailed back and forth before. Do not use “Re:” in your subject line.
  • Don’t send your email marked as “High Importance.”
  • Share content via links to your website instead of attachments.
  • Test your email using a spam checker to see if any words or images will trigger the spam filters to send your email to the junk folder or block it altogether. Some common spammy words include guaranteed, satisfaction, dollars, as well as the $ sign and large numbers like 1,000,000.

2. Good Subject Line = Increased Likelihood of an Opened Email.

Think of your own email routine. When you have an inbox filled with unread emails, how do you determine which ones to open? Like most people, you probably skim the subject lines to see if anything grabs your attention. In fact, MMS found that 71% of physicians open emails based on the subject line alone.

  • Include these three data points in every subject line: specific specialty, compensation information, and location.
  • Keep it short. Nearly 75% of emails are read on a mobile device, so 40-50 characters are ideal.
  • Leverage your organization’s name recognition, create a sense of urgency, and inspire a candidate’s curiosity.
  • Don’t forget to use the pre-header space as a secondary subject line. Include key selling points about the job opportunity to entice physicians to engage with your email.
  • Use A/B testing to increase the total number of emails opened. Your email provider should have a mechanism to allow you to test two different subject lines to a portion of your list and then send the winning one to the rest.

3. Create a Compelling “Why.”

Once you have succeeded in getting your targeted candidate(s) to open the email, your goal is to get them interested in the position and to apply. The email must contain enough information so that the physician can easily see the value proposition available. Whether it is the compensation package, desirable schedule, or leadership opportunities, draw the candidate in so they want to learn more.

4. Simplify the Call to Action.

Unclear directions or an overly complicated response process is a sure way to ruin all the good work you have done to this point. Like the proverbial “EASY” button, give your reader a streamlined mechanism to quickly apply, learn more, or set up a time to speak with a physician recruiter.

5. Cadence and Timing.

An integral component of effective email outreach is how often you are sending emails and at what times. There are no hard and fast rules for every situation, but the answers can be found in the data. For example, you may find that the best time to send a physician a job opportunity is in the late evening when many are decompressing at home.

6. Test, Test, and Test Again.

The only way to perfect email candidate sourcing is through testing and analysis. Pay attention to the performance of your emails with different subject lines, different calls to action, and link placements. For best results, only test one item at a time.

A Few Do’s and Don’ts

Do: Personalize your email message by addressing candidates by name, preferably Dr. (Last Name).

Do: Segment your email database by specialty so that Pediatricians do not receive emails about Gastroenterology positions.

Do: Pay attention to your email metrics, including open, click-thru, and unsubscribe rates.

Don’t: Avoid emailing candidates who haven’t opened or engaged with your emails in more than two years.

Don’t: Never use a “no-reply address” as your sender address.

Don’t: Ignore privacy changes being implemented by Apple and Google.

Email is a vital element of your digital recruitment strategy. Keep in mind that the average physician receives up to 40 job opportunities a month. It takes a considerable amount of effort to create a winning message that drives them to action.

If you missed our last installment in our series on digital physician recruitment where we discussed utilizing social media for candidate sourcing and engagement, you can find it here.

Jackson Physician Search is an industry leader in sourcing physician candidates, no matter how unique the specialty. Our team of recruitment professionals is equipped with the knowledge, technology, and tools to execute a digital search strategy to help healthcare organizations achieve quicker ROI on every physician vacancy. Contact us today to learn more.

 

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Physician Recruiter Captures the Attention of a Tiny Candidate Pool with Creative Job Ad

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Healthcare organizations and physician recruiters trying to fill physician vacancies have long known just how challenging it can be in today’s ultra-competitive physician recruitment environment. Couple that with a tiny candidate pool that is characteristic of some specialties, and sourcing physician candidates becomes much more difficult.

Over the past five years, Senior Vice President Dane Altman and Regional Vice President Brent Barnacle have cultivated a successful partnership with a major Midwest academic hospital. Because we’ve made multiple successful placements, the hospital reached out to us once again for assistance with a tough Maternal-Fetal Medicine specialist search that had already stretched out six months.

Recruiting a Physician Specialty with a Small Candidate Pool

In the United States, there are approximately 1,255 Maternal-Fetal Medicine specialists (MFM), and only 75% of those are board-certified. On an annual basis, only 6-7% of physicians make a move, making the candidate pool for this search extremely small. Dane and Brent brought in Regional Vice President of Recruiting Tara Osseck to lead this physician search. Not only is Tara an expert physician recruiter, but she also has a very special connection to this particular physician group. The leader of the group delivered her baby a couple of years prior, so Tara was even more passionate about helping them find a physician who would be both a clinical and cultural fit.

Tara went right to work with the client, who was very responsive in supplying information and data about the position. The hospital has a prestigious reputation and was seeking a candidate with experience and leadership aspirations. To add a layer of urgency to the search, one of the facility’s physicians was eager to retire.

Creative Job Ad Makes Strong First Impression

Tara worked with the hospital’s administration to create a position that offered ample opportunities for the right candidate to flourish. One aspect included the potential to become the Medical Director of a clinic for expecting mothers with addiction issues. The client was open to being as flexible as possible, to the point of almost allowing the right candidate to design their ideal position. Tara knew that would be a great selling point for the search campaign, so she set out to create a physician job description that highlighted schedule flexibility, grant and research opportunities, and exceptional work/life balance.

Once the details were in place, Tara executed a strategic and creative digital physician search campaign. Despite the extremely limited candidate pool for the MFM specialty, the response rate to her text and email outreach was phenomenal. Knowing she had to make a strong first impression with her job ad, she used the tagline, “Design the job of your dreams – clinical, teaching, research, leadership.”

In Comes Dr. C

The opportunity caught the eye of Dr. C, a physician with almost five years of experience as part of a Maternal-Fetal fellowship, who had growing concerns about his current practice setting. He was covering excessive call and found himself being pulled in too many directions, impacting his work/life balance. Tara discussed the opportunity with him, highlighting the hospital’s prestige, the chance to grow his leadership experience at the opioid clinic, and the potential to pursue his passions through research and grant opportunities. As luck would have it, Dr. C had a strong passion for helping expecting mothers with addiction issues.

We’ve Placed 12 Physicians and Counting…

Ultimately, Dr. C was hired for the position. In less than five months, Tara had found the perfect candidate by shedding light on aspects of the job that cut through the noise and captured the attention of physicians with a rare skill set. This marked our 11th search with this client and, since then, we have already placed a 12th physician.

Whether you are facing a hard-to-fill specialty or want insight from a trusted physician recruitment partner, Jackson Physician Search has the tools, technology, and experience to make all the difference. Contact our recruitment team today to learn how we can help.

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Need Help Recruiting Physicians?

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Physician Job Search Playbook

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Welcome to your physician job search. Whether this is your first job search or one of several during your career, the Physician Job Search Playbook offers a comprehensive, structured approach to ensure your next position meets your most important professional and personal priorities. Enclosed is everything you need to launch a successful search, including:

  • Preparing for Physician Job Search Success
  • Elements of a Great CV and Cover Letter
  • Working with Physician Recruiters
  • How to Conduct a Smart Job Search
  • Interviewing Best Practices
  • Maximizing the On-site Interview and Community Tour
  • Navigating the Job Offer
  • Conducting Your Own Due Diligence
  • Physician Contract Negotiations
  • Compensation Considerations

 

Jackson-Physician-Search-2021-job-search-playbook

 

Try Our Interactive Physician Salary Calculator

Today’s physician compensation models are like the healthcare industry: highly dynamic and increasingly complicated. Many doctors find it challenging to assess how the compensation package will align with their personal and professional priorities. Try our salary calculator to:

  • Easily access customized physician compensation data
  • Drill down by specialty, state, and type of location
  • Get instant results and have your report emailed to you

3 Ways JPS Recruiters Simplify Your Job Search

  • Nationwide Reach. We open doors to opportunities across town or across the country.
  • Insider Access. We have established relationships with administrators and in-house recruiters. We even know about job opportunities before they’ve been made public.
  • Save Time. We review your CV, prep you for interviews, and guide you through contract negotiation.

Parting Words of Wisdom from the Expert Recruiters at Jackson Physician Search:

  • Do your homework
  • Trust your heart
  • Include your family
  • Be a smart negotiator
  • All relationships take work
  • Every location has positives and negatives

The team of experienced physician recruiters at Jackson Physician Search wishes you the best on your physician job search journey and will be there with you every step of the way. If you’re ready to pursue a new physician job opportunity, reach out to Jackson Physician Search.

 

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Click the Search Jobs button to browse our current openings.

Social Media: The Digital Key to Filling Your Physician Vacancy

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Successful physician recruitment hinges on digital sourcing. The most effective way to reach potential job candidates and fill your physician vacancy is by connecting with them where they are spending the most time, and these days, that is most likely online. Physicians are no different from the rest of us; they scroll on social media, read articles, and surf the web, too. Developing an effective strategy to engage them in that arena is your key to finding the right candidate.

Finding Passive Candidates is Critical

While most physicians are not actively seeking new employment, many are curious about relevant opportunities and are willing to consider them. Candidates who are employed but still open to discussing a new position are referred to as passive physician candidates. When a physician is not actively seeking new employment, they are sensitive to the process remaining casual, and want to be in control of the outcome. If they are interested, they will seek more information. What they don’t want, however, is to feel pressured.

This is where social media recruiting can help you engage with physicians on their terms and in the online spaces where they are already active. Of course, the single largest pool of physician candidates continues to be those already in practice – and you’ll find over 1 million of them on Doximity. It would be challenging to find a more concentrated pool of physicians who are regularly visiting a website to network, search for clinical content, and peruse job postings.

Recently, Senior Search Consultant Emily Franty placed a Reproductive Endocrinologist in less than 60 days using Doximity DocMail and that search earned the Doximity “Hire of the Quarter.” The fact that Jackson Physician Search is the only physician recruitment firm where every recruiter has a Doximity license is a massive benefit for our clients.

Understanding Physician’s Online Behaviors

Social media is at the intersection of two key physician behaviors:

  1. Physicians are natural networkers. Throughout their many years of training and beyond, physicians continually expand their personal and professional networks. These are individuals they trust and rely on to learn about practice opportunities.
  2. Physicians are digital omnivores. Their hunger for connectivity keeps them constantly using multiple devices: laptops, tablets, smartphones, and even wearables. Technology keeps them connected 24/7, both personally and professionally.

Social networking platforms provide fertile ground for physicians to fully engage in peer-to-peer communication.

Use Your Brand to Gain Physicians’ Attention

Similar to how a consumer product brand generates loyalty and engagement, the same rule applies to healthcare organizations. Who you are as an organization, and what your values and culture represent are all part of your brand and serve as a drawing card to anyone who may consider joining your team. If you have never focused on cultivating a brand, you are missing out on a key factor that entices a physician to want to learn more about your job opportunity. Physicians today are much more likely to join organizations that they perceive as having a similar culture and values to their own.

Your healthcare organization should continually focus on ensuring that your brand is recognizable and highlights your values and culture. Like-minded physicians who are aligned with those values and concepts of managing patient care will gravitate to your message. It is critical to use your brand throughout the recruitment process but remember that it’s more than just a logo and tagline. A brand represents the embodiment of your staff, your values, and the quality of care you provide to your patients.

Once your brand is defined, sell it. Ensure that all staff members are aware of your brand and that they demonstrate it inside and outside of the facility. Consider creating a YouTube channel and post short, visual snippets demonstrating your facility, its brand, and the organizational culture. Video is a great medium to highlight the facility, especially now that virtual physician interviews have become so common.

Employ Physicians as Brand Ambassadors

Never discount the effectiveness of utilizing your staff as brand ambassadors. As mentioned before, physicians have spent their academic lives and careers building and maintaining a personal and professional network. So, when you have physicians who naturally embody your organizational culture, they can be the secret weapon you need to attract passive candidates who would welcome working in that type of environment with someone they trust and admire.

Physicians who are active on social media and other online communities may already be acting as “ambassadors,” albeit unintentionally. Help them be more intentional in their efforts by working with them to craft messaging on behalf of your organization. When they post to their network, you can effectively reach an audience that shares similar values and traits with your ambassadors.

Utilize Social Networking Communities

  1. Doximity – Arguably the best-known site for U.S. physicians and healthcare professionals, Doximity reports that over 80% of physicians in the U.S. and 90% of fourth-year medical school students are already members. Doximity has continually expanded its offerings, and now provides a telehealth portal that is utilized by more than 150 health systems.
  2. LinkedIn – While not dedicated to physicians, LinkedIn is a networking site for
    professionals, including executives, administrators, and others who
    can aid in your search for physicians. Posting your physician opportunities on LinkedIn will allow for added visibility.

Social Recruitment Takeaways

  • Engage with physicians where they are already spending time online.
  • Cultivate your corporate brand to attract candidates who are best suited to thrive in your organization.
  • Your successful physicians can be your best brand ambassadors!
  • There are many physician-centric online communities. Learn which ones are the best fit for your organization by measuring the effectiveness of your engagements with potential candidates.

In case you missed our previous installment about the importance of writing an effective job description, find it here. Coming soon, we will share tips and advice to help you maximize your email recruiting efforts with information about what lists to use, how to develop effective messaging, what data to track, and much more.

Jackson Physician Search can help you shape your digital recruitment and find the right physician candidates. We have the tools, technology, and team of experienced recruitment professionals to source quality candidates, even in the hardest-to-find specialty.

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Need Help Recruiting Physicians?

Click the Get Started button if you’re ready to speak with one of our physician recruitment experts.