Overcoming Small Candidate Pools in Physician Recruitment: Doximity DocMail for the Win!


A true success story, a physician search for a Reproductive Endocrinologist earns Doximity’s “Hire of the Quarter.”

Reproductive Endocrinology has a small candidate pool, marking the specialty as one of the most challenging to recruit. Physician searches can go on for months since it’s estimated that just 11 percent of doctors are actively looking for new physician jobs at any given time. For practices facing a physician vacancy in this specialty, the situation in which they find themselves can be a disheartening reality.

A growing practice with locations in Carmel and Fort Wayne, Indiana, was all too aware of the challenge that lay ahead when they contacted Jackson Physician Search for help. So, when Senior Search Consultant Emily Franty devised her candidate sourcing strategy, she knew listing the positions on multiple job boards wasn’t likely to be enough. Following the philosophy that luck is what happens when preparation meets opportunity, she was determined to reach passive candidates. Despite having an entire arsenal of physician sourcing tools at her disposal, she knew having direct access to candidates via Doximity DocMails was likely to produce the best results.

Strategic Physician Sourcing Accelerates Recruitment

Within days of launching the search, she sent more than 150 DocMails to Reproductive Endocrinologists in cities surrounding the Indianapolis area. Experience had shown her that targeting neighboring states first was an efficient and effective strategy. In such a small specialty, physicians often know one another which can accelerate the recruitment process.

The week after Emily sent her initial round of DocMails, a physician in Cincinnati, Ohio, replied and expressed intrigue. The physician was transparent in that she wasn’t actively searching for a new opportunity but that her husband was from Carmel, making it an interesting prospect.

Recruiters Get One Chance to Make a First Impression

In physician recruitment, the first phone call between a recruiter and the physician is a make-or-break moment. Recruiters rarely have a second chance to make a great first impression and to pique enough interest that the doctor is willing to take time away from the practice for an interview.

After sharing a few details about the job opportunity, Emily asked a critical question, “If you could change anything at all about your current job, what would it be?” An experienced physician recruiter knows that location and compensation are usually the top two initial concerns, but other factors usually drive a job change.

The physician said she would change three aspects of her current job if given the chance. She wanted to work in a single clinic rather than traveling between multiple locations. She wanted access to a partnership track. And, she wanted to reduce the time she spent conducting surgeries.

Location and Compensation Isn’t Everything in Physician Recruitment

Getting to the heart of what a physician truly values and wants in the next job opportunity can save a great deal of time for both the recruiter and the provider. And even more importantly, it allows the recruiter to facilitate a strong fit that will stand the test of time between the physician and the practice.

Emily shared with the physician that this opportunity addressed each of her three concerns. No travel was required, the practice offered a two-year partnership track with an enviable buy-in, and she would never have to do another surgery again. The doctor said she’d consider the opportunity and be in touch.

In her weekly search update email to the practice, Emily included details about her conversation with the physician. Five minutes later, her phone rang. The client knew this physician and felt she’d be a perfect fit. They had met at a conference, and she was well-respected in the field. He was very interested and told Emily that if she could pull this off, he’d be thrilled!

Emily called the physician back, expressing the practice’s strong interest. Under strict confidentiality, the physician interviewed a few weeks later. Both sides knew it was an ideal fit. An offer was extended within days, and the physician excitedly accepted. From the initial DocMail to contract signing, less than 60 days passed, an extraordinary time-to-fill for Reproductive Endocrinology searches.

Then This Happened…

Heading into the Memorial Day weekend, Emily received an email from a physician practice in Cincinnati asking if she had time to talk that day. As it turns out, it was the former practice of the newly recruited physician. There was nothing coincidental about the outreach, however. The physician had such a great experience with Emily that she shared her contact info with her soon-to-be previous employer and suggested he reach out.

When they spoke later that day, he shared just how highly the physician spoke of Emily. And while he was disappointed to lose her, he also understood that physicians make professional moves for several reasons beyond his control. He was happy for her success and wished her well.

That said, his practice was now facing the very same vacancy and wanted to know how Jackson Physician Search’s recruitment process worked. Emily shared that she was successful with the specialty due to her access to Doximity. She explained that DocMails give her direct access to physician candidates, and that she can target them based on multiple criteria. After sharing that Jackson Physician Search is the only physician recruitment firm where every recruiter has a Doximity license, and involving her colleague, Executive Vice President Tim Sheley, the practice decided to engage us to find the newly recruited physician’s replacement.

Not every search in a tough specialty like Reproductive Endocrinology is filled so quickly, but when an experienced, passionate physician recruiter and industry-leading tools like Doximity meet, the result is nothing short of amazing. In fact, this very placement earned Doximity’s “Hire of the Quarter.”

If you need help recruiting for a tough specialty, contact the physician recruitment experts at Jackson Physician Search today.

Do These 4 Things Before Launching Your Next Physician Search

Physician recruitment and candidate sourcing have experienced a great transformation over the last decade. It used to be that paper-based direct mail campaigns were thought to be the most effective way to reach a large pool of physician candidates. Today, we have better tools available…


It’s a Small World: Physician Recruitment Story Results in a Sweet Reunion

The average length of a Primary Care physician search is 180 days. However, for rural health centers, the physician recruitment cycle is often longer. Some rural facilities spend years – not to mention tens of thousands of dollars

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[Infographic Guide] 5 Physician Practice Trends to Watch


The landscape in which physicians practice is constantly evolving, requiring physicians, administrators, and recruiters to adapt. While the COVID-19 pandemic was something no one could have predicted, it has accelerated many of the physician practice trends that were already underway in the healthcare industry. Rising physician burnout, renewed interest in rural healthcare, and sustained demand for telemedicine by patients and providers are just a few of the shifts that the industry will need to accommodate. Certainly, some of these trends will impact advanced practice provider and physician recruitment as well. Whether you are an administrator, physician recruiter, a physician, or an advanced practice provider, here are five physician practice trends to watch.

1. More Than Half of Physicians Report Burnout

48% of Generation X, 38% of Millenials, and 39% of Baby Boomers are burned out.

Female physicians are more burned out than their male counterparts, reporting 48% and 37% respectively. Yet 28% of physicians report that their employer does not offer a program to mitigate burnout.

Due to COVID-19, 54% of physicians plan to make an employment change. 36% of those respondents are considering early retirement or leaving medicine altogether and another 50% are considering leaving their current employer for another.

Sources: September 2020 Modern Healthcare Article, January 2020 Medscape National Physician Burnout & Suicide Report 2020: The Generational Divide, February 2021 Jackson Physician Search Physician Retention Survey Results White Paper

2. More Physicians are Employed

For the first time, less than 50% of doctors work for a private practice and close to 40% work for a hospital, or fully or partially hospital-owned practice.

57% of women and 47% of men are employed.

Family Medicine Physicians:

  • 58% are employed
  • 39% own their own practice
  • 3% are independent contractors

General Surgeons :

  • 53% are employed
  • 42% own their own practice
  • 5% are independent contractors


  • 46% are employed
  • 48% own their own practice
  • 6% are independent contractors


  • 37% are employed
  • 54% own their own practice
  • 9% are independent contractors

21% of residents are planning on owning their own practice, 28% are seeking employment, and 20% are considering both options. Recent graduates often seek larger organizations that can offer secure employment.

Increase in Physician Practice Acquisitions During COVID: From January 2019 to January 2021 there was a 21% increase in the number of physician practices owned by corporations or hospitals.

Sources: 2020 AMA Physician Practice Benchmark Survey, May 2021 Advisory Board Article, June 2021 Physicians Advocacy Institute Study

3. More Physicians Considering Rural Healthcare

20% of the US population lives in rural locations, but only 11% of physicians practice there.

“We’ve seen a significant influx of candidates seeking physician jobs in the Midwest. Physicians want to come back to the Midwest to be near family, but there are others who are just looking for a slower pace of life, away from busier metropolitan markets.” – Carly Clem, Jackson Physician Search Regional Vice President of Recruiting

Source: February 2020 AAM Article, July 2021 Jackson Physician Search COVID Changed the Physician Job Market White Paper

4. More Physicians in Demand

The current AAMC numbers project a physician shortage of between 37,800-124,000 by 2034.

The physician specialties in the highest demand:

  • Primary Care
  • Internal Medicine
  • Emergency Medicine
  • Psychiatry
  • Obstetrics and Gynecology

Physician Shortage Estimates by Specialty

  • Primary Care – 48,000
  • Surgical Specialties – 30,200
  • Other Specialties – 35,600
  • Medical Specialties – 13,400

Sources: June 2021 AAMC The Complexities of Physician Supply and Demand: Projections From 2019 to 2034 Report, May 2021 St. George University Article

5. More Telemedicine

31% of healthcare leaders expect their use of telemedicine to increase in 2021.

86% patient satisfaction score for telehealth services.

Visit our thought leadership page for more helpful presentations, case studies, and infographics.

Do These 4 Things Before Launching Your Next Physician Search

Physician recruitment and candidate sourcing have experienced a great transformation over the last decade. It used to be that paper-based direct mail campaigns were thought to be the most effective way to reach a large pool of physician candidates. Today, we have better tools available…

Six Physician Recruitment Metrics Every Organization Should Know

In our previous installment, we discussed the costs incurred with physician vacancies. If you missed it, find it here. In today’s ultra-competitive physician recruitment environment…

Need Help Recruiting Physicians?

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

It’s a Small World: Physician Recruitment Story Results in a Sweet Reunion


The average length of a Primary Care physician search is 180 days. However, for rural health centers, the physician recruitment cycle is often longer. Some rural facilities spend years – not to mention tens of thousands of dollars – searching for a Primary Care physician to meet the needs of patients. When physician vacancies go on for an extended period of time, the burden falls onto other physicians, and there’s an increased risk that patients won’t have access to care when they need it most.

Such was the case for a medical center located near the border of New Mexico and Colorado. For two years, another recruitment firm tried to recruit a Primary Care Physician to fill the vacancy but was unsuccessful. The expensive direct mail campaigns weren’t working, and hospital leadership was ready to go it alone.

It was only when the hospital’s CEO spoke with Ben Stajduhar, Director of Business Development at Jackson Physician Search, that he began to reconsider. He liked the month-to-month contract, as well as our 100% digital recruitment strategy designed to target the Primary Care physicians who are most likely to be interested in the position. Though still a bit skeptical, the CEO could see how this modern approach to recruitment was more likely to identify quality candidates.

Establish a Relationship of Trust

Search Consultant Misha Fabick regularly matches physicians with organizations large and small in both urban and rural areas, and she has learned that building a relationship of trust is always the first step.

“I think a lot of times in the more rural areas, recruiters come in and say ‘You have to do it this way or you’re never going to find anyone,’ and they really steamroll the client,” she says. “I try to go in with a more consultative approach. I’m there to collect information, hear about any challenges, and build a relationship. My method really resonated with this particular client, as it was something the administration had not experienced before.”

After visiting the town and consulting with leadership about the position, Misha knew it would be a challenging physician search. However, she was confident that she could find a match if she focused on the positive, leveraged her connections, and kept an open mind.

Focus on the Positive Aspects of the Physician Job

Though the organization was struggling to recruit physicians, once hired, physicians stayed. The facility’s retention rate was impressive. Physicians were undoubtedly happy with the benefits package, the organizational culture, and the facility itself, which was both nice and new. The town, however, was certainly remote. Only three hours away from Denver, it offered multiple opportunities for outdoor recreation and featured a low cost of living. Better yet, Misha happened to know of a physician to whom this opportunity might appeal.

Leverage Connections

Several months prior, while recruiting for a position in Colorado, Misha received a response to a physician job posting from a Nephrologist practicing in New Mexico. Dr. S was hoping to relocate to be closer to Denver. He had been a good fit for that position, but the hiring organization was not able to sponsor his open visa. Misha’s current client, however, would be willing to do it. She reached out to Dr. S to gauge his interest in the position.

Dr. S was happy to hear about the opportunity. While it wasn’t exactly what he had been looking for, Misha pointed out the many ways it fit his requirements. Dr. S agreed to keep an open mind, and Misha proceeded to present him to the client.

Think Outside of the Box

The client, while happy to have an interested candidate, was not seeking a Nephrologist. However, Misha explained that he was serving as a Primary Care physician in his current role and would be willing to do so again. Plus, he brought the added benefit of Nephrology training to the role.

“It can be a gamble to go outside the specifications,” says Fabick. “But my instincts told me it was a good overall match, and the client needed to at least hear about the option.”

The client was extremely open to the idea and eager to meet Dr. S. The on-site visit was scheduled, and in Dr. S’s preparation for the interview, he learned that his former mentor was now on staff at the facility. Reminded of what a small world we live in, this heightened his interest even before he arrived. The visit itself went well, and Dr. S was thrilled to be reunited with his former colleague. He accepted an offer a few weeks later.

Secrets of Success

The seeds of Misha’s success were sown in her first visit to the community. She laid the foundation of trust by asking questions and seeking to understand the unique situation of her client. Having established the relationship, she set expectations and promised ongoing communication and weekly updates. She worked closely with her main point of contact and acknowledges the critical part he played.

“He did a phenomenal job and was a great partner,” Misha says. “He really helped sell the community.”

The client helped in other ways too. The benefits package was a huge selling point, and the positive culture throughout the organization was also a draw. Most importantly, the client was open-minded and flexible, able to help with Dr. S’s open visa, and of course, open to a Nephrology specialist in lieu of an Internal Medicine physician.

The story highlights the necessity of all parties to keep an open mind. Oftentimes the perfect candidate may not appear to be perfect at first glance, but with an open mind and flexibility, a great match is often found.

If your organization is recruiting physicians to meet your unique needs, the recruiters at Jackson Physician Search are ready to build a relationship with you. Contact us today.

[White Paper] COVID-19 Changed the Physician Job Market: What Happened and What’s Next for Physician Jobs?

Ask how the COVID-19 pandemic impacted physicians and you’ll get as many answers as there are physicians. Each one has and continues to experience the pandemic differently, however some common themes emerge…

Community Pitches in to Charm Internal Medicine Physician During Recruitment

To be successful in the highly competitive world of physician recruitment, rural healthcare facilities have to go the extra mile to win top talent. When seeking to recruit an Internal Medicine physician who also appeared to be a perfect cultural fit, our client in Texas did just that by getting its community members involved….

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Do These 4 Things Before Launching Your Next Physician Search


Physician recruitment and candidate sourcing have experienced a great transformation over the last decade. It used to be that paper-based direct mail campaigns were thought to be the most effective way to reach a large pool of physician candidates. Today, we have better tools available.

1. Cultivate a Digital Physician Sourcing Strategy

The most effective and efficient way to recruit physicians is through a comprehensive digital recruitment strategy. Whether you are hoping to jump-start your internal recruiting process or outsource with a search partner, the key to successful physician recruitment is ditching the paper and going digital.

Like the rest of us, physicians are digital carnivores who utilize their smartphones for everything from ordering dinner to managing their schedule and even fielding job offers. In fact, according to a National Institutes of Health report, 94% of doctors use their smartphones for work-related activities. An effective digital recruitment strategy reaches more candidates while targeting those that are best suited for your vacancy.

Let’s take a closer look at ways you can achieve greater success in sourcing physician candidates.

2. Cast a Wide Net

The first way to set your physician search up for success is to cast a wide net, while ensuring your outreach is targeted to a specific type of candidate. This “best of both worlds” approach allows you to reach the largest possible candidate pool yet only attract those who fit your organizational culture and have the experience, skills, and potential to succeed in the position.

The reality of physician recruitment is that only 11% of today’s physicians are actively seeking a new position. Sometimes, you can find your ideal candidate in this small pool. But most often, you’ll find the best candidates are those who aren’t actively looking for a new physician job. When you consider that 76% of physicians are passively or casually exploring new opportunities, knowing how to reach them significantly increases your chances of success. The key is to inspire intrigue in this larger group of passive job candidates.

3. Find Passive Physician Candidates

A significant number of physicians are actively using social media. Like you and I, doctors use networking sites to stay connected to things they are interested in and also as a source of information. This allows us to reach them across multiple platforms and to capture their attention in ways like never before.

Another key to a successful physician search is never relying too heavily on one sourcing methodology over another. Different outreach methods apply to different physicians, so it is vital to utilize a variety of approaches. These range from traditional and non-traditional job boards, well-crafted email targeting, social media interactions, Doximity, and other web-based tools.

A new and effective method of reaching candidates is through mass text messaging. A smart text campaign can quickly engage physician candidates and allow them to respond if interested. Text messaging is increasingly popular for reaching a large number of candidates and also as a tool for growing your candidate pipeline.

4 Key Takeaways for Physician Sourcing Methodologies:

  1. A digital strategy is far more effective than direct mail.
  2. Assemble the tools to reach candidates online.
  3. Don’t rely too heavily on one physician recruitment method. Variety wins.
  4. Add mass text to your repertoire and create effective text campaigns.

4. Don’t Underestimate the Importance of a Physician Job Description

How often are you scrolling through one of your favorite social media sites and not really paying attention? But then something catches your eye, and you “click” on it. The same logic applies when you are creating a job description. Remember, 76% of the physician candidate pool is only passively looking for new opportunities. You have to give passive candidates a reason to click on your outreach.

Ideally, you already know what type of physician is going to be successful in your organization. Studies show that physicians are placing more emphasis on finding a workplace aligned with their values and one that is a cultural fit. Your job description should be tailored to appeal to candidates who are already aligned with your corporate mission and values.

In a digital recruiting world, there aren’t a lot of chances to “stop the scroll,” so you have to make your message count every time. A guaranteed recipe for ineffectiveness is to use stale, corporate job descriptions that haven’t been updated. Let’s take a deeper dive into elements of the job description for maximum effectiveness.

The Title

Every physician job description has a job title, but that doesn’t mean it is effective. There are three critical pieces of information that can be included in a job title: physician specialty, location, and a brief selling point which is often compensation. When you are recruiting for a Cardiologist opening in Montana, the title should indicate the specialty, so you aren’t wasting a GI doctor’s time. But, you also want to include a hook. Your hook is the key to generating a click-through for more information. It can be schedule flexibility, leadership potential, compensation, or any other factor that can make this opportunity rise above the noise.

Maximize SEO

The body of your message must strike a balance between creating an engaging overview of the position, while also including the keywords that will drive search traffic. Strategically using Search Engine Optimization (SEO) means you are using words in the body of your job description that are relevant to things that your candidate would be searching online. As SEO has evolved, it is no longer as beneficial to repetitively use specific words as often as possible. The algorithms being utilized have evolved, placing more importance on similar words, concepts, and themes to enhance search performance. Start out by writing your job description without thinking about the relevant keywords. Then, research keywords that apply to your position and add them to the physician job description.

Leave Them Wanting More

Physician job descriptions should always include enough details to answer the most prevalent questions. But you don’t want to sacrifice intrigue. The physician job description is the first and best opportunity for a winning impression. The key is to blend essential details about the job with information that sells the organizational culture. Include things that describe the type of physician who will be successful in the position. Those are the candidates you want to reach, and you can speak to them through the job description. It is an intricate dance to include enough information to answer important questions, while leaving your candidate wanting more. As in the ballroom, this takes practice before you begin to see results.

Sell, Sell, Sell

The physician recruitment arena is more competitive than ever, meaning your position has to be appealing on several fronts. We have already alluded to culture and fit being more important for today’s physicians. The truth of the matter is that culture and fit should be just as important to you. After all, when you hire for fit, you are also hiring with long-term in mind. Keeping your physicians engaged leads to improved retention and fewer vacancies. Those are the attributes you should be selling through your job description. Sell the things that make your organization an attractive place to work. Do you have strong physician leadership or provide opportunities for research or telehealth scheduling?

Highlight things that make the community special. After all, you are recruiting the family as much as you are the doctor. Sell the local school system or proximity to the theater district downtown. Whatever it is that sets your area apart can be your hook. As you find more ways to help the candidate envision their work/life possibilities, you will see more responses from the right candidates.

Make it Easy to Respond

You have put in all the work to create a smart, engaging, physician job post and candidates are clicking through to learn more. Great, but you can just as quickly lose them by making it too cumbersome for them to get more information. As you know, physicians are extremely busy and often times impatient. Don’t force them into a time-consuming data collection exercise if they show interest in your vacancy. Ideally, you want to make it as simple as possible for them to learn more. Also, it pays to remember that most physicians are viewing your job ad on their phone, so long forms are often ineffective.

The only information you really need at this point is the best way to contact them, and the best time to reach them. You should also be sure to include the best number and email address for the lead physician recruiter. Give them the option to reach out at a time that is most convenient for them.

7 Key Elements of a Winning Physician Job Description:

  1. Throw out all of your old job descriptions and make them fresh.
  2. Use your job description to target specific physician qualities.
  3. The job title should include specialty, location, and have a hook.
  4. Use SEO to increase search traffic.
  5. Give them a reason to come to you for more information.
  6. Sell more than just the job.
  7. Keep it simple.

We have started laying the foundation for effective digital recruitment by outlining how to use the physician job description to target the right candidates. In our next installment, we will help you make the most of your social media outreach. This includes how to use social media to recruit physicians, highlighting your brand, and other strategies to increase the likelihood for physician recruitment success.

Contact Jackson Physician Search and learn more about how we have taken digital recruitment to the next level. Our team of experienced physician recruiters can support your search with the digital tools and technology that will allow you to find the right candidates for any specialty.

Six Physician Recruitment Metrics Every Organization Should Know

In our previous installment, we discussed the costs incurred with physician vacancies. If you missed it, find it here. In today’s ultra-competitive physician recruitment environment, the old axiom “Time is Money” is more relevant than ever…

The Financial Implications of Physician Vacancies

When faced with physician vacancies, there is often pressure to expedite the physician recruitment process. Unfortunately, a misguided sense of urgency can lead to costly mistakes. Instead, when faced with a physician vacancy…


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

A Mass Texting Campaign Led to an 8-day Cardiologist Placement for this Nebraska Practice


Belonging to one of the most sought after specialties, Cardiologists can expect to find heavy demand for their services. Dr. F, a 2021 graduate of a Cardiology program in Miami, hoped to find a position that offered a family friendly atmosphere and flexibility in her practice. She had recently interviewed for a job at a rural practice in the Midwest and was weighing the presented offer. Around that same time, Search Consultant Dan Morton was asked to fill a general Cardiologist vacancy at a well-respected medical group in rural Nebraska. The Cardiology position was part of an initial series of physician job searches with this new client.

Digital Physician Sourcing Lands a Top Candidate, Fast

Recognizing the challenges of recruiting physicians to rural facilities, Dan knew he had his work cut out for him. He prepared the physician job description and highlighted the prestige of the medical group, the physician-led leadership, and the outstanding community values. In addition to posting the job on a variety of physician job boards and social media sites, Dan prepared a text message campaign to reach the candidate pool quickly. Dr. F received the text message and responded that she was interested in learning more about the physician job opportunity.

Dan connected with Dr. F, and she told him she was already considering another offer but was hesitant to accept it for a couple of different reasons. As fate would have it, her uncertainties about the first position were the most appealing aspects of the job Dan was sourcing. He told her about the strong culture and prestige of the practice. He explained that it was one of the top Cardiology programs in the state of Nebraska, and that the group cultivated an environment that allowed for physician autonomy.

Making the Candidate Feel Welcome

Dan reached out to his client to let them know he had spoken with a great candidate, but there was an urgency to the situation. Wasting no time, the group’s administration booked Dr. F a flight and proceeded to put together a very well-planned and focused site visit. The hospital team was aware of Dr. F’s desires for a family friendly community where her two middle-schoolers could thrive and have plenty of activities. The leadership team carefully listened to what her specific needs were about both her job and young family. The group’s staff made her feel welcome and comfortable around both the facility and in the community. Dr. F commented that it was everything she had hoped to find.

Through the interview process, the administrators agreed with Dan; Dr. F would fit in very well with the organizational culture and the other Cardiologists in the group. As a sign of their commitment to her, the group wasted no time by presenting a physician contract proposal during her on-site interview. Dr. F happily signed on the spot and she is currently practicing with the medical group.

8 Days from Initial Communication to Signed Physician Contract

The national average time-to-fill for a Cardiologist search is 8.5 months, and yet this particular placement took an astonishingly short 8 days.

As a new physician, Dr. F was feeling some pressure about landing her first job, but she also had a clear vision of what she wanted for her career and family. She could have settled for that first offer, but wasn’t completely confident and therefore she was willing to respond to Dan’s outreach.

The client’s trust in Dan, responsiveness, and preparation (having a physician contract ready to present on-site), are all major contributing factors to the success, and speed of this physician placement.

Had Dan employed a traditional marketing approach, like direct mail, the printing press would have not even been started in the time it took for Dr. F to sign her contract. For reasons like this, Jackson Physician Search doesn’t rely on this approach to source physician candidates. Our recruitment teams have access to a full suite of technology and tools to reach the broadest pool of candidates for every vacancy. Contact us today and learn how we can make a difference in your next physician search.

physician trends - social media

[Infographic Guide] Physician Trends – Social Media

We live in a connected world where the effort required to communicate with someone has fallen causing the frequency and volume of communication to rise significantly. To effectively reach physicians it’s import to understand how they network…

Well-crafted Physician Job Ad Generates Five Times the Typical Response Rate

Some physician specialties are a little easier to recruit than others, but Gastroenterology (GI) just isn’t one of them. With physician retirements on the rise and only 500 GI Fellows completing training each year, these can be some of the most challenging searches a hospital or medical group will face…

Need Help Recruiting Physicians?

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

Thriving in the First 90 Days: Seven Tips for Physician Job Success


There is a lot at stake in the first 90 days of any new physician job. Not only are you taking on a new professional opportunity, but you’re also likely navigating a relocation. Uprooting your family to a new community can add a layer of stress to what otherwise is an exciting time in your physician career.

When your first day arrives, you’ll be introduced to a new workplace culture, a roster of patients, your leadership team, fellow physicians and providers, and more. To set yourself up for success in this fresh chapter of your personal and professional life, check out these seven tips every physician should put into practice in the first 90 days of a new role.

1. Maintain a Focus on Learning and Growth

Yes, you spent many years in medical school studying and working impossibly long hours throughout your residency, but you still have a great deal to learn. Approach this opportunity with the intention of absorbing as much information as possible by nurturing a growth mindset. Not only will you improve your physician skills, but you’re also more likely to experience increased motivation and a higher likelihood of enjoying your new job.

2. Develop Strategies to Help Manage Your Workload and Stave Off Feelings of Physician Burnout

Like any new job, you will be very busy in the first 90 days as you navigate everything from learning protocols and responsibilities to remembering your colleagues’ names. During this time, nothing can be more detrimental to your success and efficiency than being disorganized.

Sure, chaos at times is normal and expected, but how you handle that chaos will be what sets you apart. From day one, find ways to stay organized and efficiently manage your time. This process looks different for everyone, but a great place to start when it comes to managing your workload is to write out goals and to-do’s for yourself, categorizing them as either short-, immediate-, or long-term. By doing this, you’ll have a tangible list to tackle that you’re able to cross off as you go.

Setting goals also helps you to own your schedule, which is critical to minimizing the risk of burnout. When physicians are asked what is contributing to their chaotic schedules, many cite the amount of clerical work and documentation that they are required to perform. If you find that your day just gets away from you, document your activities for a few days. Once you have determined where the time drag is coming from, you can work on a resolution. Your career as a physician means that you are a natural problem solver, and your time is an issue to be solved, not ignored.

3. Earn the Trust of Your Patients

Don’t underestimate the power and benefit of earning the trust and respect of your patients. A key element of success in your first 90 days is laying down the groundwork to foster a healthy, beneficial rapport with the community you care for. As a physician, people are coming to you in some of the most vulnerable moments of their lives. That’s why you must ensure they have a healthcare provider who will advocate for them, help reduce their anxiety, and empower them to make the best decisions regarding their health.

In doing this, you’ll reap the benefits of building an excellent reputation, earning top patient satisfaction scores, increasing patient retention, and having the ability to provide them with the best possible care.

Here are a few tips for building trust from the beginning, according to Pharmaceutical Journal’s Maria Allinson and Betty Char:

  • Demonstrate active listening without interruption to ensure patients feel their concerns are heard and considered.
  • Practice using effective communication skills – both verbal and non-verbal – so your patients feel respected and empathized with when receiving information that may be difficult to hear.
  • Identify areas where you may need additional training, and don’t be afraid to seek out guidance or advice when you don’t know an answer.
  • Act with honesty and integrity, always making decisions with the patient’s best interest in mind.

4. Build Strong Relationships With Your Colleagues

In a high-stress professional environment, the ability to trust the people you work with and having them reciprocate that trust is a vital component of succeeding in your new role. When there is mutual understanding and respect among a team, you can expect higher rates of engagement, an alignment of goals, and an increase in motivation. So, from the beginning, it is in your best interest to build a strong foundation and put forth the effort to get to know each of your new team members.

Viewing your new role as one contributing part of a greater goal helps to create a more collaborative environment where everyone feels as though their hard work matters. You must respect the idea that every team member is essential and that you can’t be successful without their collective contributions.

It is just as important to also get to know your fellow physicians and work on building those relationships, as well. You will find that you need a strong support system to get you acclimated in your first 90 days, and your physician colleagues play an essential role in that. Having others who understand what you are going through and can be relied upon is a key ingredient to your success and fulfillment as a physician.

5. Make the Most of Your Physician Orientation

According to a recent survey, one in three physicians receive no formal orientation upon joining their employer – a huge issue that unnecessarily leaves many struggling to get acclimated in the first few months of their employment, which can lead to early physician turnover. A formal orientation helps to set expectations, explain policies and procedures, and assists physicians in assimilating socially with their staff.

If your new organization offers a formal orientation, you must take advantage of every aspect of it by writing detailed notes, asking thoughtful questions, and understanding the goals you need to meet to be successful.

However, if you find yourself as the one in three with little direction at the beginning, download your own onboarding checklist and communicate with your superiors to ensure everything from credentialing to setting up patient communications is handled properly. You’ll be glad you took matters into your own hands.

6. Practice Self-care

The first 90 days of any new physician job are bound to be challenging, stressful, and overwhelming. It is of the utmost importance to practice self-care and tend to your mental health, so you can be at the top of your game to avoid burnout and create a healthy level of work/life balance.

Practicing self-care looks different for everyone, so it’s important to find ways that help you de-stress and recuperate each day. When you have downtime, seek out activities that allow your mind to focus on things other than work, such as taking an evening walk with your family, reading a book before bed instead of scrolling on your phone, or doing a guided meditation.

Another important aspect of practicing self-care is getting an ample amount of sleep each night. After enduring long hours on your feet from school and residency, you may have to re-learn how to sleep, since you’ve likely become accustomed to not getting much rest on a day-to-day basis. Try creating and sticking to a routine that ensures at least 8 hours of sleep a night.

Remember: the better you take care of yourself, the better you can take care of your patients.

7. Seek Out a Mentor or Professional Coach

One of the most important things you can do in the first 90 days of your new role is finding a mentor or professional coach. Whether that is someone you formed a relationship with during your training or an experienced colleague at your new workplace, a trusted advisor can be invaluable to new physicians.

A professional coach or mentor has a leg up on things you may not know, as well as things you don’t know, you don’t know.

Having someone who understands what you are experiencing can help you overcome any anxiety you may be feeling in the beginning. A mentor can also help you develop the habits and systems you will need for long-term success. Plus, they can also be a sounding board during difficult times.

You have done an incredible amount of work to get where you are today, but it is just the beginning. The first 90 days in your new position can be used to develop the foundation that assures a long and prosperous career. Don’t underestimate the value of cultivating successful habits – without them, bad habits tend to take their place.

If you’re ready to pursue a new physician job opportunity, reach out to the physician recruitment professionals at Jackson Physician Search.


Take Charge of Your Career as a Physician

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[White Paper] COVID-19 Changed the Physician Job Market: What Happened and What’s Next for Physician Jobs?


Ask how the COVID-19 pandemic impacted physicians and you’ll get as many answers as there are physicians. Each one has and continues to experience the pandemic differently, however some common themes emerge. From the battle-worn emergency medicine physicians and hospitalists who experienced COVID-19 up close in ERs and ICUs, to the primary care physicians and psychiatrists who seamlessly transitioned to telemedicine, to the surgeons who were forced to stop working altogether, physicians’ experiences with the pandemic will certainly influence how they move forward.

As we continue to recover, we asked:

  • Are physicians thinking differently about their careers because of COVID?
  • For those seeking change, what are their job prospects?
  • How did COVID impact the way healthcare organizations will now approach physician recruiting?

Physician Recruitment Continues to be as Dynamic as Ever

As the President of a national physician recruitment firm, I regularly check in with our teams of physician recruiters working all over the country to learn what’s happening in their specific markets. I recently interviewed the Regional Vice Presidents of Recruiting in each division to get their takes on how COVID is changing the physician job market.

These Jackson Physician Search VPs lead impressive teams, but they too are in the trenches, working daily with physicians and healthcare organizations in every imaginable setting—from big urban markets to some of the most rural parts of the country. After speaking with each of them at length, I can share that the news is positive for physicians seeking jobs. Physicians are in high demand, so it’s not surprising to hear that healthcare organizations are rolling out the red carpet to attract the best candidates.

Included within the paper are insights gleaned from speaking with four Regional Vice Presidents of Recruiting at Jackson Physician Search. I’ll not only share observations on the current market, but I’ll also provide actionable takeaways for both physicians seeking new opportunities and the organizations that seek to hire them.

Six Takeaways

  1. After a temporary dip, demand for physicians is once again high as patient volumes begin to return to pre-COVID levels while an increased number of physicians report they plan to retire or change jobs.
  2. More physicians than typical are leaving large metropolitan areas and considering jobs in alternative markets.
  3. Interest in telemedicine continues to increase, but its future is uncertain as post-COVID reimbursement rates are still to be determined.
  4. Heightened physician demand has yet to cause significant changes to base compensation and signing bonuses, but the lingering effects of the pandemic will likely shift other aspects of physician compensation.
  5. Virtual interviews and site visits are here to stay as both parties benefit from the convenience and time saved.
  6. Flexibility and an open mind are still critical in the physician job search for both physicians and those who seek to hire them.

Download the Paper to Get Important Insights about the Current Physician Job Market 

For more information about how your healthcare organization can use this paper to improve your physician recruitment results, contact Jackson Physician Search today. Our team is made up of healthcare industry professionals who have spent decades recruiting physicians, physician leaders, and advanced practice providers for healthcare organizations coast-to-coast.

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.

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Community Pitches in to Charm an Internal Medicine Physician During Recruitment


To be successful in the highly competitive world of physician recruitment, rural healthcare facilities have to go the extra mile to win top talent. When seeking to recruit an Internal Medicine physician who also appeared to be a perfect cultural fit, our client in Texas did just that by getting its community members involved.

The client, a 49-bed community hospital in a very rural community, had been working with another search firm but was having little success. Deciding to change gears, the hospital’s CEO agreed to a meeting with Jackson Physician Search Vice Presidents, Dane Altman and Brent Barnacle. The CEO expressed frustration with an ongoing search for an Internal Medicine physician. None of the presented candidates checked all the boxes. The CEO explained that he had rigid opinions about finding a candidate who had the right blend of skills and experience, and who would also be a cultural fit with the community.

Dane and Brent prescribed the digital physician recruitment strategies pioneered by Jackson Physician Search.

The Importance of Cultural Fit on Physician Retention

The CEO agreed to give the Internal Medicine Search to Jackson Physician Search. Search Consultant Dan Rixon got to work right away to learn as much as possible about the facility, the community, and what the hospital was specifically looking for in a candidate. While his goal was to cast a wide net for physician candidates, he only wanted to submit those who were likely to fit.

Working closely with the CEO and the staff, Dan gained an understanding of why cultural fit was such an essential component for the organization. This part of West Texas is very close-knit, family-oriented, and has strong community values, making it vital to find someone connected with these values.

Dan took it to heart when the CEO told him, “I don’t want to waste my time with candidates who are only going to stay short term.” Identifying physicians who share the same mission and values of your organization and community is the first step to long-term physician retention.

Knowing this, Dan focused on the family-oriented culture of the organization and leadership’s commitment to allow physicians to practice with greater autonomy. He crafted a physician job description to appeal to candidates with Texas ties and to highlight the robust compensation package. Dan’s strategy garnered a strong response, but it was still necessary to hone in on the specific qualities of each candidate to ensure he or she would be a great fit. While screening candidates, Dan wanted to be sure each one understood just how rural the location was in order to eliminate any candidates who wouldn’t be happy long-term in the role. He balanced this by explaining the benefits that would come with working for a strong, well-operated organization.

A Community Committed to Recruiting the Entire Family

Ultimately, Dan presented six candidates for consideration. From there, the CEO narrowed it to two. During the on-site interview, the hospital’s administration went all out to ensure the candidates gained an accurate measure of the community and all it offered. The CEO even likes to host candidates at his home for an informal dinner in order to get a better sense of the person, not just the doctor.

Physicians are invaluable to small towns, and this one sure knows how to make a doctor feel special. The community rallied together to make the chosen candidate and his family feel welcomed and engaged. Some of the women in the community generously spent an entire day showing the physician’s wife around town to be certain she felt at home.

If you can help a physician and his or her’s family to feel entrenched in the community, then you are on the right path to physician recruitment success. In our 2020 Physician Interview Experience Survey, 82% of physicians responded that the community tour had a positive influence on their decision to accept the position.

Because of the community’s commitment to recruiting the entire family, the Internal Medicine physician was able to imagine life in this Texas town. The community’s genuine nature and kindness made his experience feel like so much more than a job interview. Rather he felt that he found his forever personal and professional home. For rural healthcare organizations, this all-hands-on-deck approach can often make the difference in landing or losing a quality physician.

If you need a strategic recruitment partner to help you navigate physician recruitment and retention, Jackson Physician Search is ready to help every step of the way. Contact our experienced recruitment professionals today to learn more.

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Need Help Recruiting Physicians?

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Six Physician Recruitment Metrics Every Organization Should Know


In our previous installment, we discussed the costs incurred with physician vacancies. If you missed it, find it here. In today’s ultra-competitive physician recruitment environment, the old axiom “Time is Money” is more relevant than ever. Depending on the specialty, a physician vacancy can result in over $150,000 per month in lost revenue.

In addition to lost revenue, recruitment costs to source, interview, and hire a new physician can also quickly add up. It has been established that from the time a position becomes vacant until a new physician signs a contract, internal costs incurred by a healthcare organization can easily reach $250,000 or more (including sign-on bonuses and relocation expenses). With that amount of money at stake, it is vital to benchmark your recruitment processes to identify weaknesses and inefficiencies and strive for continuous improvement.

Always Track These Physician Recruitment Metrics

At a minimum, every healthcare organization should track the following physician recruitment metrics:

  1. Time to Fill/Time to Hire
  2. Cost per Hire
  3. Physician Sourcing Statistics
  4. Number of Interviews to Hire
  5. Acceptance Rate Percentage
  6. Physician Retention Rates

If any of these data points are not available to your administrative team, it is difficult to gauge the effectiveness of your entire recruitment process. The good news is that the data is readily available in our digital world and easy to collate into actionable reporting.

1. Time to Fill/Time to Hire

It is essential to differentiate time-to-fill rates versus your time-to-hire, as they are often confused or used interchangeably. Both are important indicators of physician recruiting efficiency but tell a different story.

  • Time to Fill – This indicator measures the total number of days it takes from the moment a job vacancy is posted to when an offer is accepted. Clearly, this metric indicates how effective your search was, but with a physician search, it doesn’t tell the whole story. Hence, the need for more data. If you’re curious, you can find Jackson Physician Search’s average time to fill for several specialties by using our physician recruitment ROI calculator.
  • Time to Hire – As you know, the time between a physician accepting an offer until he or she begins seeing patients is measured in months, not days. Your time-to-hire metric should track when a candidate enters your pipeline until the first day on the job. Having this data available provides a better picture of your accumulated costs, which can then be used to track recruitment ROI.

2. Physician Cost Per Hire

Throughout the recruitment process, costs are accumulating. If you’re conducting the physician search in-house, you’re likely advertising the physician job ad across several physician job boards. If you’ve enlisted the support of a physician recruitment firm like Jackson Physician Search, you’re likely incurring recruiter fees. Tracking and keeping all of these costs visible to the team is one way to ensure everyone understands the importance of acting with sense of urgency.

3. Physician Sourcing Statistics

You can make sure the dollars you are spending in a physician search are not misplaced by tracking the effectiveness of the sources you are using. By now, your organization should be fully invested in a digital recruitment strategy. Simply put, physicians are no different than most in that they are digitally connected to their world. As many as 94% of all physicians use their cellphones for professional reasons, and 91% of them prefer to receive job notifications via email or text over direct mail and cold calls. Reliance on direct mail campaigns to source your next physician hire is ineffective. By closely studying which methods are actually bringing in candidates, you can make more informed decisions about the best use of your recruitment dollars.

4. Number of Interviews to Hire

One metric that is often overlooked but paints a very clear picture of recruiting efficiency is the number of interviews to hire. How many interviews does it take with a candidate before you decide to present an offer? Or better yet, how many different people does an individual have to meet with? One of the keys to developing an efficient process is making sure that the key decision-makers are available to participate. You will find a correlation between higher costs per hire and a high number of interviews, which should provide enough motivation to find ways to improve that process. Estimates show that reducing interview-to-hire ratios from 5:1 to 3:1 can save a healthcare organization $18,000. Additionally, in our recent research, we learned that only 27% of physician respondents decided to accept an employment offer after one on-site interview, so it is vital to make that first impression, a powerful one.

5. Acceptance Rate Percentage

In this highly competitive physician search environment, one of your most important indicators will be acceptance rate. Physicians are receiving 20 to 40 job notifications per week, which illustrates the competition for their services. Sometimes a poor offer acceptance rate is an indicator that your compensation data is off. This can be rectified with market research and bringing your salary offers in line with current rates. Or, you may want to supplement the contract dollars by adding in more vacation time or research opportunities. A physician recruitment partner can also supply your hiring team with real-time accurate data by specialty for your area.

In most cases, the best candidates have multiple offers to choose from. The biggest mistake you can make is not having the framework of a contract ready to go as quickly as possible, ideally during the on-site interview. If you are waiting a week or ten days to get executive approval on an offer, you risk losing the candidate.

Improving your acceptance rate by 20%, can save the organization $24,000.

6. Physician Retention Rates

In many ways, tracking physician retention rates can be the most perplexing of all the benchmarking activities. There are so many factors involved in retention that it can be a scary topic to tackle. One way to measure retention is by looking at your early physician turnover rate. This is the percentage of new hires that voluntarily leave the company within a year after starting. If this is happening with any frequency, you are either attracting the wrong type of candidate, or there is an organizational culture issue.

Physicians today place much more emphasis on finding a cultural fit for their services. It is critical to cultivate a work environment that is aligned with your organization’s mission and values. Having a strong identity/culture provides the roadmap for what type of physician is best suited to succeed. Cultural fit and other factors can be found when tracking retention over more extended periods, such as a 3-year and a 5-year rate. These indicators will force you to take a deeper dive into why the staff is leaving, but they are critical exercises to pursue.

Next Steps

The benchmarks we have covered are probably numbers you already have access to, and for most, they are being reported on a regular basis. The question is, “What are we doing with this data?”

Below are a few steps you can take today to start improving your recruitment processes through benchmarking:

  • Establish a small team, and charter them with a benchmarking review. Tip: Empower them to make decisions about what data to use and how to report on it.
  • The benchmarking team should determine if the appropriate data is being collected and what may be missing.
  • Determine who is receiving the benchmarking data and who else needs to be receiving it.
  • Look at the data over the past 12 to 24 months and look for trends and areas of opportunity.
  • Determine where the bottlenecks are. For example, are you losing quality candidates to competing offers? Is it a process issue or a personnel issue?
  • Consider whether a third party could help you improve your process.

The Quantity of Quality Trap

Because the costs can be so staggering, it is easy to veer towards recruiting quantity over quality. That trap will end up costing you more in the long run because you aren’t placing enough emphasis on finding the right candidate. There is a balance required in attracting and hiring candidates who are best suited to fit and succeed in your organization. The benefits of hiring for fit (and, conversely, the costs of making the wrong hire) serve to reinforce the benefits of having a finely tuned physician recruitment plan. Here are a few tips to help you find the balance between quantity and quality:

  • Start with an objective assessment of your workplace culture.
  • Strive to understand what makes your best physicians successful.
  • Discover how you can highlight your differentiators to attract like-minded physicians.
  • Focus on the candidate whose values match what your team, organization, and community can provide.

The above tips are a starting point. As you learn and understand your organizational culture and the qualities that make up your most successful physicians, you are developing the strategic blueprint for future candidates.


If you have given all of the above serious consideration and still don’t have a clear path toward improvement, it is time to engage reinforcements. Today’s physician recruitment landscape is highly competitive, and finding a trusted physician search firm may be your best opportunity to source and land the quality physician candidates you need. Even if you are only looking for a partner to supplement your in-house staff, that can be the difference in seeing better results. Ideally, you will find a partner with the skills, experience, and resources to take an objective look at your processes and help you implement improvements. The key is to start paying attention to the data and taking whatever actions are necessary.

Our next installment will walk you through how to set up each physician search for a successful outcome. From targeting specific candidate types, to building a robust candidate pipeline, there are strategies available that increase your likelihood of finding the right physician.

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Physician Compensation: Ask the Right Questions at the Right Time


When considering a new physician job opportunity, it’s natural to be curious about the physician compensation package. With location, practicing setting, and compensation among the top concerns for many physicians, it’s tempting to ask for details early.

As a best practice, we recommend that you resist the urge to bring up the physician compensation conversation until your on-site interview, often the time when you and your potential employer have the opportunity to establish strong, mutual interest. Discussing compensation is a strong indicator that you’re interested in the position. Asking too early could leave employers feeling that compensation is your most important consideration, when in reality, finding a position that matches your personal and professional goals is priority.

Knowing what to ask regarding the compensation model is just as important as knowing when to ask. Your physician recruiter will likely give you a high-level overview of the compensation package, but compensation models can be complicated and confusing. Understanding the specific physician compensation model being used by the hiring organization will give you a much more realistic view of your total earning potential, and it will enable you to negotiate a package that is fair and aligned with your priorities.

Next time you find yourself seriously evaluating a job opportunity, consider the points below regarding physician compensation:


  • Ask how the model works. Specifically, find out what production, quality, and patient satisfaction metrics you must achieve to earn an incentive bonus.
  • Factor in the value of benefits, such as health insurance, PTO, CME allowance, disability and life insurance, retirement benefits, dues and subscriptions, licensure fees, and other reimbursable expenses.
  • Understand the payor mix, which is important if your compensation will be based on charges, collections, or revenue.
  • Malpractice insurance is expensive, so explore that topic, too. Employment agreements should state whether coverage is provided and who is paying for it.


  • Ask about first-year incentives, such as signing bonuses, student loan repayments, and reimbursement for relocation, licensing, and board certification.
  • Find out if there are bonuses related to achieving retention milestones or if ownership shares are an option down the road.
  • You may also be compensated with an hourly or daily stipend for taking call or serving in a medical director capacity.


  • Your prospective employer should be able to explain how the compensation models work and provide a worst and best-case scenario for your first and subsequent years.
  • It is “fair game” to ask to review the practice’s financials. You may also ask how much current physicians are making and how long it took them to ramp-up to that level.
  • To ensure clear expectations, decisions related to compensation and benefits should be written into your employment agreement.

How Location Affects Physician Compensation

Geographic region and market size significantly influence compensation and how far your income will stretch. Adjust for the cost of living in dollars and assess the location with your lifestyle expectations in mind. Work schedules, after-hours activities, vacation coverage, and weekend shifts influence work/life balance. It’s important to know what a future employer expects, and how they assist physicians in managing stress, avoiding burnout, and cultivating career satisfaction.

With all of the complicating factors contributing to compensation, physicians must do their homework to determine which opportunity offers a fair package, a satisfying work environment, a strong cultural fit with the organization, and a happy life outside of work.

Physicians who are ready to find their best, next opportunity should turn to a trusted leader in physician recruitment and placement, Jackson Physician Search. Our team of experienced healthcare industry professionals has the network and tools to help you take your physician career to the next level. Contact us today and learn how.

Reputable Physician Compensation Data Sources

Physician compensation data can be derived from various sources, some being more accurate and reliable than others. Overwhelmingly, compensation data found through MGMA is considered the “gold standard” as a data source. Many healthcare administrators utilize the information published by MGMA as their benchmark for compensation data.

It is wise to pay attention to other sources for a complete picture, including the annual surveys conducted by American Medical Group Association (AMGA). To focus on compensation for a specific metro area or location, it is helpful to cross-reference salary data found at Doximity.com. Be aware that the data found at Doximity is self-reported and may or may not include benefits. Regardless, it can be useful in determining what you might expect in an offer within specific localities.

Five Resources for Physician Salary Data

Some of the resources listed above require you to purchase the data, while others are published free of charge. Another great tool is the Jackson Physician Search Salary Calculator, found here.

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