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.

How to Leverage Email as Part of Your Physician Recruitment Strategy

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….

Social Media: The Digital Key to Filling Your Physician Vacancy

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…

Need Help Recruiting Physicians?

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

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.

 

Social Media: The Digital Key to Filling Your Physician Vacancy

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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.

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.

Do These 4 Things Before Launching Your Next Physician Search

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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

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The Financial Implications of Physician Vacancies

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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.

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

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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.

[White Paper] 2020 Physician Interview Experience Survey

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New Survey Sheds Light on Physician Retention, Physician Engagement, and Physician Burnout

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

Six Physician Recruitment Metrics Every Organization Should Know

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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.

Takeaways

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.

The Financial Implications of Physician Vacancies

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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.

The Financial Implications of Physician Vacancies

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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, it is wise to balance urgency with a clear understanding of the type of physician best suited to succeed within the organization.

Being strategic in your physician recruitment process can be challenging, especially when the data published by the Association of American Medical Colleges (AAMC) projects mounting physician shortages through 2034. Despite the pressure to maintain continuity of care by hiring a physician as quickly as possible, it is essential to consider the underlying costs associated with increased turnover and inefficient recruitment practices.

Applying Costs to Each Physician Vacancy

To fully grasp the impact a physician vacancy will have on your organization, it is vital to have systems in place to measure and report success.

Applying ROI to your recruitment and hiring process involves the following:

  1. Calculating the costs of each vacancy in terms of immediate lost revenue and long-term patient attrition.
  2. Understanding the costs associated with the physician recruitment process.
  3. Measuring the long-term financial benefits of hiring and retaining physicians who fit.

With visibility into each of the above drivers, administrative teams can make more informed decisions about attracting and retaining physicians who are a cultural fit and are most likely to succeed as members of your physician staff.

Lost Revenue

Clearly, the most straightforward data point to track when a physician vacancy exists is lost revenue. Depending on the specialty, a healthcare organization stands to lose between $130,000 to $150,000 per month in revenue. For example, a family medicine physician generates about $1.5 million in annual revenue, while a general surgeon can easily bring in double that amount. Based on these numbers, it is easy to see why there is so much urgency to fill physician vacancies.

Despite the physician shortage, there appears to be some good news in the data. The benchmarking study published by the Association for Advancing Physician and Provider Recruitment (AAPPR) using 2019 data, shows that time-to-fill rates for physician searches has decreased in certain specialties. Examples include family medicine, internal medicine, and hospitalist physicians. Primary care is still the specialty in greatest demand, but it is good to see the needle moving in a positive direction.

That same report, however, identified allergy/immunology, rheumatology, and dermatology as the physician vacancies that were least likely to be filled.

The takeaway is that even though your organization is likely tracking and reporting time-to-fill rates for your physician vacancies, it is more meaningful when you consistently apply a dollar value to the duration. For a quick and easy tool to help you identify your lost revenue based on time-to-fill rates by specialty, try the Jackson Physician Search ROI Calculator.

Continuity of Care and Patient Attrition

Patient attrition is a major contributor to lost revenue, especially if it is permanent. Patients can be supremely loyal to their doctors, and when a trusted physician leaves a practice, a percentage of their patients will follow them.

If the physician leaves the area completely or retires, there is no guarantee that the patients will stay with the practice. A worst-case scenario has your patients turning to a competitor, because they cannot receive the services they need or can’t get onto an already crowded schedule. Never discount the revenue that can be lost when patients feel continuity of care is threatened by a physician vacancy.

Physician Recruitment Costs

The costs associated with a physician vacancy are not confined to loss of revenue. You also must consider internal costs. Some of the easily defined recruitment costs include marketing the physician job, travel costs for physicians to attend interviews and community tours, sign-on bonuses, student loan payoff, and relocation stipends. There are also related costs associated with the time and energy administrators and other interview team members spend meeting with physician candidates. Additionally, you should include the work hours accrued by your in-house recruitment team or fees paid to an external search partner. From the onset of the vacancy, until a contract is signed, a single candidate can generate up to $250,000 in associated recruitment costs.

Unfortunately, these costs don’t end with a signed contract. The dollars continue to mount as you account for credentialing, benefits administration, EHR system training, onboarding, and ramp up time for the physician to build a full patient case load.

Hidden Costs

When thinking about your physician recruitment process in terms of ROI, it is easy to see how quickly the costs can add up. However, sometimes hidden costs are even more damaging to a healthcare organization. These can be brought to light through benchmarking and a strong communication process with staff, but the damage is often below the surface.

  • Employee Morale. From the front-line nurses to the support staff to the physician team, having a long-term physician vacancy adds undue stress and increased feelings of burnout to a staff that is stretched thin. Once attitudes start to slide, it can grow like wildfire across the entire care team. This is where constant communication with the team is most beneficial.
  • Patient Care. Patient care issues are not entirely hidden, as most are typically captured and reported in some fashion. The gaps in care that don’t always rise to the surface are the ones that tend to compound and impact the bottom line over time. It could be as simple as a physician having a poor interaction with a patient that results in decreased patient satisfaction. When patients aren’t motivated to recommend your practice, future revenue is lost.
  • Increased Turnover. Healthcare is experiencing a very tight labor market, and physicians aren’t the only ones with options. Prolonged physician vacancies resulting in morale issues and quality concerns will ultimately lead to increased staff turnover from the front desk to advanced practice providers to nurses.

Recruiting for Cultural Fit

There are many long-term benefits of hiring and retaining physicians who fit, including increased productivity, more satisfied patients, and higher quality scores, just to name a few. And while some turnover is unavoidable, there is a way to “stack the deck” in your favor. Document the specific qualities and traits displayed by your current staff that embody your organization’s culture. This will serve as a hiring roadmap.

Target your physician recruitment to identify doctors who are well suited to be successful within your facility. When physicians feel connected to the organization’s mission and values, they are more engaged. Everyone feels a greater sense of satisfaction and are less inclined to leave. Even more importantly, when the staff is engaged, they perform better as a team.

Here are a few ways you can hire physicians who fit, succeed, and stay:

  • Ensure everyone involved in the interview process embodies your culture and values
  • Create an on-site interview experience tailored to each candidate
  • Find ways to make the candidate feel welcome/special
  • Sell the community as well as the opportunity
  • Engender a sense of excitement throughout the site visit
  • Always answer every question before the physician candidate leaves

Key Takeaways

Data Points

  • Each physician vacancy results in $130,000 to $150,000 per month in lost revenue, more in certain specialties.
  • Depending on the specialty, physician searches require 5 to 12 months, plus time for relocation.
  • The internal costs of a physician vacancy can easily reach $250,000.

Considerations

  • The true cost of each physician vacancy should be measured to help drive recruitment and hiring decisions.
  • Recruitment processes should be tracked and reported, including interview-to-hire and time-to-fill.
  • Every healthcare organization should know their recruitment ROI by specialty.
  • Never discount the hidden costs of a physician vacancy
  • Recruit and hire for cultural fit

Benchmarking key indicators is the safest and most effective way to ensure that everyone understands how your recruitment process is performing. Transparent reporting will reveal inefficiencies and identify gaps, as well as suggest when you need to engage an external physician recruitment partner to support your internal recruitment teams. For more information, contact Jackson Physician Search.

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Need Help Recruiting Physicians?

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Jackson Physician Search and CommonWealth Purchasing Group Extend Partnership to Help FQHCs Overcome Physician Recruitment Challenges

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ATLANTAApril 21, 2021 /PRNewswire/ — To help Federally Qualified Health Centers (FQHCs), community-based health centers and other facilities overcome recruitment challenges amid the nation’s physician shortage, Jackson Physician Search, a firm specializing in the permanent recruitment of physicians, physician leaders and advanced practice providers throughout the U.S., and CommonWealth Purchasing Group (CPG), the leading group purchasing organization for community health centers, extended its partnership to provide recruitment solutions and consultative resources to CPG members.

Jackson Physician Search is a trusted organization with a 40+ year track record of success in physician recruitment that continues to pioneer innovative recruitment methodologies coupled with personalized service. As patient demand increases for the affordable and accessible services that FQHCs and other community-based centers provide, there has been a growing need for an effective and efficient recruitment solution.

Located in both urban and rural areas, community health centers have long struggled to recruit and retain primary care providers due to a rural maldistribution of talent, competitive compensation challenges and a host of other factors.

“We recognize that community health centers often have limited financial resources, which makes attracting top physicians and other providers especially challenging,” said Jackson Physician Search President Tony Stajduhar. “Our 100% digital sourcing strategy that we’ve perfected during the last decade accelerates the recruitment process by identifying candidates who are both interested in the opportunity and are a strong cultural fit.”

CPG’s array of carefully vetted relationships streamlines the vendor selection process and enables facilities to operate more efficiently. Under the recently extended partnership with Jackson Physician Search, members will continue to benefit from a robust, opted-in candidate database, targeted email and social media advertising, job exposure on dozens of nationwide and specialty job boards, and an all-inclusive pricing model with no additional out-of-pocket expenses, as well as a CPG member discount.

“Three years ago, we recognized the synergy between Jackson Physician Search’s commitment to a transparent process and fee structure and our dedication to creating discounted, high-quality resources for our network of cost-conscious FQHCs and other organizations,” added CPG Senior Vice President Richard Bryant. “Since then, our members have benefited from a partner who understands their unique recruitment needs and whose candidate acquisition process has proven to be superior. It was an easy decision to extend our partnership.”

To address an increasingly competitive market, Jackson Physician Search has also created resources to help organizations succeed in hiring and retaining providers. The firm provides research studies and white papers, recruitment calculators and educational webinars.

“I feel fortunate to continue to champion our relationship with CPG. With more Americans than ever depending on its members for their healthcare needs, it is rewarding to facilitate the recruitment of a wide variety of primary care providers, including physicians, advanced practice providers and dentists,” said Jackson Physician Search Regional Vice President Trevor Strauss. “Our team is honored to have gained the trust of CPG and community health centers nationwide.”

About CommonWealth Purchasing Group (CPG)
CommonWealth Purchasing Group is the leading group purchasing organization for community health centers and other community-based, non-profit organizations. Founded in 1998 by the Massachusetts League of Community Health Centers, CPG has more than 725 members across all 50 states.

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

Healthcare Business Today Features Tony Stajduhar Discussing Physician Disengagement

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Few career paths are more noble – more revered – than that of a physician. But the stress of COVID-19, poor engagement, and rising burnout are causing some to wonder why they ever signed up for this. Doctors are in crisis, and a new survey shows that they are prepared to make career decisions that could negatively disrupt our healthcare system.

We went into COVID-19 with a looming physician shortage, one that is even worse in rural areas where 20% of the U.S. population lives, but where only 11% of doctors practice. The Association of American Medical Colleges (AAMC) last projected the shortage to be up to 139,000 physicians by 2033, but it is anybody’s guess how much it will grow post-pandemic. Will we ever catch up? Short of major regulatory changes such as increasing residency slots, making medical school more affordable, and revamping licensing requirements, it will be tough at best.

From October through November 2020, Jackson Physician Search surveyed practicing physicians and healthcare administrators to get insight on some of the industry’s toughest challenges: physician retention, engagement, and burnout.

There is promising news. Many future doctors are in the works. The “Fauci effect” has spurred new interest in public health, and in medical school enrollment in particular.

Read the Entire Article on HealthcareBusinessToday.com

Need Help Recruiting Physicians, Physician Leaders, and Advanced Practice Providers? 

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.

Ten Tips for Recruiting Medical Residents

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Medical residents often begin the physician job search process 12-18 months prior to completing their training, making spring prime-time recruiting season.

With the physician shortage forecasted between 54,100 and 139,000 by the year 2033, recruiting medical residents is the best hope for healthcare administrators to fill in any gaps in their medical staffing plan due to normal physician turnover, planned physician retirements, and population growth.

Competition for top medical residents is always steep, so it is important for administrators to recognize that today’s residents have different perspectives and expectations about their career than those from years past.

While residents are equally passionate about the practice of medicine and patient care, it can be hard to reach them on a personal and professional level if you are stuck in the recruitment methods of the past. Here are ten tips to help you successfully recruit medical residents:

1. Use Social Media

Maybe more than any other generation of medical residents, recent graduating classes are all about technology. They are digitally connected through social media, so if your organization doesn’t have an engaging online presence, you may not be able to reach them. Don’t discount the effectiveness of social media platforms like LinkedIn and Doximity.

2. Create a Positive and Welcoming Environment

As you are engaging residents, be sure to listen more than you speak. Ask questions to find out about their goals and interests. By learning about them, you are creating an honest, open rapport and fostering an environment of trust which can be a winning combination for you. They are already under the pressure of making an important career decision, and anything you do to keep the process on the lighter side could be appreciated.

3. Respect Their Time

Long hours are nothing new for medical residents. They are managing the delicate balance of learning and performing in a very challenging environment. Don’t just add to the bombardment of job notifications that they receive on a daily basis. Instead, use the information you have gathered about their interests to keep the outreach relevant to them. This will help you cut through the noise while showing you respect their time.

4. Money Isn’t Everything

It may seem counter-intuitive to think that a resident with almost $200,000 in student loan debt isn’t totally focused on money, but it is true. Now more than ever, new physicians value their time away from work. Salary will always be important, but schedules, benefits, and other factors play a role in attracting residents. Stay open to creative compensation packages to set your organization apart from the crowd.

5. Focus on Work/life Balance

Demonstrate how you want to help them achieve a healthy work/life balance. Your approach should embody your investment in creating a culture of physician wellness. Think about ways to offer flexible scheduling and manageable call schedules. Earn their trust by illustrating how their life away from work is important to the organization.

6. Give Them Data

If you have been listening to your candidates, you will know the information that is important to them. Be prepared with current, accurate data about the position, such as patient volumes, compensation structure, performance expectations, etc. The key is to present the information in a format they are comfortable with. For example, instead of rattling off volumes of data over the phone, provide highlights and follow up with a more detailed email for them to review when they have a moment.

7. Highlight Culture and Values

Physicians today, residents included, want to be associated with a healthcare organization aligned with their values. Make it a point to highlight community initiatives, corporate mission, and values, and how culture plays a role throughout the organization. It will help to establish a connection on personal and professional levels and lays the foundation for strong physician retention.

8. Be a Resource

Any time you are speaking with a resident, a part of you is still recruiting. However, it can be valuable to be seen as a trusted resource for these young professionals. Offering advice or career insights can establish rapport and trust. Even if they are ultimately interested in a different organization, you are laying the groundwork for future opportunities. Keep in mind how connected this generation is, leading them to send classmates or colleagues your way.

9. Win the On-site Interview

Up to this point, all of your interactions with a resident have been verbal or in writing. A well-planned on-site interview is your opportunity to demonstrate everything you have talked about until now. For example, showcase your organization’s culture and values by introducing colleagues who embody them. By meeting those individuals who share similar traits, they will feel a sense of connection. The on-site interview is also a time to demonstrate everything you have learned about the candidate by including things of interest to them. For example, schedule time for a visit to a local hiking trail or botanical garden.

10. Communicate Future Growth Opportunities

Early career physicians want to join an organization where they can grow. Telling them about the organization’s mentorship and leadership development programs allows them to envision their future career path. If a physician can see themself maturing within your organization, you have a strong chance of retaining them for the long term.

Every resident is going to have different drivers and motivations that contribute to their career decisions. The key to setting your organization apart from the crowd is to individualize the recruitment experience as much as possible. With the proliferation of social media, it doesn’t take an excessive amount of effort to learn about the candidates you are recruiting. Learn about them as individuals and you can form stronger connections and appeal to them in specifics. This approach is far more effective than utilizing a generic one-size-fits-all recruitment strategy.

Our more than 40 years of experience has allowed us the opportunity to recruit many residents and if you are interested in leveraging our physician recruitment expertise, contact us today.

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