[Infographic Guide] Four Digital Physician Recruitment Best Practices

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Considering that a single physician vacancy can result in $130,000 to $150,000 per month in lost revenue, more in certain specialties, and physician searches require 6 to 12+ months, it is vital to evaluate your current physician recruitment process.

The most effective and efficient way to recruit physicians is through a comprehensive digital recruitment strategy. To set your organization up for success, learn these digital physician recruitment best practices.

 

Four Digital Physician Recruitment Best Practices

The most effective and efficient way to recruit physicians is through a comprehensive digital recruitment strategy.

Only 11% of today’s physicians are actively seeking a new position, while 76% are considered passive candidates. The key is to intrigue this larger group.

Before You Start Recruiting, Create a Winning Physician Job Description:

  1. Use your job description to target specific physician qualities.
  2. The job title should include specialty, location, and have a hook.
  3. Use SEO keywords to increase search traffic.
  4. Give them a reason to come to you for more information.
  5. Sell more than just the job; highlight your community and culture.

1. Social Media is the Digital Key to Filling Your Physician Vacancy

  • 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 candidate engagement.
  • For an engagement boost, share “feel-good” stories that have occurred between patients and clinicians.

2. Leverage Email Marketing

97% of physicians prefer to receive job opportunities via email. Source: 2021 MMS Annual Physician Survey

Email Recruitment Best Practices: 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 click-thru and unsubscribe rates.
  • Don’t: Email candidates who haven’t opened or engaged with your emails in more than two years.
  • Don’t: Use a “no-reply address” as your sender address.
  • Don’t: Ignore privacy changes being implemented by Apple and Google.
  • Don’t: Forget to test your campaigns. Try testing different subject lines, calls-to-action, or link placements.

3. Maximize Your Recruitment Efforts on Job Boards

Some Top Job Boards for Sourcing Physicians:

  • Doximity
  • Health eCareers
  • DocCafe.com
  • MDSearch.com
  • NEJM Career Center
  • PracticeLink
  • Profiles Physician Database
  • American Academy of Family Physicians (AAFP)

Takeaways for Physician Recruiting via Job Boards

  • 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 which job boards produce the most success for your organization.

4. Consider Utilizing Mass Text

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.

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

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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…

Need Help Recruiting Physicians?

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

[Infographic Guide] 5 Physician Practice Trends to Watch

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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

OBGYNs:

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

Radiologists:

  • 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.

[Infographic Guide] Five Benefits of Hiring Advanced Practice Providers

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Recently we discussed how advanced practice providers could be a solution to the growing physician shortage. Next, learn some of the benefits of adding APPs to your staff.

1. Increases Patient Satisfaction

More than 90% of patients trust advanced practice providers (APPs) and believe that they perform high-quality care, according to an article by Wolters Kluwer, a global provider of professional information. Patients also feel that they will get more time with an APP versus a physician.

Healthcare facilities that staff APPs may have a shorter appointment wait time, which directly results in higher patient satisfaction scores and an increase in patients referring your practice to friends and family.

2. Boosts the Bottom Line

APPs see the same number of patients as physicians, while costing your facility less to employ. It is not uncommon for a Physician Assistant to bring in revenue worth several times their salary, resulting in approximately $300K in additional revenue for your facility.

The use of APPs can provide physicians the opportunity to concentrate on higher revenue-producing procedures and services or procedures not in APP’s purview.

3. Reduces Physician Burnout

According to a survey by SullivanCotter, 79% of physicians agree that APPs help reduce physician burnout.

By including APPs in your medical staffing plan, you allow physicians to focus on the services that interest them the most, as well as increased flexibility in scheduling which can decrease feelings of burnout.

During the height of the COVID-19 pandemic, many government regulations were lifted. This increased autonomy for APPs and took some pressure off of physicians. Without their help during this dire time, the physician burnout rate could have been even more severe.

4. Improves Physician Retention

According to the 2021 Medscape Physician Lifestyle & Happiness Report, 47% of physicians would take a pay cut for a better work-life balance. Perhaps employing APPs could provide your physicians with more harmony in their personal lives, resulting in happier physicians who will stay with your facility long-term.

5. Expands Clinical Services and Patient Access to Care

APPs often undergo broad training which allows them to be flexible and knowledgeable in many different settings. This skill set could allow your organization to expand its service offering.

Staggering schedules between physicians and APPs could grant your facility the ability to obtain new patients during off-times. Consider hiring APPs to supplement resident duty hour restrictions or to man a satellite office.

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

Are Advanced Practice Providers a Solution to the Growing Physician Shortage?

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Millennial Doctor Recruitment

How Millennial Doctors are Changing the Recruitment Landscape

In the United States, it has been a long-held practice to attribute generational monikers to individuals based on the year of their birth. If we look at that breakdown, it makes sense to see that the number…

Need Help Recruiting Physicians?

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

[Infographic Guide] What Residents Want: 6 Tactics to Successfully Recruit Graduating Medical Residents

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Considering that 2 of 5 currently practicing physicians are at or near retirement age and the staggering physician shortage estimates, medical residents may be the missing puzzle piece to complete your physician staffing plan. If your facility is considering engaging medical residents now or in the future, learn 6 tactics to successfully recruit them.

The Missing Piece

Residents begin the job search process 12-18 months prior to completing their training, making spring prime-time recruiting season. With a growing physician shortage and rising retirements, they can help fill any gaps in your medical staffing plan.

The AAMC estimates the physician shortage will be between 54,100 and 139,000 physicians by 2033.

More than 2 of 5 currently practicing physicians are at or near retirement age.

1. Recruit Using Digital Sourcing Methods

  • Be actively engaged where Millenial residents are: ONLINE
  • Utilize social media, job boards, targeted email campaigns, and professional medical networking sites like Doximity

2. Build a Recruitment Pipeline

Practicing continuous recruitment allows your facility to be nimble when filling a physician vacancy.

Create relationships with local residency programs. It can be beneficial to be seen as a trusted resource for these young professionals. Offering advice or career insights can establish rapport and trust, plus you are laying the groundwork for future opportunities.

3. Give Them Data

Be prepared with current, accurate data about the position, such as patient volumes, compensation structure, performance expectations, etc. 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.

4. Wow Residents with an Exceptional On-site Interview

Include all key players in the interview process:

  • Senior leadership should sell the vision
  • Peers to make the candidate feel welcome
  • Community partners, like real estate agents, can help the family imagine living in your community

5. Tailor the Offer to the Needs of Residents

Residents appreciate incentives such as:

  • Loan repayment
    • Considering the average student loan debt after medical school is $200,000 or more, try adding loan repayment to the offer
  • Sign-on bonus
  • Flexible schedules
    • Residents have spent a great amount of time in school and likely have young families. Offering flexible scheduling can help attract and retain top talent, and has shown to improve patient outcomes

Since it is likely a resident’s first physician contract, take time to review it together, allowing them opportunities to ask questions.

6. Communicate Career Development Programs

Early career physicians want to join an organization where they can grow. Provide them with a mentor, or leadership programs to demonstrate where their career can go.

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

Ten Tips for Recruiting Medical Residents

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…

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In the United States, it has been a long-held practice to attribute generational monikers to individuals based on the year of their birth. If we look at that breakdown, it makes sense to see that the number…

Need Help Recruiting Physicians?

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

[Infographic Guide] 7 Tips to Improve Physician Retention, Engagement, and Burnout

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Effective physician retention requires a multifaceted strategy that addresses clinical and cultural fit, new-hire orientation, retention benefits, physician engagement, leadership development, formal recognition, as well as physician burnout. Our recent Physician Retention Survey results suggest that many healthcare organizations are attempting to address some of these dimensions, but a large majority of physicians have deemed their efforts as mostly ineffective or, at a minimum, poorly communicated.

Also, because the survey results show that a number of physicians are considering leaving the practice of medicine entirely or are planning to retire earlier than previously planned, the projected physician shortage could grow at an alarming rate. It is incumbent on healthcare organizations to consider the impact it could have on their physician staffing plans and take appropriate action. In this infographic, we dive into seven things that healthcare organizations can address now in order to increase physician retention, improve physician engagement, and mitigate the negative effects of physician burnout.

1. Develop a Formal, Written Retention Program

Include the following in a formal, written retention program and share it with your physicians often:

  • Compensation and incentive plans
  • Call requirements balanced with generous time-off
  • Formal orientation and mentorship opportunities
  • Recognition programs
  • Physician leadership training

2. Customize the Orientation and Onboarding Program for Physicians

One in three physicians receives no formal orientation from their employer, which increases the risk of early turnover. A formal orientation program includes:

  • Intro to the facility’s culture, mission, and values
  • Opportunities to assimilate socially
  • Risk management policies and procedures
  • Productivity expectations outlined in a reasonable ramp-up plan
  • Resources for accounting, billing, credentialing, etc.

3. Know Which Benefits Your Physicians Value

Physicians rank compensation and additional time off as the most influential retention benefits. When physicians were asked which benefits their employer offers, 40% of them said, “None.” Consider other benefits, such as:

  • Reduced call
  • Leadership or research opportunities
  • Partnership track
  • Paid sabbaticals
  • Reduced administrative burdens

4. Prioritize Physician Engagement

69% of physicians say they are actively disengaged from their employer. To re-engage physicians, one-on-one, open communication is key. Start by asking questions, such as:

  • How can we better listen to our physicians?
  • Do physicians need more autonomy in how they practice medicine?
  • How do physicians feel patient care and facility operations could be improved?
  • What can leadership do to reduce the administrative burden?
  • Are the productivity targets reasonable?

5. Provide Physicians with Leadership Training and Opportunities

74% of physicians say their employer doesn’t offer any form of leadership training. This is a prime opportunity to increase engagement and long-term retention. Formalize a leadership training program that includes:

  • Online leadership courses
  • Attendance at national conferences
  • Formal training in business-related topics/practice management
  • MBA/MHA tuition reimbursement

6. Recognize Physicians for a Job Well Done

Only 23% of physicians say their organization has a formal recognition program. Yet, physicians feel more overworked and underappreciated for their dedication and personal sacrifice than ever before. Recognizing their contributions can counteract the risk of turnover. Consider the following:

  • Sincere act of appreciation from the c-suite
  • Opportunities for staff and patients to show gratitude
  • Annual recognition dinner
  • Physician of the month/year awards

7. Address Looming Physician Burnout

28% of physicians report that their organization offers no programs to help them deal with physician burnout. With widespread concerns about mental health during and post-pandemic, now is the time to initiate two-way conversations with physicians to learn how they’re coping and how you can help. Options include:

  • Wellness and mental health programs
  • Physician hotline
  • Paid leave
  • Professional coaching
  • Reduce sources of stress, i.e. administrative burdens

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

[White Paper] On the Verge of a Physician Turnover Epidemic: Physician Retention Survey Results

We surveyed physicians and administrators to understand their views on physician retention, physician engagement, and physician burnout…

 

The Rippling Impact of Physician Burnout

According to the American Medical Association, physician burnout can have a significant impact on organizational productivity, morale, costs, and the quality of care being delivered…

Need Help Recruiting Physicians?

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

[Infographic Guide] Four Steps to Advance Your Physician Career

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If you’re looking to take your career to the next level and want to be in the best position to achieve your goals, learn four helpful steps to advance your physician career.

 

4 Steps to Advance Your Physician Career:

1. Build Your Professional Network

  • Join associations like the American Medical Association or the Medical Group Management Association
  • Get involved by actively networking at conferences and serving on committees within your facility and professional associations
  • Develop relationships with physician recruiters

2. Boost Your Digital Footprint

  • Keep your social media profiles up to date
  • Check the privacy settings on your accounts
  • Don’t rely on a single source for your online professional presence

3. Seek Professional Publication

  • Be original
  • Be cost-conscious
  • Be a rule follower
  • Be persistent

4. Serve Your Community

  • Volunteer for local causes in your community and within the healthcare industry
  • Consider medical mission trips
  • Mentor medical students, residents, and newer physicians

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Physician Giving a Lecture

A Physician’s Career Can Take Many Paths

Through the year 2026, the Bureau of Labor Statistics projects physician employment to increase by 13%, with rural and underserved population centers even higher….

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[Infographic Guide] Effective Physician Staffing Plans Consider These Factors

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If you are working on your 2021 Staffing Plan and want to ensure your organization’s success, consider these three factors: the current state-of-the-market, retaining physicians, and planning for retirements. We dive into each in this helpful Infographic Guide.

1. Recruitment

  • With 7% annual turnover, 50,000 physicians will accept new positions each year
  • It takes 6-9+ months to recruit most specialties, plus it can easily reach $1 million in lost revenue per vacancy
  • Low supply and high demand: to succeed, you must reach both active and passive candidates
    • Only 11% of doctors are actively seeking new jobs
    • 76% are passively looking
  • How can you get their attention?
    • Craft an agile and strategic digital recruiting process
      • Job Boards: Cast a wide net with job posts and search for resumes.
      • Email: Build an opted-in, engaged database and target ideal candidates with job ads and valuable content.
      • Social Media: 80% of doctors claimed their Doximity profile, making it an excellent source. LinkedIn can be effective, too.
    • Beware: Your content must be relevant
      • 50% of physicians report that less than 10% of communications from recruiters are relevant.
  • No direct mail. There are no metrics to prove ROI, you can’t adjust messaging, and you won’t even know if it was delivered.

2. Retention

  • Hire for cultural fit to increase retention
  • Favorable workplace culture results in:
    • 33% improvement in quality
    • 41% reduction in absenteeism
    • 50% drop in patient safety accidents
  • To physicians, culture and engagement are more important than money
  • Highlight organizational culture at the on-site interview
  • Remember the acronym: SALE
    • Sell the community as well as the opportunity
    • Assemble your “A” team
    • Leave no questions unanswered
    • Engender feelings of excitement and a sense of being welcomed

3. Retirement

  • More than 30% of physicians are at or near retirement age
  • Whose responsibility is it to initiate the retirement conversation?
    • 81% of physicians think it is their responsibility, but they are less comfortable having the discussion
    • 33% of administrators believe that it is theirs
  • Physicians feel that 3-6 months is enough notice, but administrators want 1-3 years
  • Retain end of career physicians
    • Did you know? 28% of physicians don’t plan to retire fully
    • Introduce reduced schedule options for physicians who wish to stay part time

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

The Three R’s of Physician Staffing: Recruitment, Retention, and Retirement

We’ll dive into each of these over the next three weeks, empowering your organization to be well-prepared to meet patient demand now and into the future…

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The three R’s of physician staffing include recruitment, retention, and retirement, and all three are integral to achieving your physician staffing goals…

Need Help Recruiting Physicians?

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

[Infographic Guide] Win More Physicians: 6 Tips for a Best-in-Class Interview Experience

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Physician recruitment can be a lengthy and costly process. A vacancy not only impacts your facility’s ability to care for patients, it also can have a detrimental effect on your bottom line. It is common to invest up to $250K in the candidate you ultimately hire, including marketing, interview expenses, sign-on bonus, and relocation stipend. One strategy for reducing your time-to-fill is to develop a best-in-class single, interview process. Learn six tips to create an interview experience that is effective at winning over more physicians.

Win More Physicians: 6 Tips for a Best-in-Class Interview Process

  1. Commit to a single, comprehensive on-site interview that is customized for the candidate.
  2. Designate key players in the interview process.
  3. Generate feelings of collegiality, excitement, and a sense of being welcome.
  4. Clearly communicate the shared values and mission of your organization.
  5. Tailor the community tour to the candidate and their family.
  6. Deliver an offer within one week of the interview – if not the same day or the following.

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

Successful Culture Assessment

[Infographic Guide] 10 Steps for a Successful Culture Assessment

A good company culture can be the difference between recruiting and keeping the best healthcare professionals and a constant recruiting struggle.

[White Paper] 2020 Physician Interview Experience Survey

Mastering the on-site interview is the enduring challenge in physician recruitment. The first interview is a make or break moment for both the candidate and the hiring organization…

Need Help Recruiting Physicians?

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

[Infographic Guide] The Do’s and Don’ts of Virtual Interviews

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Virtual interviews will likely have a permanent place in the recruitment process. If you’ve decided to incorporate video interviews into your physician recruitment process, first learn the Do’s and Don’ts.

The Do’s and Don’ts of Virtual Interviews

8 Do’s

  1. Do confirm the video interview in advance with both parties
  2. Do send a detailed itinerary
  3. Do send detailed instructions
  4. Do test your audio and video set-up
  5. Do choose a well-lit room
  6. Do dress in professional attire for the interview
  7. Do be prepared and take notes
  8. Do use nonverbal communication and hand gestures as you normally would

7 Don’ts

  1. Don’t assume all parties are familiar with eCalendar invites
  2. Don’t allow distractions – close out any other programs and silence your phone
  3. Don’t be late
  4. Don’t swivel or rock in your chair, use a stationary chair instead
  5. Don’t watch the screen, instead maintain eye contact with the camera
  6. Don’t forget to smile
  7. Don’t remain logged into the platform after the interview is complete

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

Successful Culture Assessment

[Infographic Guide] 10 Steps for a Successful Culture Assessment

A good company culture can be the difference between recruiting and keeping the best healthcare professionals and a constant recruiting struggle.

The Physician Recruitment Process Under Transformation: Will Video Interviews Become the Norm Post-COVID-19?

A slow return to a new normal means some of the 20+ million displaced Americans will begin returning to work, and financially hard-hit medical groups…

Need Help Recruiting Physicians?

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[Infographic Guide] 10 Steps for a Successful Culture Assessment

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A good company culture can be the difference between recruiting and keeping the best healthcare professionals and a constant recruiting struggle. This infographic guide outlines the 10 steps to take for a successful assessment.

JPS-Cultural-Blueprint-FINAL

 

10 steps for a Successful Culture Assessment

  1. Identify sponsor and/or culture project team
  2. Executive team defines the leadership practice critical for achieving the mission
  3. Select culture assessment
  4. Communicate to all what’s coming and how they’ll be involved
  5. Administer online culture assessment
  6. Review results with executive team
  7. Plan roll-out of results to all and hold group feedback sessions
  8. Explain next steps and assign action team
  9. Close the gaps to reach top workplace benchmarks
  10. Re-survey after 12 to 18 months

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

Create a Cultural Blueprint for Successful Physician Recruitment

How to Create a Cultural Blueprint for Successful Physician Recruitment

Culture is defined as “values, beliefs, attitudes, and behaviors that employees share and exhibit on a daily basis in their work and in the community”. And, lack of cultural fit is among the top reasons…

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

Need Help Recruiting Physicians?

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