[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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A True Partnership: Recruiter Places 36 Physicians with Rural Oklahoma Hospital

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Rural hospitals sometimes struggle to recruit quality physicians due to the difficulties of making a job in a small town seem desirable to candidates who tend to explore opportunities in metro areas.

However, one rural hospital in Oklahoma discovered a great solution to filling open roles was to forge a strong relationship with a knowledgeable physician recruitment partner who was willing to go the extra mile.

That partner was the Jackson Physician Search team of Regional Vice President Gary Seaberg and Senior Search Consultant Mark Mendoza. Since the beginning of the partnership in 2015, Jackson Physician Search has successfully placed 36 physicians for this client – with an impressive 61% of the placements occurring between 2019 and today. And, we’ve done more than just place doctors, we’ve helped build entire programs.

Fostering the Ideal Client Relationship

Mark Mendoza was a new addition to the Jackson Physician Search team when he first received this client, but that didn’t stop him from immediately hitting the ground running to understand the hospital’s needs, mission, and goals so he could begin sourcing potential candidates.

As luck would have it, Mark and the administration’s personalities meshed well from the start, which allowed them to establish a good rapport quickly and seamlessly – a key factor in building a trusting relationship.

Often, clients do not realize the hurdles they face when recruiting, which can lead to unrealistic expectations regarding the time it takes to fill a position, the compensation and benefits a position requires to stand out, and the flexibility needed to keep candidates engaged throughout the process.

With this notion in mind, Mark made it his goal to communicate effectively with the client every step of the way, providing frequent updates in a way that was beneficial for both parties. He worked with a sense of urgency, helping the client understand what was at stake for each job search, and in turn, setting a pace that allowed potential candidates to move through the hiring pipeline quickly.

Mark also used his expertise and up-to-date market data to educate the administration about aspects of recruiting they were unaware of, providing in-depth knowledge of what it takes for candidates to be interested in a rural opportunity.

All these factors combined have led to a flourishing relationship between Mark and this rural Oklahoma hospital.

Putting Trust to the Test

With a partnership built on a foundation of mutual trust, Mark once again proved his ability to efficiently place physicians for this rural hospital when they found themselves in need of an Orthopedic Surgeon.

As a physician recruitment expert, Mark worked with his client to create an appealing physician job description drawing candidates to apply for the position.

Soon, it caught the interest of Dr. L, an Orthopedic Surgeon in Kansas looking for a new position where he could make a difference in the community and the lives of his patients. Mark quickly contacted Dr. L – who was also interviewing for another job in Texas – and began the screening process.

The client was impressed by Dr. L’s resume and believed he would be an ideal fit for the Orthopedic Surgery position, as well as the organization. However, because the hospital CEO was unavailable to meet with Dr. L during his interview, they could not move forward in the process.

One Last Attempt to Seal the Deal

Mark’s client sent Dr. L an invitation to meet with the hospital CEO at the next possible opportunity. However, their attempt to secure the perfect candidate may have been too late, as Dr. L revealed his intention to accept the job the Texas hospital offered him on the spot at his on-site visit.

Upon learning this information, the hospital’s CEO turned to Mark, whose talent and expertise had not failed yet, and attempted one last Hail Mary to sway Dr. L’s decision in their favor.

Mark called Dr. L to convince him not to take the job in Texas and made him a verbal offer for his client’s position, using the argument that Dr. L wouldn’t even be eligible to practice in Texas until he had a valid Texas license – a process that could take up to six months.

With that in mind, Dr. L reconsidered. Shortly after, he took a phone call with the rural Oklahoma hospital CEO, where he officially accepted the offer to be their new Orthopedic Surgeon.

An Unorthodox Path to Success

Make no mistake, it is very unusual for a client to allow a recruiter to make a verbal job offer on their behalf. However, Mark’s ability to fill his client’s position directly correlates to the trust he has built with the hospital administration over time.

This hospital that once considered itself “not recruitable” due to its rural location has grown immensely since partnering with Jackson Physician Search. By following Mark’s guidance, they’ve brought on a variety of top-tier physicians like Dr. L, notably hiring 11 Hospitalists that have grown their program from the ground up, as well as the hospital’s first telehealth employee.

This partnership is a true testament of the success that is possible when you partner with an experienced physician recruitment firm dedicated to finding the ideal candidates for your organization.

If you’re interested in learning more about how we can elevate your physician recruitment effort, contact Jackson Physician Search today.

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

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

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

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

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

Ready to Take a Chance

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

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

One Physician Placed, One More to Go

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

Digital Physician Recruiting

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

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

“Rock Solid” Physician Interview Process

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

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

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

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

The Keys to Rural Physician Recruitment Success

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

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

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

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

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

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

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

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

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

The Pros and Cons

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

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

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

The Right Fit, Right From the Start

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

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

The Importance of an Open Mind in Physician Recruiting

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

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

Going the Extra Mile for the Right Physician Candidate

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

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

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

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

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

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

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

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Four Ways to Maximize Your Recruitment Efforts on Physician Job Boards

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

Are Online Physician Job Boards Effective?

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

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

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

4 Ways to Grade Physician Job Boards

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

Here are several measures to determine which others to use:

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

Top Job Boards for Sourcing Physicians

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

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

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

Takeaways for Physician Recruiting Via Job Boards

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

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

How to Leverage Email as Part of Your Physician Recruitment Strategy

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How to Leverage Email as Part of Your Physician Recruitment Strategy

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

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

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

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

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

Building and Segmenting Your Email List

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

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

Borrow, Don’t Buy Email Lists

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

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

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

6 Email Recruitment Best Practices

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

1. Avoid the Spam Filter.

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

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

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

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

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

3. Create a Compelling “Why.”

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

4. Simplify the Call to Action.

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

5. Cadence and Timing.

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

6. Test, Test, and Test Again.

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

A Few Do’s and Don’ts

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

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

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

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

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

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

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

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

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

 

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.

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

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

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

Recruiting a Physician Specialty with a Small Candidate Pool

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

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

Creative Job Ad Makes Strong First Impression

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

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

In Comes Dr. C

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

We’ve Placed 12 Physicians and Counting…

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

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

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Need Help Recruiting Physicians?

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.

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

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

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

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

Strategic Physician Sourcing Accelerates Recruitment

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

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

Recruiters Get One Chance to Make a First Impression

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

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

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

Location and Compensation Isn’t Everything in Physician Recruitment

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

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

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

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

Then This Happened…

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

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

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

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

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

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

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

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…

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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…

Need Help Recruiting Physicians?

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