Digital Sourcing and Serendipity Result in Physician Placement in Only 54 Days


Jackson Physician Search had just made a successful physician placement at a Louisiana medical group when it found itself in a sudden bind. One of its senior physicians had become seriously ill and could no longer serve the group’s primarily Medicaid patient population. Additionally, another physician was about to go on maternity leave, so the urgency to recruit another doctor was palpable.

It was only six months earlier that the practice manager had evaluated multiple physician recruitment firms in search of a collaborative partnership. After speaking with Jackson Physician Search Regional Vice President Gary Seaberg, he felt confident in selecting us.

With a strong relationship already developed during the first search, Senior Search Consultant Don Evans immediately dove in to help the medical group recruit a second OB/GYN. To set the search up for success, Don met with the practice manager to clearly define this role and understand the characteristics of the group’s ideal physician.

As matchmakers, Jackson Physician Search is always on the lookout for both a clinical and cultural fit. In a medical group, everyone works so closely together that meshing personalities and common interests is key to long-term physician retention.

With a position description now in-hand, Don was able to customize the job ad, post the position to multiple job boards, and launch an initial email campaign in order to cast a wide net – and all within 48 hours.

The National Average Time-to-fill for an OB/GYN is 8.4 months, but Jackson Physician Search Comes Through in Just 54 Days

In a serendipitous-like moment, Don connected the very next day with an OB/GYN who had just read the job ad and found the opportunity intriguing. He also wanted to relocate back to New Orleans to be closer to family, so the timing couldn’t have been more perfect. Don submitted the candidate, and the practice administrator called the physician. They clicked right away and proceeded to schedule an on-site interview and community tour.

After identifying a candidate who appears to be a strong clinical and cultural fit, Jackson Physician Search recommends delivering an exceptional on-site interview, including a customized, comprehensive facility and community tour. In our 2020 Physician Interview Experience Survey, we learned there are three aspects of the on-site interview that can improve your chances of a physician accepting a job offer after the first interview: make the candidate feel welcome and excited about the organization and community, answer all of the candidate’s question, and ensure that there is alignment with organizational and personal values.

The Medical Group Rolled Out the Red Carpet During the On-site Interview

With a game plan in place and feeling fortunate to interview a well-qualified candidate so quickly, the practice manager and the entire medical group were prepared to make a great first impression. Determined to recruit the candidate quickly, they rolled out the red carpet from start to finish. In the practice manager’s own words, “we treated him like a five-star athletic recruit.” Shortly into the on-site interview, the practice manager and the candidate were establishing a stronger professional connection when they discovered that both belonged to and were passionate about the same national organization. They even had common connections in the community, which only helped to solidify the candidate’s excitement about the opportunity. We couldn’t have wished for a more ideal cultural match.

 “Serendipitous” Recruitment Stories Have One Thing in Common: Effective Client Communication

While the client’s constant communication with both Don and the candidate contributed to the placement’s speed, an article from The American Association for Physician Leadership (AAPL) notes that regular communication between providers and administrators instills trust. Two-way conversations allow administrators and physicians to understand one another’s perspective and discuss potential and existing challenges. Additionally, providing more autonomy regarding how their work is done and obtaining feedback about patient care and operations offers opportunities to increase physician engagement.

It is rewarding to be part of a homecoming for a hard-working, dedicated physician and his family. It also gives us great pride knowing that the medical group feels confident about its newest physician and the potential for long-term retention.

Digital Candidate Sourcing Drives Improved Recruitment ROI

To go from search initiation to offer acceptance in just 54 days is an incredible achievement in physician recruitment. Because our candidate sourcing process is 100% digital, we’re able to begin advertising a new position and actively screen candidates in days versus weeks and months. This positions our clients to potentially beat the average time-to-fill for any particular specialty, just as this medical group experienced.

Between our excellent track record of successful placements, a transparent fee structure, and our ability to show increased Reruitment ROI through our ROI calculator, we consistently earn a 97% client satisfaction rate. We’re also delighted that over 90% of clients trust us with multiple searches. To learn more about improving your physician recruitment and interview process, contact an experienced Jackson Physician Search industry professional today.


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How our Physician Leader Search Earned Doximity’s “Hire of the Quarter”


For two years, a Midwestern academic institution tried to fill a Family Medicine Department Chair position. Faculty members were all pitching in to help, but the lengthy vacancy was taking a toll on everyone. Impressed by our track record of quickly presenting qualified physicians, the institution decided to give Jackson Physician Search the chance to find its new physician leader.

With confidence, Regional Vice President of Recruiting Tara Osseck dove in to develop a clear understanding of the position. Her goal was to find the type of candidate that would be successful and fit into the culture. Tara worked with the client to refine the job description to reflect the position’s diverse responsibilities, including a unique clinical and administrative balance.

Greater Access to Physician Leaders

Once the role was accurately depicted, Tara leveraged several sourcing tools, including Jackson Physician Search’s 100% digital sourcing strategy allowed Tara greater access to a significant pool of physician executive candidates, targeting close to 450 physician leaders through Doximity alone. One of the candidates that jumped off the page was a mid-career physician who was currently on the faculty of an academic institution in Kansas. Dr. P had been working her way up the ladder and had significant leadership experience. But, she had not yet achieved the higher-level position she aspired to reach.

Tara reached out as Dr. P wasn’t actively looking for a new position, even though she deserved and wanted more for her career. As fate would have it, Dr. P had graduated from the very academic institution Tara was recruiting for and was very familiar with the university’s history and culture. Because she hadn’t been actively seeking opportunities, she was unaware of the Department Chair opportunity. As Tara spent time with Dr. P, she knew that this could be a perfect match.

The top three candidates were presented to the search committee, Dr. P included. Tara prepped the candidates for what ended up being a rigorous interview process. The search committee wanted to choose someone who was a great cultural fit and someone who could lead the department through future expansion.

Due to the pandemic restrictions, the interview process was conducted entirely virtually, including having the candidates present a lecture to students.

Doximity’s “Hire of the Quarter”

Ultimately, Dr. P was the candidate that the search committee gravitated towards, and she was offered the position. Her familiarity with the institution’s history and culture, as well as her strong combination of clinical skills and leadership experience made her the best candidate for the role.

In addition to earning Doximity’s “Hire of the Quarter,” it also had quite an impact on Dr. P as she sent the following note to Tara after being hired:

“Tara, I owe you a lot for ‘finding me’ on Doximity and partnering with me every step of the way. I know you were hired by the university, but I felt you also worked for me as well. I wouldn’t have found or landed the career-defining leadership role without your attention to detail throughout the process.” – Dr. P, D.O

Keys to Success

Clearly, Dr. P was a terrific candidate with the right skills, background, and clinical experiences that fit what the institution was looking for. But, there were several factors that Tara and Jackson Physician Search were able to bring to this process:

  • A 40-year track record built on trust and transparency and unparalleled access to physician leaders.
  • Because only 11% of candidates are actively searching for a job, our 100% digital sourcing strategy allows for a customized and targeted approach to reach passive candidates which account for 76% of the market.
  • Jackson Physician Search is the only firm where every recruiter has a Doximity license.
  • When sourcing candidates, the Jackson Physician Search team understands the vital role that culture and fit plays in recruitment and retention.

If your organization needs a trusted partner to help you find top-tier physician leaders, reach out to Jackson Physician Search today.

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How a Rural Hospital Won Over a Physician’s Heart with a Special Delivery


Rural hospital administrators have mastered the art of creativity when recruiting physicians to their communities. They’ve long learned that compensation alone isn’t enough to lure most physicians away from larger towns and cities, so they aren’t afraid to go the extra mile to create a memorable interview experience and community tour for interested candidates.

This was certainly the case for a 25-bed hospital in central Minnesota who needed to recruit a Family Medicine Physician. Katie Moeller, Search Consultant with Jackson Physician Search, had built a strong relationship with the Hospital’s Director of Recruiting over the years, and they shared the belief that successful physician recruitment required a proactive approach. With its patients’ healthcare needs at the center of their recruitment strategy, the hospital was never afraid to hire a physician earlier than needed. Their goal was to build an experienced group of skilled physicians on staff who fit the hospital’s culture and would stay. To accomplish this, the hospital’s leadership worked with a robust long-term staffing forecast.

When Katie initiated this search, she implemented the same strategy that she’d long used with this hospital. By casting a wide net, she could capture the interest of several candidates, even those who may not have previously considered a rural opportunity. Using multiple job boards and a targeted email campaign, Katie highlighted not only the community and the outdoor, family friendly lifestyle it offered, but she also focused on the hospital’s commitment to physician autonomy.

The Promise of Physician Autonomy is Hard to Turn Down

Dr. L quickly stood out as Katie was reaching out to 2020-21 residents. She had strong Minnesota ties and was already familiar with the region and the hospital, but Dr. L was honest in that she hadn’t strongly considered the benefits of practicing medicine in a rural area. After Katie explained that the hospital valued quality over quantity, which would allow her to provide the highest level of quality care without as much emphasis on patient volume, Dr. L agreed to Katie’s request to present her for consideration.

With a strong candidate in hand, the hospital’s leadership quickly set out to demonstrate why they have been so successful in recruiting preferred physicians.

Catering to the Needs of the Physician and the Family

One way a hospital can demonstrate its commitment to a candidate is through a well-planned, customized on-site interview experience. Dr. L’s schedule made an immediate interview tough, so it was scheduled for three months out. With only one chance to make a great first impression, the hospital used this time to ensure every detail in the itinerary would address the needs of Dr. L and her spouse.

Dr. L’s husband had his heart set on finding a place with some land, so the hospital connected him with a vetted real estate agent. It was vital to keep the husband engaged in the months leading up to the community tour and to help him feel invested in the process. Physicians who are considering a rural opportunity often do so with the expectation that it will be extremely family friendly. The hospital went the extra mile to recruit the entire family, not just Dr. L.

Prior to the interview, Dr. L had an itinerary in hand and could see the intense effort the hospital put into planning an interview and community tour that was tailored to her and her husband’s needs. Making a candidate feel special and welcomed is a key practice that the hospital integrates into every candidate visit. In this case, through earlier conversations, Dr. L had expressed her passion for providing addiction health and treatment, and the hospital had prepared ways in which it could support her ongoing efforts.

Welcome Home, Dr. L. Let Us Introduce You to the Doctor Who Made a Very Special Delivery

A social gathering was planned, so Dr. L and her husband could meet her colleagues, leadership, and other staff, and the hospital found the most unique way to demonstrate to Dr. L that it was invested in her past, present, and future. Since she was originally from the region, the leadership team reached out to the now-retired physician who had delivered Dr. L as a baby!

Creative and customized recruitment at its best, Dr. L appreciated the lengths the hospital went to in order to build a relationship with her that was based on more than just employment. Rather, she left the interview and community tour feeling part of a collaborative team, knowing the autonomy the hospital offered would allow her to practice medicine the way she had always envisioned, and assured that her husband’s needs were being met. She accepted the position and will soon take the next step in a very promising career.

If now is the right time for you to consider a new opportunity, the recruitment team at Jackson Physician Search is here to help you every step of the way. Search our open positions today and take the next step in finding a role that meets your career and lifestyle needs.

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How an Act of Kindness Helped a Rural Medical Group Recruit Its Newest Physician


Healthcare facilities in rural or “less popular” locations face an uphill climb in physician recruitment due to the growing physician shortage and maldistribution of providers. So, when a physician candidate shows genuine interest in the opportunity and appears to be both a clinical and cultural fit, a well-organized, on-site physician interview that includes a customized community tour is your best opportunity to seal the deal.

A Women’s Health Center in a community of 30,000 people in western North Dakota needed to recruit an OB/GYN to join its practice and came to Jackson Physician Search for help. Located close to the borders of Montana and Canada, the leadership team knew it needed a targeted and agile recruitment strategy that would identify physician candidates who would be a great fit overall with the group and who wouldn’t be turned off by long, windy winters in a remote location.

Since the Women’s Health Center had already received notice from the departing physician, identifying candidates quickly was a big concern. To alleviate that, Jackson Physician Search Divisional Vice-President Brent Barnacle shared with the leadership team that our 100% digital sourcing strategy allows for real-time adjustments to improve physician targeting and messaging strategy, often resulting in reduced time-to-fill.

Highlight the Strengths, Minimize the Weaknesses

While it is not always possible – especially during COVID-19 – a key component of successful recruitment is developing a comprehensive profile for the physician vacancy by traveling to the facility, meeting with key stakeholders and staff, and touring the community. As the health center’s ambassador, Jackson Physician Search Regional Vice-President of Recruiting Tara Osseck began the search by making the effort to fully understand the location, workplace culture, leadership philosophy, and staff. During the profile visit, she was also able to spend valuable time with the departing physician, who provided further insight about short- and long-term opportunities available to the right physician.

This first-hand knowledge is how Tara was able to look beyond the CV and identify candidates who were an ideal fit. By focusing on the many strengths of the opportunity, Tara connected with Dr. W and immediately had a sense that she would be an excellent fit. Originally from Toronto, Canada and currently in residency at the University of Buffalo, in New York State, Dr. W was not opposed to North Dakota winters but did have concerns about the remote location making travel to visit family difficult.

A strong match clinically and culturally, the candidate was open to considering the opportunity. Tara and the leadership team worked together to create a “red carpet” interview experience tailored to the physician’s individual needs. While at the facility, Dr. W met with all key stakeholders, physicians, and staff.

It was also crucial for Dr. W to spend time socially with leadership and her colleagues so that she would feel welcomed as part of the team and excited about the opportunity – two key factors physicians consider when deciding to accept or reject a job offer as noted in the 2020 Physician Interview Experience Survey. Additionally, she received a full community tour and was able to see for herself that everything she enjoyed outside of her career was readily available.

“This client mastered the art of the client/recruiter relationship and adopted recommended best-practices to provide presented candidates with a “red carpet” experience during the entire recruitment, negotiation and onboarding process. It made all the difference!”  

– Tara Osseck, Regional Vice-President of Recruiting

Small – but Meaningful Gestures – Helped the Physician Recognize Just How Much Her New Practice Cared.

The leadership team was very impressed with the physician from the moment Tara presented her. They felt she had the perfect interpersonal dynamics and practice approach that would mesh perfectly within the physician group. In such a competitive market, one small way that they were able to set themselves apart for Dr. W was the effort they put into learning about and understanding her.

To start, they helped Dr. W tap into North Dakota’s sponsored grant program to offset her medical student loan debt – a relief to a physician coming out of residency.

And knowing that she had family living in Canada, they routed her flight home from the on-site interview and community tour through Toronto. This not only allowed her to spend time with loved ones as she considered a major career decision, but also showed her how easy it would be to visit once she was living in North Dakota.

This small act of kindness left an impression on Dr. W and demonstrated just how aligned and connected she already felt with the leadership team and staff. Delighted, she received an offer and signed her contract shortly afterwards.

From Search Initiation to Placement in Under 90 Days

The leadership team and Tara partnered seamlessly to achieve a time-to-fill that is half of the national average. Some highlights that contributed to this success include:

  • Excellent communication. From the profile visit to weekly recruitment updates, the leadership team was readily available, pulled in partners for pertinent discussions, and provided timely feedback about presented candidates.
  • Market-competitive compensation and benefits package. The leadership team was open to adjusting the compensation package to meeting the needs of the candidate. Younger physicians often have different priorities than late careerists.
  • Designed a well-planned, on-site interview experience. Included all key stakeholders in the interview process and tailored the community tour to the candidate’s interests and needs.
  • Left no questions unanswered. The leadership team knew the practice from the inside out, including schedule and call requirements, patient volumes, equipment and ensured that every clinical and business question was answered.

“Recruiting an OB/GYN Physician to a smaller community in North Dakota in under 90 days is almost unheard of. It’s a testament to our recruitment methodology, by combining both the art of and science of candidate sourcing, Tara was able to match the right candidate to the right job.

– Brent Barnacle, Divisional Vice-President

Brent, Tara, and the rest of the Jackson Physician Search recruitment team are well-versed in helping healthcare organizations find, recruit, and retain physicians who are a clinical and cultural fit. Contact us today to learn how our track record is built on trust and transparency.

Key Takeaway From the 2020 Physician Interview Experience Survey: Six Steps to Delivering an On-Site Interview that Wins Over Physicians

  1. Commit to a single, comprehensive on-site interview that is customized for the candidate and leave no questions unanswered.
  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.


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Overcoming COVID-19 Recruitment Challenges Through Collaboration and Creativity


It’s human nature to look for positive outcomes in even the most challenging of situations, and in spite of our current reality, these times are no different. So, when a healthcare facility in Alabama came to us in the middle of COVID-19 after losing two Ear, Nose, and Throat physicians to retirement and relocation, Helen Falkner, a Senior Director of Recruiting at Jackson Physician Search, knew she had her work cut out for her.

Recruiting an ENT physician in Alabama can be a challenge under the best of circumstances for two reasons. First, Alabama falls in the top 10 states experiencing the worst physician shortages. Second, ENTs fall in the top 20 specialties in the highest demand.

Fortunately, the facility’s Director of Physician Relations/Recruitment & Service Line Development was undeterred by the less-than-ideal circumstances and well aware that delaying the search would only extend the costly vacancy. Working hand-in-hand with Helen, they immediately launched the search.

As with every new search, Helen wrote a compelling job overview and posted it on multiple job boards, launched a targeted email campaign to an extensive database of opted-in ENTs, and began contacting physicians directly within 48 hours. Excited about the opportunity, she knew the right physician would be open to a virtual interview process.

When One Door Closes, Another Opens

Dr. R was working on his fellowship and would complete his training at the end of June. He had already secured a position with a private practice and was scheduled to start at the end of the summer. Unfortunately, his contract with his soon-to-be employer was canceled as a result of financial hardships the practice faced due to COVID-19. Born, raised and educated in the South – specifically Louisiana – he was ready to return to his southern roots. So, when Helen contacted him about this new opportunity in Alabama, travel bans and virtual interviews were simply hurdles for both of them to overcome.

Helen and Hannah worked quickly to keep the momentum alive with Dr. R. They worked to quickly schedule a virtual interview that included several members of the physician and support staff, as well as a Facetime call where Dr. R. virtually “walked” around the facility so he could see the clinic with his own eyes.

Dr. R was then introduced to a local realtor who sent him information about the schools, neighborhoods and restaurants. She also sent him links to online videos with community information. Between Dr. R’s conversations with Helen, Hannah, and the Realtor he was able to gain a clear picture of the family oriented and vibrancy of the community. With a wife and two young children, finding a community where they felt comfortable and were close to other physicians was important.

In spite of the pandemic, recruitment was moving full speed ahead.

Recognizing that Dr. R was a great fit culturally, the facility didn’t want to lose him to another opportunity. Within a week of the virtual interview, they received a signed offer of employment from the candidate. And shortly afterwards, Dr. R even put in an offer on a new home!

With a typical ENT search taking six months or longer, this story is a testament to how effective a digital sourcing process combined with a virtual interview can be. Just imagine how long it would have taken to find suitable physician candidates if a direct mail piece had to be designed, printed and mailed.

While every successful recruitment story is unique, there is always a common thread between them. And, that’s the strong relationship a recruiter develops with a healthcare administrator. When it’s built on trust and everyone agrees on what it will take to fill the physician vacancy, there are few outside circumstances that can derail the search.

If your facility is looking to find a trusted recruitment partner, Jackson Physician Search has a team of experienced healthcare industry professionals who are ready to help you. Contact our team today.

Ross Hegenwald Placement Success Story

Teamwork Makes the Placement Work

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Teamwork Makes the Placement Work


Not much about life in the United States at the present moment resembles our usual definition of normal, but still life goes on and so does physician recruitment.  A hospital in Western Kentucky needed to hire a Cardiologist and reached out to Jackson Physician Search for help with the search in early February.  Fortunately, at that time, the devastating impact of Covid-19 was not yet taken hold, and JPS Senior Search Consultant Ross Hegenwald jumped on the opportunity with his usual energy.  He immediately traveled to meet with the hospital system executives and interviewed several of the other physicians on staff to formulate an idea of what personality traits would be a good cultural fit for them.

Shortly after the site visit, the pandemic had become serious within the United States.  Ross and his recruitment counterpart with the hospital system knew they needed a completely different game plan for this critical placement.  With the hospital campus shut down for on-site interviews or site visits, they collaborated on a video and virtual approach to recruiting candidates.

First, the hospital created a video to display the their campus, both inside and out, to ensure that potential candidates had an opportunity to see the facility and surrounding areas.

Then, Ross began screening candidates and quickly connected with Dr. A., a Cardiologist that was practicing in Wisconsin. Dr. A. explained to Ross that he had previously practiced in Kentucky, in a town about two hours away from the current opportunity.  He went on to say that he and his family were interested in moving on from the colder winters in Wisconsin.  Ross sent him the newly created video of the facility, and quickly arranged for Dr. A to participate in virtual interviews.

Before Covid-19, a well-planned site visit would have been organized with Dr. A. and his family to allow them to have an opportunity to visit the campus and meet with administrators and other physicians and staff.  Instead, to keep the recruitment process moving quickly, many of the staff members participated in video conference calls, where it was established that Dr. A would be a good fit culturally and professionally.

However, the challenge remained that Dr. A. wasn’t going to have an opportunity to experience a typical site visit.  To put his and his family’s minds at ease, they decided to hop in the car and make the eight-hour drive from their Wisconsin home to visit the community.

Upon arrival, everyone “masked up” and met with a real estate professional that worked with the hospital system. She showed Dr. A. and his family around town – driving through several local neighborhoods which allowed them to get a good sense of the area.  While certainly not a typical site visit, Dr. A. was sufficiently impressed, and after spending a couple of days, he decided to negotiate an employment offer.

One of the most amazing aspects of this particular placement is that the typical time needed to fill a cardiologist vacancy can be anywhere from six to eight months.  In this case, even in the middle of a pandemic, and with so many challenges to overcome, Dr. A. accepted the offer within 30 days.

It is no coincidence that this vacancy was filled so quickly and under such challenging circumstances.  This placement culminated because of the excellent teamwork between Ross and his hospital system recruitment counterpart.  Fortunately, Ross didn’t delay his visit to the hospital to see the facility and meet with the staff at the beginning of the search. This allowed him to have first-hand knowledge of the hospital, its people, and the community, which in turn allowed him to share that with the candidate. The creative use of video to showcase the campus and community and several of the hospital’s physicians on staff getting involved in the virtual interview process also played a huge role in this successful placement.

Every recruitment experience is inherently unique, but this one in particular inspires all of us. The hospital administrators forged ahead during a pandemic knowing the need for a cardiologist was still going to be there whenever life returned to normal. Their willingness to adapt in real-time to create a candidate experience that would attract a top-notch physician is a testament to their culture of excellence. Equally moving, for a physician to take a leap of faith and accept a position after a two-day road trip is more proof that healthcare providers can overcome just about any obstacles and challenges placed in their path.

The Jackson Physician Search team is comprised of healthcare industry professionals who have the skills, experience, and relationships to be your trusted physician search partner. Our recruitment professionals have access to industry-best technology to streamline your recruitment process and find quality candidates under even the most difficult circumstances.  Contact our recruitment team today and learn how we can make a difference for you.

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Serving the Under-served


Dr. A. had received a Doctorate of Dental Surgery in Damascus, Syria, and then again at the University of Southern California.  He enjoyed his work, but the long commute and time away from home had been wearing on him.  It was time to start looking for an opportunity located close to his home in Sioux Falls, South Dakota.

There are community health centers all over the country struggling to find and retain medical care providers for under-served populations. Such was the case with a small community health center in South Dakota that had been unsuccessfully searching for a dentist to add to their staff.  The clinic, an FQHC, also provides dental clinic services in three area schools to help serve a large rural population that can’t make it to the main location.  Because the FQHC was on an extremely tight budget and had already spent money the past two years trying to recruit a dentist, they were hesitant to contract with a search partner.

Eventually, the administrators at the clinic agreed to a call with Tara Osseck, Director of Recruiting for Jackson Physician Search.  During the call, Tara was able to share specific data, available resources, and highlight recent successes.  The clinic agreed to partner with JPS in late July, and Rebecca Larsen, a Jackson Physician Search Recruitment Consultant got started right away.

Rebecca traveled to the clinic to learn more about the community.  She found a growing community with many new developments, but also a large rural population in surrounding areas.  Armed with this information, she dove into the search to find the right candidate.  Dr. A. was practicing about three hours south of the FQHC that Rebecca was busy recruiting for and was completely unaware of the clinic’s need, despite their 2-year search to find someone.

Within two weeks of her visit, Rebecca and Dr. A connected, and both determined that the FQHC opportunity was a perfect fit for Dr. A. and the clinic. That fit was even more evident when Dr. A, learned that the clinic administrator shared his commitment to mission work. Dr. A. has a long history of spending time providing free dental services to military veterans and also impoverished communities. Now, he was beyond excited to have a new job close to his home that would also afford him time to continue his volunteer work.

In all, from starting the search to a signed contract with Dr. A, it took an amazing 39 days.  Obviously, in today’s competitive physician recruitment environment, not every search is completed within that short of a timeframe, but it does illustrate how a trusted, professional recruitment partner can bring together an opportunity and a physician to create a win-win scenario for both parties.

If you are looking for a partner that can help with your job search efforts, contact the professionals at Jackson Physician Search today.


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How a Recruiter Can Make a Connection That’s Just Right


Many physician searches for small, rural hospitals stretch on for months.  The key is finding a doctor who is ready and willing to relocate to a small community, and that sometimes takes time.  Having a successful recruitment to a small West Texas hospital last 42 days is almost unheard of, but that is exactly what happened for Jackson Physician Search recruitment professional, David Isenberg.

David’s client was located in a Western Texas town of about 10,000 people and had been unsuccessfully trying to recruit a family medicine practitioner with Obstetrics experience and credentials.  Ideally, they were hoping to find an experienced physician who could act as a mentor to the other physicians on their staff and provide much-needed leadership during a period of transition for the newly renovated hospital.

David made contact with Dr. K, who was practicing in Central Texas. At the time of her contact with David, it was just the right time for her to make a new move.  Shortly after starting this search for his client, David became aware of Dr. K and immediately pursued her.  She had the OB/GYN experience and had many of the character traits that they were looking for.  He reached out to her and discussed her level of interest in a move to West Texas.

After discussing the opportunity, Dr. K knew that this was an opportunity where she could be successful.  Within weeks, Dr. K made arrangements to clear her schedule for a site visit.  While that was happening, the hospital CEO made plans for a site visit that would seal the deal with Dr. K.

While on her visit, Dr. K met with just about everyone on the hospital staff, she met with the mayor of the town and many others. The locale is known for its wineries, so part of the site visit was at a nice wine tasting event where Dr. K was able to meet with the hospital Board, the head of the school district where her son would be going to school, and even folks from the community who showed up at the event.

Things were progressing rapidly, and David was able to play an intermediary role throughout the process. The hospital CEO communicated directly with Dr. K, which really kept the negotiations moving toward a successful conclusion.  During this time, Dr. K was presented with other offers, but she ultimately chose this one because of how well she was treated during the site visit, the potential of the opportunity and the open dialogue she had with the CEO.

Not every search will last just 42 days, but even with a short time frame, this client did everything right, which ultimately landed them the physician they needed. They prepared a top-notch site visit, maintained open communication throughout the recruitment, and moved quickly through the negotiation process.

This search went so well the client has engaged JPS to identify an additional provider for the hospital.

If you need help looking for new opportunities, contact Jackson Physician Search to learn how our expert recruiters can help you today!

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Why SEARCH is the Key to Your Digital Recruitment Strategy


This is the final article in our two-part series on why a digital recruitment strategy is the key to a successful physician search. To review part one, click here.

Now that we have described why a digital recruitment strategy is so important, let’s take a deeper dive into what goes into a successful program.  When done effectively, it is your best resource for finding and engaging both passive and active job candidates.  Previously, we discussed using national job boards, targeted emails, specific and engaging social media activity, and Doximity to pinpoint the candidates who have the best chance of being a skill set and cultural match for your organization. A targeted outreach using a variety of sourcing mechanisms is your best opportunity to optimize your time and recruitment dollars.

As you are developing a strategic and effective protocol to successfully drive your digital recruiting activities, there is one word that provides the framework for all of your activities, SEARCH.  Let’s break it down further.

SEGMENT – In order to avoid inefficient and overused messaging, it is important to SEGMENT and skillfully target the physicians who have the best opportunity to both be interested in your messaging, but also be a strong candidate culturally and skill wise.

ENGAGE – The content that you are publishing online should be consistent with your brand and engaging to your network of physicians, their peers, and colleagues.

AUTHENTIC – Your content should convey a voice and a tone for your organization.  Staying true to that tone will serve to develop the authenticity of your communications. When done well, those who read and engage with your content will know who the author is intrinsically.

RELEVANT – Producing content just to have something out there is not an effective way of engaging with physician candidates.  Your content should be planned out and produced to be relevant to your audience’s interests and motivations.

CREDIBLE – As you and others in the organization work toward developing a network and building your organization’s digital presence, credibility is extremely important. Your organization should be relied upon as a trusted resource with messaging that exudes your commitment, values, and expertise.

HABIT – Keeping your content fresh, relevant, and engaging is not a once in a while proposition.  It is extremely important to build upon the gains you make by staying in the newsfeed of those you are interacting with. As your network grows, you are generating traffic and engagements that will pay off in the future.

Developing a successful digital recruitment strategy can be a daunting organizational undertaking, but it doesn’t have to be done alone.  There is never a reason to “reinvent the wheel” when you can rely on a trusted partner and resource that has a team of experts who already have a mastery of the digital recruitment landscape.  Contact Jackson Physician Search today to find out how we can help you take your recruitment efforts to the next level.

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Focus On Culture To Build the Perfect Team


Are you having staffing issues and problems with turnover?  Does the cost of constantly recruiting physicians get brought up at every meeting?  If either of these situations sound familiar, your organization might have a culture problem. There is a growing amount of discussion regarding culture and fit, and how physicians today are placing more emphasis on finding a workplace that is aligned with their values.  The working professional’s website, LinkedIn, sponsored research into the role culture and fit play in workplace satisfaction and retention.

Do you know what is most important to your physician team?  If you are operating under dated assumptions, you would probably say it’s all about the money.  In today’s healthcare environment, physicians who are unhappy with their current situation have ample opportunities to move on and find a position with more control over their work/life balance and an environment that is consistent with their values. According to LinkedIn, 70% of professionals today would not work at a leading organization if it meant tolerating a bad workplace culture. If you think you can buy their happiness and loyalty, think again. An impressive 65% of survey respondents are willing to put up with lower pay if it means they can work in a better environment.

As you already know, physicians are suffering from burnout in record numbers. To stem the churn, administrators need to gain a better understanding of what type of culture exists currently, and what they envision for the future.  A good place to start is by reviewing a study conducted by Jackson Physician Search, The Engagement Gap. The results indicate a vast difference between what physicians believe about the workplace and what the executives believe. For example, less than 50% of physicians believe they are being treated fairly, while almost 70% of executives believe that their doctors are treated fairly.  In that same vein, only 48% of physicians feel they are always treated with respect, while 78% of executives feel that physicians are treated respectfully.  One area where doctors and administrators agree is that the majority of both groups admit that communication needs to be improved.

Once the culture and types of behaviors needed to support and foster a better work environment are understood, leadership must clearly communicate the message throughout the organization via words AND actions. None of this happens overnight in any workplace, but over time, tangible results are visible through improved performance, stronger physician engagement, and more successful recruitment and retention.

For more information about how Jackson Physician Search can help you find and retain qualified physicians and advanced practice professionals that fit within your culture and values, contact one of our experienced healthcare recruitment professionals today.

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