Jackson Physician Search Recruiter Lands an Addiction Medicine Physician in Just 54 Days for Medical Group

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For independent physician groups, physician recruitment can be especially challenging. Private practices are increasingly being acquired or are merging with other groups. These larger healthcare organizations have greater resources to recruit, including in-house recruitment teams in many cases. For those practices that remain independent, they often find themselves competing with larger healthcare organizations for both patients and talent.

This is exactly where a small addiction medicine group in Canton, Ohio found themselves as they entered 2022. They were in need of an additional addiction medicine physician, but they knew they didn’t have the internal resources to focus on recruitment. Fortunately, Jackson Physician Search Recruiter Nathan Collier was happy to assist. Little did he know, the small client in Ohio would prove to be a model client, one for whom he would find a physician in just 54 days. 

Understanding the Importance of Flexibility and Work-Life Balance

The client had a clear idea of who they wanted to hire, but they also understood the need to be flexible. Ideally, they wanted a family medicine physician already certified in addiction medicine, but they were open to hiring someone without the certification, as long as they agreed to get it within their first year of employment. The client was also flexible about the physician’s schedule. The physician could dictate which days they would spend at each location. 

Nathan knew the more flexibility they could offer, the more attractive the opportunity would be, so he asked them to consider a four-day workweek. After Nathan shared survey data about the increasing impact of work-life balance on physician job satisfaction, the client agreed. They were willing to do whatever they could to increase the chances of finding the right physician quickly. 

Nathan crafted the job ad, focusing on the position’s flexibility and highlighting the group’s mission. He posted the physician job ad to a broad network of job boards and also sent it by email to relevant physicians in the JPS database of engaged physicians. Shortly after the email went out, Nathan received an inquiry from Dr. M, a family medicine physician in Tennessee who was open to relocation. Nathan picked up the phone to call her immediately, and the two connected right away.

A Physician Looking for a Fresh Start

From the first conversation, Nathan was impressed by Dr. M’s positivity. She was excited about the opportunity and expressed a level of interest he had not seen in other candidates.  

Though Dr. M was not currently working in addiction medicine, she was drawn to the organization’s mission and expressed a desire to get the certification. The issue was one that was close to her heart. The four-day workweek was also appealing, as was the idea of moving to a new location. She and her fiance, along with her two children, were eager to learn more.

Nathan was impressed and knew the client would be too. He presented her to the client within 48 hours. They scheduled a call, which went predictably well. In a matter of weeks, Dr. M and her fiance were flying to Canton for the on-site interview.

Family-Focused Physician Interview

Many organizations will roll out the red carpet for candidates when they come for on-site physician interviews, however, Nathan advises clients to leverage what they know about the candidate to impress them on a personal level. It’s not only welcome baskets and fancy dinners, but rather, speaking to the candidate’s interests and showing them how they specifically might be a cultural fit with the organization and the community. 

For Dr. M, this meant showing her fiance potential spots for him to relocate his small business and talking him through some of the details involved with starting a business in Canton. It also meant a tour of the Football Hall of Fame, something the client knew would mean a lot to Dr. M and her football-loving family.   

“The client went above and beyond,” said Nathan. “I wish all of my clients would put as much effort into recruiting the whole family.”

The effort worked. Dr. M and her fiance left feeling like they’d found their next home. Within the week, Dr. M had received an offer.

Flexibility and Family-Focused Recruitment for the Win

After some negotiating, Dr. M accepted the offer. It wasn’t the highest one she received, but her connection to the mission brought value that the other opportunities couldn’t match. This, coupled with the support of her fiance and her children, was everything she needed to feel confident accepting the offer.   

Nathan was thrilled to not only help Dr. M fulfill her purpose, but also, to bring such a strong cultural fit to his client–in a remarkable 54-day timeline. Nathan attributes the initial success to the job ad, which highlighted the flexible schedule. Once the job ad drew in Dr. M, the client’s family-focused recruitment efforts earned the support of Dr. M’s fiance, and by extension, her kids too. And of course, Dr. M’s strong connection to the mission was a result of the client’s ability to demonstrate their values in a way that connected with Dr. M.

It’s not magic nor is it luck. This client listened to Nathan’s advice and did everything possible to create their own positive outcome. From being open to Nathan’s expertise on how the position could be structured, to their above-and-beyond on-site interview efforts, to the way they exemplified their mission and culture–this was the model client, and they got the results they deserved. 

If your organization needs assistance recruiting physicians or advanced practice providers to support your team, Jackson Physician Search can share our expertise and set you up for success. Contact us today

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Physician Recruiter Answers a Big “Ask” with 44-Day Family Medicine Placement

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With the help of a colleague, recruiter Don Evans made an incredible 44-day family medicine placement in rural Texas.

When the CEO of a healthcare system in rural Texas submitted an inquiry through the Jackson Physician Search website, Divisional Vice President Cheyenna Villarreal responded right away. She learned they needed a Family Medicine physician to lead a clinic and small inpatient facility an hour east of Houston. Cheyenna outlined the Jackson Physician Search 100% digital physician recruitment approach, but after consideration, the CEO felt they could place the physician on their own. Cheyenna wished him well but asked if she could stay in touch. 

Over the next six months, Cheyenna checked in several times. With each update, the CEO assured her they were making progress and had plenty of candidates, until eventually, they didn’t. They were running out of time and ready to give Jackson Physician Search a try. 

A CEO with High Physician Recruitment Expectations

“I did not sugar coat anything, and I knew my parameters were tight, “ explains the CEO. “I wanted someone ready to go in 90 days.”

The average length of a family medicine physician search is 180 days, so the pressure was on Don Evans, Senior Search Consultant at Jackson Physician Search. Not one to shy away from a challenge, Don traveled to the facility to meet the CEO and other administrators. He immediately recognized that the role would only appeal to a small subset of family medicine physicians as it involved some inpatient care but nothing acute. 

On top of the challenges of the role itself, the team was very specific about what kind of physician they felt was needed to fit in with the rural community members. Don noted their preferences, but he already had a candidate in mind who just might be perfect for the job.       

A Family Medicine Physician Searching for His Next Step

Several months prior, Don’s colleague, David Eisenberg, had connected with Dr. M about a family medicine job in the Texas panhandle. Dr. M had led a practice in rural Idaho for twenty years and wanted to relocate to Texas to be closer to family. However, when the position didn’t work out, he took a locum tenens job until he could find the right opportunity. 

Knowing Don had multiple clients in Texas, David had introduced Don to Dr. M, and the two got to know each other. When Don met with the new client, Dr. M immediately came to mind. Dr. M was clinically qualified, interested in working in that part of Texas, and enthusiastic about the scope of the specific role. He also had the experience to expand the service line of the clinic to do more women’s health, something Don hoped the client would find appealing. 

“This Is the One.”

“I just knew this doctor was the right doctor,” says Don. “But he didn’t check every single one of their boxes, so I picked the right moment and said, ‘You gotta see him. This is the one.’”

The administration agreed to meet with Dr. M, and Don’s instinct proved to be right–they fell in love with him. Even the CEO, who rarely spent any length of time with candidates, spent half a day with him. Dr. M was qualified, enthusiastic, and extremely personable–everything they needed in the role.

Dr. M was equally impressed. He felt he could make an impact at the clinic, and its location put him within an hour of his mother, the primary reason he was moving to Texas. When the organization extended a generous offer, he didn’t have to think twice before accepting. 

Unprecedented Physician Recruitment Results  

Because he had been working in locums positions, Dr. M started the job almost immediately.

“I’ve been doing this for 20 years, and I’ve never had this happen!” says Don. “Dr. M signed the contract on a Thursday and started the following Monday. The client arranged housing and everything else he needed. He just had to show up.”

Searches are typically measured from the start of the search to the contract date, but the start date is often months or even a year out. In this case, however, it took 44 days from the start of the search to a signed contract and just a few days more to Dr. M’s first day–truly unprecedented results. 

An “Others First” Culture of Teamwork

So, what is the secret to these unprecedented physician recruitment results? 

While Don acknowledges some “kismet” involved, the culture of teamwork at Jackson Physician Search certainly played a part. When David introduced Don to Dr. M, it was because he truly had Dr. M’s best interests at heart and knew his teammate, Don, might be able to help. David’s “others first” mentality allowed him to put Dr. M’s needs before his own desire to secure the placement. This is a core value of Jackson Physician Search. 

Don also attributes the success to the client’s readiness to act quickly and his own ability to fully understand both the needs of the client and the needs of Dr. M, who became a good friend. 

The CEO, of course, was thrilled with the results. 

“I had high expectations and Don exceeded them–clearly. He found a great physician who was already Texas licensed and could start right away.”

If your organization needs assistance with a particularly difficult search, the team at Jackson Physician Search has the expertise and national reach to achieve the results you need. Contact a physician recruiter today to learn more.   

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California Dreaming: Physician Recruiter Helps a Married Physician Couple Find Their Dream Jobs

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While there are undeniable benefits to marrying someone who understands your career ambitions and day-to-day stressors from their own first-hand experience, when job searching, dual-physician couples often must accept that where one’s fate lies, so does the fate of the spouse. As these married physician couples are coming out of their residencies, they face some additional uncertainties when seeking their first physician jobs. Will they find jobs at the same healthcare organization? In the same community? Or will their daily commutes take them in opposite directions? 

Married Physicians with California Dreams 

Anesthesia resident, Dr. S was all too aware of the challenges ahead as he and his wife, an ER physician, both entered their last year of residency in Manhattan. After living and working in one of the country’s largest cities, the couple was hoping to find jobs in a smaller community with some charm. Dr. S had enjoyed living in California at one time, and he and his wife had family out west, so when he saw a posting on Doximity for an anesthesiology job in Salinas, he reached out to the recruiter right away. 

Recruiter Becky Casias admits that the job search can be tough for married physicians. “You may have a perfect fit between a client and a candidate, but there is that additional challenge of finding a second opportunity for the spouse.”

According to data from a recent Jackson Physician Search and LocumTenens.com survey, the situation isn’t all that rare. In fact, nearly one in five Millennial physicians is married to another physician. The benefits and challenges of dual-physician marriages are many, but how does this pairing impact the physician job search? 

This was Becky’s first thought when she spoke to Dr. S on the phone. She could tell immediately that he would be a good fit for her client, an anesthesia group that was part of a growing hospital in Salinas. However, she wondered how his wife’s physician job search would affect the process.  

Two Successful Physician Interviews

Becky felt certain her client would like Dr. S, so when presenting him, she shared that his wife, an ER physician, would also be looking for a job in the area. The group indeed wanted to meet Dr. S, so they asked the hospital to find out if the ER group was hiring. While there was not a current opening in the ER group, at Becky’s suggestion, they agreed to meet with Dr. H while she was in town with her husband.   

The couple flew to California in early December to meet their prospective employers. It was easy to fall in love with the Monterey area with its quaint towns and coastal scenery, and the job opportunities were attractive too. One of the partners in the Anesthesia group was an alumnus of the same university Dr. S had attended as an undergraduate student, and the two of them instantly hit it off. Dr. H, for whom collegiality was very important, found what she had been looking for during the physician interview process. 

Both Dr. S and Dr. H were impressed with everyone they met, and the feelings were mutual. The anesthesia group was ready to extend Dr. S an offer, and though the ER group had not planned on hiring a new physician, they could see it would be a mistake to pass on Dr. H.

Married Physician Job Search Success

The physicians were thrilled to receive two offers from their prospective employers. After a few weeks of working through the logistics, both Dr. S and Dr. H signed contracts and were eager to start their new physician jobs in California.  

Finding one physician’s “dream job” is difficult, and finding a second in the same place is almost impossible. However, if both physicians are clear about their shared priorities and open-minded about everything else, it is much more likely that they will find two physician job opportunities that meet their needs.   

“There are a lot of moving parts when coordinating two offers,” says Becky. “But it’s not every day you get to place a husband and a wife together, and I was thrilled to help make it happen.”

Whether you are on the hunt for one physician job or two, the physician recruiters at Jackson Physician Search have the network and expertise you need to aid your search. Contact the Recruitment Team today or search physician jobs now.

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Rural Hospital Client Wins Big with 3 FMOB Placements in 1 Month

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When Jackson Physician Search Director of Recruiting Katie Moeller first met with her new client, a 100-bed, rural hospital in Iowa, they needed help recruiting an OB-GYN to support the current (and only) OB-GYN on staff. Katie knew all too well the challenges of recruiting a rural OB-GYN physician, but she was prepared to do whatever it takes to find the right candidate. 

Just as the OB-GYN search got underway, the client came back to her with a second request. They also needed to find an Internal Medicine physician. This too, would be especially challenging in a rural setting, but Katie diligently took down all the details and prepared to launch a search for the second opening. 

A Market-Driven, Outside-the-Box Idea

When the client came to her with a third request, however, a lightbulb came on in Katie’s head. This third search would be targeting a Family Medicine physician, so Katie asked her client if they would be open to a Family Medicine physician doing Obstetrics. She knew from her recent work with Family Medicine residents that there was a small but notable number of trainees who were eager to incorporate OB into their future practices.

The client considered her question and didn’t see any problems with the idea. They also discussed that hiring a Family Medicine physician who could also do Obstetrics would ease the call burden on the current OB-GYN as well as the new OB-GYN they sought to hire. Katie could highlight the reduced call in her still-open search for a second OB-GYN.

“Family Medicine With On-the-Job Obstetrics Training”

It was all well that the client was open to hiring an FMOB, but would the current OB-GYN on staff be willing to mentor a Family Medicine physician without any formalized training in Obstetrics? When the staff OBGYN, Dr. S, was presented with this question, the answer was a resounding, “Yes!” Not only was he willing to train a Family Medicine physician, he was excited about the idea. 

His enthusiasm, coupled with the influx of strong candidates responding to the revised FMOB job ad, allowed Katie to think even bigger. She had found multiple strong candidates for the Family Medicine position but had very few applicants for the OB-GYN and Internal Medicine openings. She wondered if these Family Medicine candidates, eager to learn Obstetrics, could offer similar services as both the OB-GYN and Internal Medicine physicians. 

A True Understanding of the Client’s Needs

Katie spoke to the client regularly so she could understand and adapt to their needs. She knew her client’s patient population skewed older, and the Internal Medicine physician would likely need to have experience with geriatrics and patients with comorbidities–something not all Family Medicine physicians necessarily relish. However, since Katie knew this was an important criteria, she could screen her Family Medicine candidates for it. Many of them had this experience, thanks to attending inpatient medicine-heavy residency programs. 

Ultimately, Katie presented three strong Family Medicine candidates who were eager to learn Obstetrics. None were from Iowa, something the client had on their wishlist, but the client was willing to overlook it. The administration recognized the candidates’ talent and appreciated their passion to learn. The client extended three offers in one month.

As for the candidates, they were thrilled to have the opportunity to expand their knowledge of  Obstetrics under the tutelage of Dr. S. Each one’s desire to further develop their OB skills  was motivated by different things–a lifelong dream, a love of babies, etc.–but all of them understood the magnitude of the opportunity. Finding an employer that needed a Family Medicine physician to “do it all”– and a mentor willing to train them — was truly a gift for these three eager physicians. 

Secrets of Rural Physician Recruitment Success

How did Katie do it? Katie credits the client for their flexibility and willingness to leverage her as a consultant and consider her ideas. However, it was Katie’s deep understanding of the market that allowed her to detect the small but still significant trend of Family Medicine residents wanting to incorporate Obstetrics, especially under the eye of a willing mentor. She suspected there would be no shortage of Family Medicine candidates if the client could offer them advanced Obstetrics training–and she was right.

It was also critical that Katie had a full understanding of her client’s needs. 

“I was on the phone with the VP every other week for at least half an hour,” Katie says. “I was always asking questions to learn more about how things were going in primary care–patient volumes, who was taking call, how the physicians were feeling about the workload. I needed to really understand what was motivating the search for these three different types of physicians. This allowed me to consider other ways we might meet their needs.”

The client’s needs were certainly met. Instead of waiting the standard 1-2 years to find an OB-GYN, an Internist, and a Family Medicine physician, they have 3 FMOBs starting this summer. These results can be attributed to a creative physician recruiter with market insight and the client’s flexibility and openness to consultation.  

If you are struggling to find candidates to fill a current need, contact the Jackson Physician Recruitment team today. Our market expertise and creativity may be just what you need to help you find the best physician for your organization.

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Physician Recruiter Makes 42-Day Family Medicine Placement for Groundbreaking Clinic

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When a ground-breaking wound care clinic in a suburb of Atlanta lost its sole physician unexpectedly, the practice manager immediately reached out to Jackson Physician Search for help. He submitted a query through the website the day before Thanksgiving, not hopeful that he’d hear from anyone before the holiday. Much to his surprise, Business Development Manager Brittany Lee got in touch right away. The need was clearly urgent, so she arranged an in-person meeting the following Tuesday. 

At the meeting, Brittany outlined exactly what JPS could do to find the right physician for the clinic. The practice manager was impressed by the JPS 100% digital physician recruitment strategy, and he specifically appreciated how quickly it could be implemented. He felt the transparent fee structure was more than reasonable and signed a contract at that first meeting. The organization was motivated to do whatever it would take to find the right physician as soon as possible, and Jackson Physician Search was ready to support them.     

Searching for a Physician Leader

Brittany teamed up with Search Consultant Sydney Johnson, who visited the clinic right away to learn more about the need. The clinic specialized in administering cutting-edge wound care technology, and the physician would work with a large team of advanced practice providers to treat patients in nursing homes or other homecare settings.

They would also oversee the treatment of patients in the office for injections and diabetic infusions. As the leader of a large team of mid-levels, the ideal candidate would have solid leadership experience. However, the practice manager was clear that the right physician would be compassionate and inspiring in order to be a good fit for the team. 

While the practice manager was specific in what type of leader he wanted, he was very flexible with respect to the other qualifications for the job. He was open to a physician of any specialty as long as they were board eligible and had an interest in wound care. They were open to giving the position a Medical Director title, but this experience wasn’t essential. Sydney knew this flexibility would help her find more candidates quickly, and the fact that the position required no call and no weekends would make the job even more attractive. 

An Attractive Physician Job Opportunity

Sydney crafted multiple versions of the job posting to share on the JPS vast network of online physician job boards. Through the Jackson Physician Search partnership with the American Academy of Family Physicians, Dr. C saw the job posting on the AAFP job board. He was attracted to the “Medical Director” title, which Sydney had highlighted in one version of the job posting. Dr. C also liked that the job was 100% outpatient.

Dr. C reached out to Sydney by email, and she called him right away. During their conversation, they realized Dr. C had actually known and respected the physician whose role he would be assuming. The coincidental connection seemed like a sign, and the fact that he had experience as a Medical Director in a nursing home made him an excellent candidate. Sydney presented him to the practice manager the very next day.

The practice manager was eager to meet Dr. C, and since he was local, they arranged for him to come into the office the day after he was presented. He hit it off with everyone on-site, so they arranged a virtual interview with the clinic’s CEO, who lived out of state. This too, went well, so an offer was extended immediately. Dr. C signed the contract on January 11th, just 42 days after initiating the search. 

Secrets to Physician Recruiting Success

Sydney credits the recruitment success to her client’s flexibility and speed of response.

“They weren’t fixated on finding someone with a given specialty or level of experience. As long as the candidate was compassionate and had a genuine interest in their mission, they were willing to consider them,” says Sydney.

The urgency of the need meant they were also motivated to act quickly. The speed of response allowed the search to move forward even through the holiday season.    

The fact that the job came with a competitive salary and great perks also made Sydney’s job easier. However, Sydney’s masterful skill in crafting the job posting and ensuring it was seen by the ideal audience was essential. Together, Sydney’s digital recruitment expertise and the client’s flexibility and responsiveness ensured a successful search on a timeline that beat all expectations.

If you have an urgent need to fill a physician vacancy, the Jackson Physician Search team has the expertise and experience to produce results quickly. Contact a Recruitment Specialist today. 

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It Takes a Village: Physician Recruiters Team Up to Help Physician Find the Perfect Fit

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After serving a rural community in Idaho for more than twenty years, Dr. M and his wife were ready to move south to be closer to family in Texas. As a family medicine physician, Dr. M knew there would be plenty of family medicine job openings, but it was important to him that he find the right fit. He wanted to work for an organization where he could make a real impact.  

When he received a marketing job email from Jackson Physician Search regarding an attractive family medicine job in Texas, Dr. M reached out to the recruiter, David Isenberg. David was quick to respond and the initial conversation proved to be the first of many. The two had instant rapport, and David felt Dr. M would be a good fit for his client. 

Ultimately, the opportunity did not pan out for Dr. M, but David asked if they could stay in touch. Dr. M agreed. In the meantime, he planned to start the process of getting a Texas medical license so he could work as locum tenens until the right opportunity came along. Dr. M thanked David for keeping him in mind for future Family Medicine job openings.

A Commitment to Serving Physicians

David would do more than just keep him in mind. He had formed a connection with Dr. M and genuinely wanted to help him take the next step in his career. Though David did not have any current Texas clients with a Family Medicine job opening, he knew that others in his Jackson Physician Search regional office might. David reached out to several of our recruiters and made the introductions. 

When David introduced Dr. M to JPS Senior Search Consultant Don Evans, Don did not have an active Family Medicine search open but knew it wouldn’t be long before he did. He reached out to Dr. M for a “get-to-know-you” call. The two instantly hit it off. They were in similar stages of life, and Don understood Dr. M’s motivation for change. 

A Client with an Urgent Family Medicine Need

A few weeks later, Don received a client in rural Texas, about an hour outside of Houston. The organization had been searching for a Family Medicine physician for over six months, and they were ready to enlist the help of a national physician recruitment firm. The need had become urgent, and the CEO was clear about wanting a Texas-licensed physician who could start right away.    

When Don met with the new client, Dr. M immediately came to mind. Dr. M was clinically qualified, interested in working in that part of Texas, and Don knew from their initial conversation that Dr. M would be enthusiastic about the scope of the specific role. He also had the experience to expand the service line of the clinic to do more women’s health, something Don hoped the client would find appealing. 

A Perfect Fit

“I just knew Dr. M was right for this role,” says Don. “But he didn’t check every single one of the client’s boxes, so I picked the right moment and said, ‘You gotta see him. This is the one.’”

The administration agreed to meet with Dr. M, and Don’s instinct proved to be right–they fell in love with him. Even the CEO, who rarely spent any length of time with candidates, spent half a day with him. Dr. M was qualified, enthusiastic, and extremely personable–everything they needed in the role.

Dr. M was equally impressed. He felt he could make an impact at the clinic, and its location put him within an hour of his mother, the primary reason he was moving to Texas. When the organization extended a generous offer, he didn’t have to think twice before accepting, and he started the job almost immediately.

An “Others First” Culture of Teamwork

The culture of teamwork at Jackson Physician Search played a critical role in Dr. M’s physician job search success. When David introduced Don to Dr. M, it was because he truly had Dr. M’s best interests at heart and knew his teammate, Don, might be able to help. David’s “others first” mentality allowed him to put Dr. M’s needs before his own desire to secure the placement. This is a core value of Jackson Physician Search and one that carries through everything we do. 

Don also attributes the success to his own ability to fully understand both the needs of the client and the needs of Dr. M, who had become a good friend. 

“It was an honor to work with Dr. M,” says Don. “He’s such a genuine person, and I was thrilled to find him an opportunity where I truly believe he will be happy for the rest of his career.” 

If you want to work with a physician recruiter that will keep your best interests in mind, the team at Jackson Physician Search would love to get to know you and find out how we can help. Contact a physician recruiter today to learn more.

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Worth the Wait: Physician Recruiter Finds Perfect Resident for Rural Hospital

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The physician shortage continues to be top of mind among healthcare leaders around the nation, but perhaps nowhere is it felt more deeply than in the nation’s rural areas. Intensifying the problem is the fact that rural physicians are retiring in droves and the number of medical residents who grew up in rural areas is declining. These, of course, are the physicians most likely to return to rural areas to practice. 

Fortunately, a new report from Jackson Physician Search, Rural Physician Recruitment and Staffing Survey Results, suggests the tide could be turning for rural physician recruitment. In the recent survey, 90% of physicians and advanced practice providers said they would consider practicing in a rural location if conditions were well aligned. 

The physicians are willing if the right opportunity is presented to the right person at the right time, but it takes a true recruitment expert to successfully combine these factors. A recruitment expert at Jackson Physician Search recently demonstrated her expertise in doing exactly this for a rural hospital in Arkansas. Learn how recruiter Tonya Hamlin helped her client secure two specialists to practice rural medicine.

A Reputation for Successful Rural Physician Recruitment 

When the CEO of a 90-bed facility in northwest Arkansas met with Gary Seaberg, Regional Vice President of Business Development at Jackson Physician Search, he was aware of the firm’s reputation for successful rural physician recruitment. The facility had an existing relationship with a competing physician search firm, but the CEO had concerns about their ability to fill an urgent general surgery vacancy. 

Gary pointed to the JPS track record of rural physician recruitment success and explained the 100% digital physician recruitment strategy that worked so well for their clients. The CEO was eager to move forward, so Gary turned the search over to Tonya Hamlin. Tonya applied her digital recruitment magic and found the perfect General Surgeon in just 90 days.  

The client was thrilled and wondered if Tonya could produce similar results with an OB-GYN vacancy that had been open for over a year. He canceled the search with the competing firm, and entrusted it to Jackson Physician Search.  

The Search for a Rural OB-GYN

To ensure full transparency and help set the client’s expectations, Tonya was forthright about the challenges involved with placing an OB physician in a rural market. She discussed the supply and demand data for OBs, which showed more vacancies than qualified physicians available.

The odds may have been against them, but Tonya was not discouraged. She had visited the location and was impressed by the breathtaking mountain views and the engaging people, both at the facility and in the community. The facility itself was impressive and she knew potential candidates would find it attractive if she could persuade them to give it a chance. The hospital was one of the premier employers in the area and was located just 90 minutes from a major metropolitan area.

Tonya utilized a comprehensive digital search strategy focusing on the quality of the facility, the salary potential, and the organizational culture. She wanted to find a candidate who fit and would be successful in the position long-term. The opportunity would be right for someone, but who? 

A Commitment to Rural Medicine

Healthcare administrators in any setting–rural, urban, or suburban– recognize the value in hiring a physician with ties to the area. So, when a young resident, originally from Arkansas, responded to the online job posting, Tonya set aside her concerns about the timeline and investigated further. She learned the candidate was committed to practicing in a rural area upon completing her training.  

The resident’s commitment to practice rural plus her ties to the area made her an extremely attractive candidate, but the fact that she still had over a year to complete her residency was not ideal. Tonya made the case for her, and in presenting her, they learned that the candidate already knew one of the OB physicians on staff. With so many factors in favor of this resident, the facility invited her to an on-site interview. 

Once the candidate met the team, it was clear she belonged. The CEO ultimately decided that it would be worth waiting for her to finish residency. She was such a good fit for the facility and the community that any time lost would be more than made up for in better retention and fit.

Secrets to Rural Physician Recruitment Success

Tonya’s success with her client stems from her commitment to finding the right fit and keeping the client updated throughout the process. Also, by spending time at the facility, Tonya was able to paint an accurate picture of the opportunity for potential candidates, knowledgeably answering questions about the location and the quality of the facility. 

In the end, the candidate’s ties to the state and her commitment to working in rural medicine gave her the best chance of lasting success in the position. The existing OB truly believed the resident was the best fit, and she was instrumental in convincing the CEO that she would most certainly be worth the wait. 

If you are looking to find a physician search partner who prioritizes finding candidates who will find lasting success with your organization, contact Jackson Physician Search today. Our recruitment team has access to the latest tools and technology and can provide you with the nationwide reach to find even the most difficult specialties.

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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.

A Physician Recruitment Reunion Paves the Way for a Lasting Partnership

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The best relationships don’t happen overnight. It’s as true for business partnerships as it is for friendships and family relationships. A strong, lasting partnership begins with a willingness to get to know someone new. When a connection is made, there must be an effort to build trust by delivering on the small commitments, and eventually, the big ones too. New recruitment partnerships are no different. They go through the same process–a meeting, a connection, a commitment, and most importantly, a successful physician placement. And when all goes well, the partnership grows, often lasting long beyond one’s time at a single organization.

A Reunion of the Recruitment Minds 

Such was the case for a Top 100 Rural Community Hospital in Texas. Like so many relationships, this one began with a “set up.” Jackson Physician Search Senior Vice President Dane Altman reached out to a prior business acquaintance who was now the CEO of a medical facility in the Texas Hill Country. Dane asked the CEO how physician recruitment was going at the organization, and when he heard they were not getting the results they wanted from their current recruitment partner, Dane suggested a meeting between the medical group’s administrator and JPS Divisional Vice President of Business Development Cheyenna Villarreal. 

Cheyenna understands that you only get one chance to make a first impression, so she was well-prepared for her meeting and confident JPS could help. The facility has a strong reputation for living its values and enjoyed great physician retention. She knew JPS could deliver the high-caliber physicians they required. 

The immediate need was for a Gastroenterologist, and Cheyenna listened carefully to the details of who the administrator believed would be most successful in the role. She then explained the details of the JPS 100% digital physician recruitment strategy and expressed her confidence that we would succeed where others had struggled. She walked away from the meeting with a signed contract in hand.

Delivering on the Commitment

Cheyenna introduced Dan Rixon, a seasoned Search Consultant with the JPS recruitment team. With no time to waste, Dan flew out to meet with the administrator and others from the in-house recruitment team, as well as to gather specific information about the facility and the community. In the new age of virtual meetings, some things are best done in person. This certainly is the case in physician recruitment. Physician candidates are more likely to accept an interview when they have a clear picture of what it might be like to live and work there. Dan knows success lies in his ability to represent the facility and community from a first-hand perspective. 

During this initial physician search profile, the client was very clear about the qualities a successful candidate would possess. They wanted a physician with strong Texas roots who would comfortably relate to the large retiree population in Hill Country.

“I kept conversations focused on the specific needs of the client,” Dan explained recently. “They had strong opinions on what a successful candidate would look like, so it was most important for me to do more listening than talking.”

Dan quickly impressed the client by sourcing several strong candidates that fit the specific parameters. He also continued building the relationship that Cheyenna had established with the administrator, providing consistent updates and transparency throughout the process.

Soon, Dan found the physician he believed was the ideal candidate. Dr. A was working in Central Texas and was very familiar with the Hill Country region. Dan worked closely with the administrator to ensure Dr. A’s experience during the on-site physician interview gave her a clear picture of what life in Hill Country could look like for her and her family, as well as what it would be like for her as she furthered her career with a new administration and team of colleagues. Though she was initially reluctant to relocate, Dr. A was won over by the small-town family values prevalent in the community and the organizational culture at the facility. 

The Beginning of a Lasting Physician Recruitment Partnership  

Dan’s success with this first opportunity earned Jackson Physician Search the chance to conduct even more searches. Dan has since placed a Pain Management physician and an Interventional Cardiologist with several more in the pipeline. Cheyenna discussed how the relationship with this client has grown since that first search.

“We place great value in relationship building with all of our clients,” she explains. “Now we talk about this client’s succession plans, what they have coming up in the pipeline, and other topics with an eye to the future. By carefully listening to them and delivering candidates to their specifics, we have become their go-to recruitment partner.”

Whether you have one physician vacancy or a dozen, Jackson Physician Search will partner with you to find the physicians you need now and in the future. Contact our team of healthcare industry recruitment professionals today.

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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.

Lightning Strikes Twice: Physician Recruiter Makes 2 Placements for Rural Hospital in Less Than 3 Months

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When rural healthcare organizations see the positive impact a permanent physician recruitment firm can have on one difficult physician search, they are often eager to get those same results for every vacancy. Such was the case at a rural east Texas hospital where Jackson Physician Search had made a rapid Family Medicine placement in 2020. Though the facility’s CEO was initially skeptical of how effective a retained physician recruitment firm could be, he was blown away by the speed of the search, the quality of the hire, and the consistent communication provided throughout the process.

A few months later, when a General Surgeon at that same hospital gave notice, the CEO knew immediately that he wanted JPS, and specifically, recruiter Jeff Payne, to lead the search. He had full confidence that Jeff would, once again, manage the process effectively and deliver quality candidates in a timely manner. Jeff did not disappoint. In fact, he would go on to present the first candidate in just 7 days and then place not one but two General Surgeons at the facility in less than three months, proving lightning can strike twice!

A Strategic, Digital Search for a General Surgeon

After gathering some initial information about the general surgeon job opening, Jeff prepared the physician job posting for distribution on the Jackson Physician Search network of physician job boards, including several specialty-specific job boards. The job description would also be emailed to relevant physicians in the vast Jackson Physician Search database. With strategic digital targeting, Jeff could ensure the job posting would be seen by the general surgeons most likely to be interested in the job.

Once again, the 100% digital recruitment strategy worked. Soon, Jeff was receiving inquiries from multiple general surgeons interested in the job. Jeff took care to screen the candidates to ensure they would meet the needs of the client. The organization wanted an experienced, hard-working, productivity-driven surgeon who could perform a wide range of procedures. They also wanted to ensure the new hire fit in with the culture of the organization. In the small community, it was essential that the surgeon not only fit in with the surgical department, but they would also need to have a good relationship with the primary care physician who would refer patients to the surgeon.

Finding the Right Fit x 2

With these specific requirements in mind, exactly one week after starting the search, Jeff presented Dr. G to the client. As a solo practitioner, Dr. G had grown tired of managing the business of running a surgical practice. He was seeking full-time employment in east Texas, and Jeff’s client had the potential to be a great fit. After a successful phone interview, an on-site interview was arranged as soon as possible. Due to Dr. G’s busy solo practice, a month would pass before he was able to meet for the in-person interview.

While awaiting Dr. G’s interview, the other General Surgeon at the organization gave notice. The client came back to Jeff and asked him to double his efforts. Fortunately, Jeff had identified several qualified candidates with his initial search and reached back out to Dr. A to see if he was still available and interested. Indeed, he was.

Meanwhile, Dr. G’s on-site interview was a success. It was immediately clear to all parties involved that he was the right person for the job, and the client made an offer on the spot. Just a few days later, Jeff presented Dr. A, a young go-getter who would be the perfect complement to the more experienced Dr. G.  After meeting Dr. A, the client agreed wholeheartedly. Both Dr. G and Dr. A signed contracts less than 3 months after the start of the search, a timeline that beat all expectations. The pair would start their new jobs on the very same day.

Secret to Success: It’s All in the Details

On the job for several months now, the client reports that the surgeons make a great team and have “turned around the service line,” performing more surgeries per month than the former pair had ever achieved. The surgeons not only work well together, they have also formed solid relationships with the referring primary care physician. The client credits Jeff for listening to their specific needs and identifying two physicians who fit perfectly with the culture of the organization.

For Jeff, the details are always extremely important as he uses that information to thoroughly screen the candidates for those qualities that can’t be listed on a CV. This allows him to present a limited number of candidates who truly match the job opening.

Prior to hiring JPS, the client had enlisted several contingent recruiters who were presenting all kinds of candidates who just weren’t a good fit. Jeff says all of the ill-suited candidates were actually making it harder for them to find the right one. They were “muddying the water.” With Jeff’s expertise, they were able to quickly hone in on the two who ticked every box.

The client couldn’t be happier and reports they would not hesitate to enlist Jackson Physician Search for their next physician job opening.

If your organization is struggling to identify physician candidates that meet your specific needs, Jackson Physician Search is ready to help. Contact a recruiter today.

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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 Secures 2 Job Offers for Homesick Nurse Practitioner

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When Jane completed her training as a Psychiatric Nurse Practitioner, she was eager to serve the community where she had grown up in an area just outside of Philadelphia. However, her first job was cut short when the COVID-19 shut down forced her employer to make cuts. She had no choice but to go where she could find an available job – which happened to be across the country in the state of Washington. The job itself was fine, but moving to a new city during a lockdown made it extremely difficult to get to know people and start a life. Jane missed her family and friends back in Philadelphia. Even as COVID restrictions eased and she settled into her life on the West coast, she dreamed of finding a job back home.

Jane wasn’t the only one. According to a Jackson Physician Search Whitepaper on the impact of COVID-19 on healthcare jobs, physician recruiters have seen an increase in providers seeking jobs in their hometowns or areas that will bring them closer to family. For many, the strain of the pandemic has made them reprioritize what is most important. For Jane, family and friends were at the top of her list, and for the most part, they resided in Philadelphia.

Before long, Jane was spending her evenings searching online for Philadelphia Nurse Practitioner jobs, but after months of monitoring several advanced practice job boards, she hadn’t found anything that seemed like a fit. She kept seeing headlines about the mental health crisis and a shortage of mental healthcare providers, but this didn’t seem to be true in her hometown of Philadelphia. The Psychiatric Nurse Practitioner jobs simply weren’t there – at least, not that Jane could find.

Help Wanted: Psychiatric Nurse Practitioner Jobs 

Meanwhile, Jackson Physician Search Senior Director of Recruiting Sally Ann Patton had recently started working with two Philadelphia clients in need of Psychiatric Nurse Practitioners. No sooner had she posted the Nurse Practitioner jobs to Jackson Physician Search’s network of advanced practice job boards, than she had an email from Jane in her inbox. Sally Ann reached out to her right away.

When they spoke on the phone, Sally Ann was impressed. They discussed both clients’ NP job opportunities and discovered that Jane met the requirements for both. She not only had the required Pennsylvania license, but she also had experience working at a Federally Qualified Health Center, which was the setting for one of the available NP jobs. Jane’s family ties to Philadelphia would make her an especially attractive candidate as clients are always happy to find someone motivated to remain in the area.

Home for the Holidays…and Nurse Practitioner Job Interviews

Sally Ann presented Jane to her clients and let them know that she would soon be in Philadelphia visiting family for the holidays. Both clients were eager to schedule interviews while she was home. The interviews went predictably well. One even offered Jane the job the very same day. Soon, Jane had two Psychiatric Nurse Practitioner job offers to evaluate.

Ultimately, the FQHC Psychiatric NP job was the best fit for Jane. They were able to give her everything she wanted and more. Not only was the compensation more than she was earning in Washington, but she would have increased responsibility and leadership opportunities. She returned to Washington eager to serve out her notice and prepare for her homecoming.

Digital Magic of Matchmaking

Jane might chalk up her job search luck to a holiday miracle, but the truth is, Sally Ann had strategically targeted her job posting to find Jane. Through digital targeting via a vast network of physician and advanced practice job boards, Sally Ann could ensure her NP jobs would be seen by any relevant candidate actively looking for a job. Jane did her part by setting up job search alerts from applicable NP job boards. She was destined to see Sally Ann’s NP job posts.

That said, Sally Ann often knows about likely job openings across the country before they are officially posted online. Instead of waiting for a job posting that fit her needs, Jane might have reached out to Sally Ann much earlier and let her know that she was in the market for a Psychiatric Nurse Practitioner job in the Philadelphia area. A well-connected, retained recruiter like Sally Ann has relationships with clients all over the region and might have helped Jane find her way home even sooner.

If you are an advanced practice provider or physician seeking a new job, don’t wait for the right job to find you. Take a proactive approach to your job search and contact the recruitment team at Jackson Physician Search today.

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