If you’ve worked in physician recruitment for any length of time, you know the highs and lows that come with the profession. One day, you’re celebrating a signed offer in a tough-to-fill specialty; the next, you’re staring down day 250 of a search that feels impossible to fill. But failure is simply not an option. After all, you are not just filling positions; you are ensuring communities have access to care.
There’s no doubt about the big-picture impact of physician recruitment; however, it can be tough for even the most mission-driven recruiters to sustain the energy required to be effective. According to a new study from the Association for Advancing Physician and Provider Recruitment (AAPPR), Jackson Physician Search, and LocumTenens.com, and documented in the report, “The Heart Behind the Hire: Exploring the Role of Purpose Among In-house Physician Recruiters,” nearly 87% of in-house physician recruiters feel ”called” to their work and 79% report high or somewhat high levels of passion. That’s the good news. But the same data shows that many feel under-supported, under-resourced, and stretched thin, especially in rural or high-demand markets. The disconnect between purpose and energy is real, and reclaiming both is key to long-term success.
As Vice President of Physician Recruitment for Jackson Physician Search’s Midwest Division and a former in-house physician recruiter for a large hospital system, I was recently invited to participate in a webinar by AAPPR focused on reclaiming energy and overcoming the most common physician recruitment roadblocks. Here, I’ll summarize some of what we discussed into five ways to reignite your purpose and boost your energy as a physician recruiter.
1. Reconnect With the “Why” Behind Every Hire
When you’re juggling dozens of openings, it’s easy to lose sight of the impact each placement has, but doing so is essential. According to the survey, nearly three in four (73%) in-house recruiters said contributing to patient access is the most fulfilling part of recruitment. Several respondents shared a specific moment when they realized a physician they had placed had cared for someone they knew in the community. That full-circle moment of recognizing that something you did improved someone else’s life can be a strong source of motivation during difficult times.
Try this: the next time you close a search, ask the hiring manager or department leader to share how that physician’s arrival will affect care access or patient outcomes. Better yet, share that story with your team. A simple reminder that “Dr. Patel’s hire means 300 more patients will have access to cardiology care” can reignite a sense of purpose faster than any motivational quote.
2. Prioritize by Impact
It’s easy to feel overwhelmed when you are buried in requisitions, but stepping back and realizing that not all searches carry the same weight can help you prioritize your attention and effort. Reference available data to measure the impact each vacancy has on revenue. Determine how critical the opening is to maintaining the service line. These metrics should inform your strategy and help you allocate your time, budget, and attention accordingly. Accepting that there is a limit to how much you can do and then using data to determine where to focus can lift the burden that comes with being asked to do the impossible.
3. Report Insights, Not Activity
The report concludes that the most fulfilled recruiters are those who feel trusted and respected as strategic partners by their organizational leaders. Yet many recruiters feel siloed, treated as transactional rather than transformational contributors. Nearly two-thirds (64%) of recruiters said stronger leadership support would boost their effectiveness. If you want to change how leadership perceives your role, stop acting like an order-taker and start acting like a consultant.
When interacting with leadership, don’t just report on activity, but rather, share what you are learning about the market. Provide context for what is (or is not) happening in the search. Tell them what candidates are initially saying about the job and where in the process they typically drop off. If you’ve extended an offer, share what the candidate said about why they declined. Discuss any patterns you are seeing, and help leadership connect the dots between recruitment and business outcomes. By measuring insights rather than just volume, leadership will begin to see you as the strategic consultant you are.
4. Focus on Progress Over Perfection
One of the biggest energy drains in recruitment is the constant feeling of being “behind.” There’s always another requisition, another candidate to call, another deadline. But perfectionism is a quiet thief of joy and purpose.
Set smaller, achievable wins. Celebrate incremental progress, such as a promising lead, a positive candidate experience, or a creative sourcing strategy that generated engagement. Energy builds from momentum, not from constantly chasing an impossible finish line. And remember: as much as we want every search to end in success, treating candidates with empathy and representing your organization authentically is also part of your purpose.
5. Protect the Human Side of Recruiting
At its heart, recruiting is deeply human work. We listen, we empathize, we connect. But in a world of automation and metrics, it’s easy to feel like we’re managing data instead of people. To stay energized, we must bring humanity back into the job — for candidates and ourselves.
Take time to get to know candidates and check in with them throughout the process. Ask what motivates them, what their families need, and what kind of community they hope to join. Internally, create a culture where recruiters can do the same for each other. Share wins, swap challenges, and acknowledge the emotional side of what we do. Burnout thrives in isolation; purpose grows in connection.
Purpose as an Internal Compass
This joint study confirmed what many of us already knew: in-house recruiters recognize the impact of their work, but they need the tools, support, and recognition to sustain it. The mission that first drew us here is still powerful; we just have to make space for it amid the daily grind. Let purpose serve as your internal compass when the inevitable challenges arise.
So, take a breath. Reconnect with your why. Celebrate your wins. Seek connection and growth.
Because at the end of the day, physician recruitment isn’t just about filling jobs — it’s about building healthier communities. And there’s nothing more energizing than that.
If your in-house recruitment team is stretched thin, a trusted physician recruitment partner can expand your capacity by providing both strategic and tactical support. The team at Jackson Physician Search is eager to build a partnership around your team’s specific needs. Reach out today to learn more.
About Tara Osseck
With over 15 years of experience in the healthcare industry, Regional Vice President of Recruiting Tara Osseck specializes in matching healthcare organizations with physicians who are a strong cultural and professional fit. Her healthcare career began as a physician liaison. It quickly expanded to include physician recruitment, strategic planning, and business development, working for various hospitals throughout Memphis, Tennessee, and St. Louis, Missouri. Based in St. Louis, Osseck leads the firm’s Midwest Division, placing providers across the Midwest and Upper Midwest. She earned a bachelor’s degree from Truman State University and a master’s degree in healthcare administration and management from the University of Memphis.
