After applying for a family physician job online last week, Dr. S is pleased to get a call from a recruiter for the hiring organization. The recruiter has several standard questions about Dr. S’s credentials and experience, but when Dr. S asks a few questions about the job, the recruiter doesn’t have answers, saying the hiring manager will address them if he wants to schedule a call. Dr. S swallows her irritation, but when two weeks go by before the recruiter reaches back out to schedule a call with the hiring manager, Dr. S can’t help but have a bad feeling about the organization…
Chances are, the hiring organization in this scenario is very eager to hire a physician, yet Dr. S has the impression that there is no urgency to hire and certainly no enthusiasm for her as a candidate. What went wrong?
As a former in-house physician recruiter for a Texas hospital system, I know all too well the many responsibilities of internal recruitment teams. They are juggling multiple job requisitions, making it impossible to know the ins and outs of each one. And yet, in my current role as Regional Vice President of Recruitment for Jackson Physician Search, I hear from candidates like Dr. S every day who feel underwhelmed by the overall responsiveness of hiring organizations. When the first impression is stilted, it starts the whole process on the wrong foot.
It’s a Clinician’s Job Market
The Association of American Medical Colleges projects a shortage of up to 86,000 physicians by 2036, so to say that the job market favors providers would be an understatement. Physicians and advanced practice providers (APPs) are in historically high demand, often receiving 20-40 job inquiries per month. Hospitals, health systems, and medical groups nationwide are feeling the impact as recruitment requires increasing amounts of time, money, and effort. We talk a lot about rising compensation expectations and small candidate pools, but we often overlook an element that is very much in our control: the candidate experience.
4 Ways to Improve the Candidate Experience in Physician and APP Recruitment
In this competitive recruitment environment, every interaction counts. The way a candidate feels throughout the process — whether they’re respected, informed, and valued — will determine whether they stay engaged or move on to one of the many other offers waiting in their inbox. Let’s take a look at four critical principles that define a standout candidate experience and help internal recruitment teams stay competitive in a job seeker’s market.
1. Timeliness Is Everything
When a physician or APP has multiple offers, speed matters. Every delay — whether in scheduling an interview, providing feedback, or issuing an offer — risks losing that candidate’s attention and enthusiasm.
A common pitfall for in-house recruitment teams is underestimating how quickly candidates’ interest can fade. If a candidate waits more than a few days for next steps, they’re likely already deep in discussions elsewhere. Physicians are planners by nature, and uncertainty doesn’t sit well.
A fast, efficient process signals that the organization is decisive, organized, and serious about the candidate. It also reflects how the organization operates day to day (something candidates weigh heavily when deciding where to practice).
Practical steps include:
- Setting clear internal timelines for each stage of the process.
- Communicating those timelines to candidates upfront.
- Providing immediate follow-up after interviews, even if a decision isn’t final.
2. Transparency Builds Trust
Ambiguity is the enemy of trust. Physicians and APPs are looking for clear, honest information. If a recruiter can’t answer straightforward questions about compensation, call schedules, or expectations, candidates will fill in the blanks themselves, and it is not likely to be in the organization’s favor.
Transparency doesn’t mean oversharing every internal detail. It means being upfront about what you know, what you don’t, and when you’ll find out. It’s also about setting accurate expectations. For example, if compensation is still being finalized, say so. If the organization’s timeline is moving slowly, explain why.
Candidates will appreciate honesty over perfection. Transparency throughout the process conveys respect and professionalism — two traits candidates expect from any employer they would trust with their career.
3. Master the Details of the Role
Few things erode credibility faster than a recruiter who can’t answer questions about the position. Physicians and APPs are analytical by training — they’ll ask about patient mix, volumes, payer ratios, technologies, leadership structure, and more.
Recruiters who can speak confidently about the role demonstrate that the organization values the candidate’s time. It also shows internal alignment: that operations, clinical leadership, and recruitment are on the same page about what they’re hiring for.
Knowledge also extends beyond the position itself. Candidates want to understand:
- What a typical week looks like.
- How the team collaborates.
- How compensation is structured.
- Opportunities that exist for professional growth.
Preparation is key. Recruiters should gather insights directly from hiring managers and practicing clinicians to ensure they can paint a complete, accurate picture of the opportunity.
4. Sell the Organization and the Community
Recruiting physicians and APPs isn’t just about filling positions — it’s about helping candidates envision their lives in a new place. While assessing the candidate, recruiters also need to sell the organization and community with genuine enthusiasm.
This doesn’t mean exaggerating. It means highlighting what makes the opportunity and location unique — whether it’s a supportive medical staff, cutting-edge facilities, or an ideal place to raise a family. Physicians, especially those considering relocation, want to feel confident that they’re not just joining a good practice, but also building a fulfilling life.
Recruiters who speak with energy and optimism help candidates feel that excitement, too. Enthusiasm is contagious, and it often makes the difference when candidates are deciding between similar offers.
Elevate Candidate Experience with an External Recruitment Partner
For many in-house recruitment teams, balancing all these priorities can be challenging. Internal teams often juggle dozens of open roles, manage complex scheduling, and support multiple service lines — all while maintaining relationships with leadership and candidates. That’s where partnering with an experienced physician recruitment firm can make a measurable difference.
An external partner expands the capacity of the internal team while ensuring that the candidate experience never slips. The right firm acts as an extension of your brand, providing:
- Consistent communication to keep candidates informed and engaged.
- Rapid follow-up to prevent momentum from stalling.
- Comprehensive knowledge of the opportunity to answer questions accurately and enthusiastically.
- Professional representation that reflects positively on your organization.
With the logistical burden shared, internal teams can focus on high-value interactions while candidates experience a seamless, professional process from start to finish.
The Bottom Line for Physician and APP Recruitment
In a market where physicians and APPs hold the upper hand, recruitment success depends on more than sourcing talent; it hinges on how that talent is treated. Timeliness, transparency, knowledge, and genuine enthusiasm are the cornerstones of a strong candidate experience.
Organizations that get this right not only fill positions faster but also strengthen their reputation in a competitive market. Every candidate interaction sends a message about who you are as an employer. Make sure it’s the right one.
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.
