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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