When a South Texas hospital needed to hire a general surgeon to replace an upcoming retiree, the organization enlisted Jackson Physician Search for assistance. Knowing the average time to fill was seven months or more, leadership was prepared for a wait, but Senior Search Consultant Dan Rixon had other plans.
The ongoing physician shortage has prompted many hospitals and healthcare systems nationwide to turn to physician recruitment firms for assistance. This is particularly true for organizations seeking physicians in high-demand specialties and/or in remote locations. This was the case for a Jackson Physician Search client in South Texas. Located in a small city two hours from a major metro, the independently owned hospital had successfully partnered with Jackson Physician Search in the past to place an interventional cardiologist and a radiation oncologist. So, when a general surgeon at the hospital decided to accelerate his retirement timeline, leadership knew just who to turn to for help. With the average time to fill for a general surgeon search being 7.3 months, the client hoped Jackson Physician Search could work some magic and minimize the length of the vacancy.
Advertising the Position
With 90% of our clients awarding us multiple searches, there is no better testament to a client’s satisfaction than repeat business. Senior Search Consultant Dan Rixon was honored to reconnect. He recalled the organization’s appeal. It was small enough to give physicians a voice, yet large enough to provide ample resources. The surgical group had access to robotics and other cutting-edge technology that candidates would find attractive as well.
Dan highlighted all this and more in the job posting, which he distributed via Jackson Physician Search’s vast job board network. Unlike many firms, we keep our job ads posted 24/7 until we complete the search, maximizing visibility. Dan also began sourcing candidates on Doximity, Doc Cafe, and other physician databases to which he had access as a Jackson Physician Search recruiter. This broad, national reach provides unmatched access to candidates. Dan then leveraged his recruitment expertise and knowledge of the client to screen candidates, presenting only those most likely to be a long-term fit.
A Candidate Seeking a Break from Corporate Medicine
In this case, Dan knew the client was looking for someone experienced enough to take over for a retiring surgeon. Therefore, he didn’t waste time sourcing from residency programs or talking to early-career candidates. Instead, Dan focused his efforts on general surgeons already working in Texas. He quickly connected with Dr. M, a surgeon based in Dallas. Dr. M had found success working for a large hospital system. However, when he began to feel disconnected from leadership, he started seeking new opportunities. Like many physicians, Dr. M desired two-way communication with management. He wanted to know how and when important decisions were being made and to have a voice in making them.
Soon, Dr. M saw Dan’s job posting for a general surgeon online. The details about group size and autonomy caught his attention. He immediately reached out to Dan to learn more about it. During their call, it became clear that Dr. M was an ideal candidate. Dan knew Dr. M would be a cultural fit based on his previous success recruiting physicians to the hospital. It was also clear that the practice aligned with the organizational structure Dr. M was looking for. The hospital could offer him the voice and autonomy lacking with his current employer.
An Ideal Match
Dan presented Dr. M to the client immediately, and they scheduled a call a few days later. It was immediately apparent that it would be a good match. Leadership invited him and his wife for a community tour and on-site interview as soon as possible. Dr. M was eager to move forward and cleared his schedule to visit. When he and his wife arrived just a few weeks later, they hit it off with everyone they met. It was apparent that Dr. M had found his place. Leadership was engaging and accessible, the group was collaborative, and the smaller city fit his family well. The only thing Dr. M needed was a sign-on bonus to help with relocation, which the organization agreed to provide. They extended an offer, and Dr. M was thrilled to accept and start as soon as possible. The entire search took only 58 days.
Secrets of Surgical Recruitment Success
A 58-day surgical placement is highly unusual. So, how did Dan do it? Indeed, his history with the client gave him an advantage. He began the search with clear insight into what kind of candidate would be a good fit. However, Dan also understands the current market. He knows that while more physicians than ever are opting for employment over private practice, many are unhappy with the lack of autonomy provided by large healthcare systems.
By understanding and addressing these deeper motivators, Dan knew what to highlight in the job ad to get the attention of candidates like Dr. M, who were actively seeking jobs with smaller, independently owned health systems. Dan then ensured the messaging throughout the recruitment process would reiterate the two-way communication and autonomy provided by the organization.
This placement highlights the importance of 1) understanding and highlighting the hiring organization’s strengths, and 2) aligning those strengths with the candidate’s priorities. In Dr. M’s case, access to leadership, input on decisions, and trust in management were decisive factors. Dan spoke to these needs from the job description through to the offer acceptance, securing a general surgeon who will fit, succeed, and stay with the organization for years to come.
Looking to fill a physician opening at your hospital or health system? Jackson Physician Search can help you find candidates who aren’t just qualified, but truly aligned with your organization’s values and goals. Reach out today to learn more.
