Facing a tiny candidate pool for a niche search, Senior Search Consultant Susan Anderson prepared her client to be ready to act as soon as she presented a candidate. They rose to the occasion and had a signed contract after a 101-day search.
When a Twin Cities neurology practice, a level-four epilepsy center, sought to add a pediatric epileptologist to the group, the partners knew it would be a challenge. The candidate pool for this small sub-specialty would be difficult to reach, but it didn’t stop them from posting the job. However, after a few months without a response, they turned to the physician recruitment firm preferred by the Minnesota Hospital Association, Jackson Physician Search.
Senior Search Consultant Susan Anderson was eager to work with this unique group. She acknowledged the challenges of finding a physician in this sub-specialty, but also recognized that the group itself — a private practice focused solely on epilepsy — would be an ideal employer for any pediatric epileptologist. She felt sure she could find the right candidate, but she prepared the client that it could take some time.
One Chance to Make a Great Impression
Susan also explained to the client that, given the small candidate pool, there would be no “practice candidates.” By this, she meant, they would need to be ready to roll out the red carpet and make a great impression on the first candidate, as they would likely be few and far between. The physician recruitment process would need to be seamless and easy, eliminating any potential reason for the candidate to walk away.
“With such a small sub-specialty, you have to cast a wide net,” Susan explains. She made it her mission to reach every potential candidate nationwide. Using the many digital tools available to her through Jackson Physician Search, Susan ensured that every pediatric epileptologist, whether considering a new opportunity or not, would see her job ad.
While waiting for the job ad to work its magic, Susan proactively pursued pediatric epilepsy fellows, reaching out to program leaders to identify potential candidates. With Jackson Physician Search’s broad national reach, coupled with her targeted fellow strategy, Susan was confident the ideal candidate would surface eventually.
An Ideal Candidate
Susan believed the strategy would work over time, but even she was surprised to receive a CV from what appeared to be an ideal candidate less than one month into the search. Dr. I saw the job ad and submitted his CV through the Jackson Physician Search website. Susan immediately called to learn more about him.
Still early in his career, Dr. I was currently practicing on the East Coast, seeing both adults and children. He had learned a great deal in his current role, but he was seeking a new job where he could exclusively treat children. He and his young family were willing to relocate for the right opportunity. Susan learned that he was already interviewing with practices in Florida and Georgia, so her client would need to act quickly — and they did!
Susan presented Dr. I to the client right away. They were impressed with him and invited him to interview as soon as he was able. Dr. I liked everything he was learning about the job, but he and his wife had not considered a move to the Midwest. He was open to the idea, but his wife would really need to fall in love with the city for them to make the move.
A Seamless Recruitment Process
Fortunately for the practice, the interview was arranged for July, so Dr. I and his family got to experience the city at its warmest! Of course, they weren’t put off by the prospect of cold weather, but the lack of snow certainly made it easier to explore the community. Dr. I and his family decided they could see themselves living there.
More importantly, Dr. I could see himself working at the practice. Everything Susan had told him about the opportunity was true. He would exclusively work pediatric cases; he would be on a path to partnership; and the practice would sponsor his visa. The job checked all of his boxes, and the people lived up to the Midwestern reputation for neighborliness. He felt a warm connection to his potential peers. The whole process was smooth and easy, and Dr. I took it as a positive sign about the way the group operated. The practice extended an offer a few days later, and Dr. I was happy to accept.
Secrets of Physician Recruitment Success
In the current market, recruiting a physician of any specialty is no easy task. When recruiting a subspecialist, the small candidate pool makes it significantly harder. For Susan’s client, the subspecialty was two-fold — a pediatric neurologist with an epilepsy fellowship. The small candidate pool meant Susan would have to find a way to ensure every pediatric epileptologist in the country was aware of the position. This would take the vast reach of Jackson Physician Search’s national network and an outreach strategy executed by an experienced physician recruiter.
Susan also credits her client for prioritizing the recruitment process. She had emphasized the importance of being ready to go as soon as she brought them a qualified candidate, and they certainly rose to meet the challenge. Dr. I was the first applicant, and the client was ready to act immediately. They brought him in for an interview as soon as his schedule allowed and kept him engaged throughout. He was the first and only physician they interviewed for the job, but they recognized him as an ideal candidate and wasted no time extending an offer.
“Sometimes, you only need one,” Susan says. “I knew right away that Dr. I would be a great fit, and the client’s seamless process made it easy for him to see the immense opportunity they presented.”
As a result of Jackson Physician Search’s powerful network, Susan’s proactive strategy, and the client’s ability to quickly close the deal, this extremely niche search took just 101 days, and the children of the Twin Cities have greater access to the epilepsy care they need.
Whether you are seeking a primary care physician or a niche subspecialist, the Jackson Physician Search recruitment team has the resources and expertise to accelerate your search. Reach out today to learn how we help partners find physicians who will fit, succeed, and stay.
