Physician Recruiter

inSights

While we live in a digital age dominated by social media, there is still tremendous value in face-to-face networking. As a physician recruiter, what steps can you take to help your candidates as they navigate the ongoing and prevalent networking space that exists in the healthcare industry? Here are some strategies you can use when helping physician candidates network: Educate candidates on the importance of networking There are some physicians who believe once they receive their diploma and finish residency, their time of rubbing shoulders with their peers has come to an end. However, a succe....

 

What’s wrong with a little push? With mounting physician shortages and the expectation of more than 24,000 openings for physicians and surgeons every year through 2032, it’s understandable for job seekers to bask in the canyon of options. Those options, however, are weighted with significant considerations, including location, potential career growth, quality of life, pressure for performance metrics, impact on their family, compensation, advice from mentors, working hours, telemedicine opportunities and a host of other factors. This can make it challenging for physician recruiters....

 

Physician recruitment can present challenges. Conflicts in physician hires can arise due to various factors such as social misfits, misaligned expectations or discrepancies in compensation and work-life balance expectations. These conflicts can undermine the efficiency of healthcare teams and affect patient care, so here are some strategies for resolving conflicts in physician hires. Understanding conflicts The first step in resolving conflicts in physician hires is understanding their origins. Conflicts can stem from several sources, including miscommunications during the hiring process, uncl....

 

Connecting with a new candidate usually starts with the time-tested process of receiving and studying their curriculum vitae (CV). You’ve most likely experienced candidates who shine beyond their CVs and could easily win the job during the interview process based solely on interpersonal skills. However, without a well-written and comprehensive CV showcasing their educational background and proven clinical skills, candidates won’t even be given the opportunity to get their foot in the door. What attributes and information should be most important to you while analyzing a physician&r....

 

As the number one physician resource for 30 years, PracticeLink has peered deeply into the work of physician recruiters and are always impressed at how much your duties go well beyond finding candidates, nurturing recruits and welcoming new hires. The truth is physician recruiters wear a lot of different hats - possibly five or more on any given day. Within the lifespan of shepherding a single candidate from the PracticeLink Job Board to the healthcare organization’s onboarding team, you can easily wear eight to ten hats, or even more. With everything we’ve learned about what physi....

 

The emphasis on supportive work environments and physician wellbeing has become increasingly critical. As medical professionals navigate the complexities of their duties, the support they receive within their work settings plays a pivotal role in their ability to provide quality care, maintain their own health and achieve a sustainable work-life balance. The impact of supportive work environments The concept of supportive work environments encompasses a range of factors, including the physical workspace, the organizational culture, access to resources and interpersonal relationships among staf....

 

Attracting and retaining physicians in rural areas can pose a unique set of challenges. It can be particularly challenging to draw a physician with a family to an area that may not seem to have as much to offer in the way of activities and excitement. But with strategic approaches and tailored initiatives, your organization can successfully recruit and retain quality physicians to serve in these underserved communities. Here are some strategies for recruiting and retaining physicians in rural areas: Point out the pros of practicing in a rural area. While recruiting in a rural area may pose uni....

 

You are well versed in placing candidates in all types of specialized roles, connecting physicians with their first job, and perhaps even placing candidates in different locations around the country. While the job placement options are vast for domestic candidates, what can a recruiter do to help international physician candidates while they are still practicing in their home country but actively looking for a position in the United States? Start with the unavoidable legalities Whether it’s the United States Medical Licensing Examination, The Educational Commission for Foreign Medical Gr....

 

For decades, the nation’s healthcare organizations have paid some of the highest employee salaries of any industry, outside of sports and entertainment. That alone should be enough for recruiters and organizations to hire who they want, when they want. And yet, with the doctor and nursing shortage, the growing demand for telemedicine, as well as the labyrinth of changing laws regarding telehealth have forced hiring teams to rethink what they once took granted. Telehealth has been around since 1997 but it wasn’t until COVID-19 that a torrent of need, demand and access to telehealth ....

 

The significance of diversity and inclusion cannot be overstated. One key area where these values can be effectively fostered is by infusing diversity and inclusion in physician mentorship programs. With this, we not only enrich the learning experience for mentees but also strengthen the healthcare system as a whole. Understanding the importance Diversity in mentorship goes beyond just racial or gender differences. It encompasses a wide array of factors including cultural background, life experiences and thought processes. A diverse mentorship program offers a broader perspective, fosters crea....