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Enhancing your organization's elevator pitch

 

  As a recruiter, you’re likely familiar with the concept of an elevator pitch. In fact, it’s almost guaranteed that you’ve been on the receiving end of countless elevator pitches from candidates hoping to be recruited. It’s a brief, condensed overview of their experience, goals and achievements that, when delivered well, makes you want to learn more about them. But when you have a limited window to engage with candidates and compel their interest, what do you say about your health care system? In other words, what’s elevator pitch? Whether it’s a shor....

 

Alexandra Cappetta
 

Refreshing the candidate experience

 

  Prior to the pandemic, health care was already seeing challenges due to the physician shortage, changes in billing and insurance, and other trends within the industry. Then COVID hit in 2020, disrupting the way physicians and nurses treated patients, increasing the demand for some providers while hindering the practice of others and creating a need for innovation in recruitment. With the inability to book travel, meet in person and conduct face-to-face interviews, physician recruiters needed to adapt. Keeping up with technology and finding new ways to connect with candidates is part of ....

 

Read PracticeLink articles by Megan Trippi Megan Trippi
 

Employment screening success

 

  Hiring a physician or advanced practice provider is a big decision, and it’s one that needs to be made confidently. That’s why candidate screenings - also known as employment screenings or background checks - aren’t just a requirement for health care professionals, but also an essential step in your recruitment process to ensure you’re well-informed about who you want to bring to your team. Here’s a refresher on some key aspects of employment screenings, what they entail and how to best approach them to ensure success as you get to know prospective hire....

 

Read PracticeLink articles by Alexandra Cappetta Alexandra Cappetta
 

3 benefits of focusing on employee retention

 

Talking about retention during the recruitment process may seem premature or unnecessary, but it can help your prospective candidate see how great it is to work at your organization. However, you can’t promote your retention if you haven’t already placed a focus on it. There are several ways to prioritize employee retention at your organization, especially during the pandemic. You can create an employee referral program and employee assistance program, build trust, communicate, help decrease burnout and positively manage your employees. When employees are happy to work at your orga....

 

Megan Trippi
 

Shortening the hiring process

 

If time is money, open positions cost your organization. And the longer positions remain open, the more expensive it gets for a health system. That’s why one of a recruiter’s goals should be to minimize the length of time between initially contacting a candidate and their acceptance of an offer.  But the reality is time to hire is reliant on several factors. Still, knowing what those factors are can help you recruit more effectively, mitigate delays on your end, fill open positions faster and get your physicians or advanced practice providers treating patients as quickly as po....

 

Read PracticeLink articles by Alexandra Cappetta Alexandra Cappetta
 

5 ways to achieve employee engagement

 

In your work and life, what helps you remain connected? Do you find yourself more satisfied with your job when you’re engaged? As you think about the answers, consider what could help your new hires and employees feel a sense of purpose and satisfaction in their roles. When your employees are present and connected, it increases the joy they receive from their job and can carry over to their peers, creating a healthier and more positive work environment. So how do you achieve better engagement in your employees? Ways to promote employee engagement Training If you’ve ever felt lost i....

 

Read PracticeLink articles by Megan Trippi Megan Trippi
 

What makes a strong job requisition process?

 

Good recruiters always keep an eye out for potential openings. You know there’s no time to waste when you spot a vacancy at your health system - whether it’s due to a termination, a provider retiring or simply needing more physicians to treat your growing patient volume. But before you can initiate your recruitment strategy and begin your search for the right hire, you or a hiring manager will need to submit a job requisition. Here are some key components of a strong job requisition process, how to approach it and what aspects of it can be used to strategically plan your recruitm....

 

Read PracticeLink articles by Alexandra Cappetta Alexandra Cappetta
 

10 questions to ask in stay interviews

 

Retaining quality employees can be just as important - if not more so - as hiring them. With the physician shortage and staffing issues exasperated by ’the great resignation,’ retention is key in physician recruitment. So, what can you do to focus on retention? Stay interviews are one way to better understand employees and what motivates them or keeps them satisfied. What is a stay interview? A stay interview is done with current employees to assess what makes them fulfilled in their role and what makes your organization a good fit, along with what could be improved upon within....

 

Read PracticeLink articles by Megan Trippi Megan Trippi
 

4 questions to answer for an employee referral program

 

Finding the right answers often takes asking the right questions. With employee referral programs, the right questions can help you understand whether the program is helping you hire quality physicians and build a strong staff or is stagnating and serving no purpose. Whether you’re considering a current program’s effectiveness or still deciding if a new program could benefit your recruitment strategy, answering these four questions can strengthen your referral program:   What is the right incentive? Determining the right reward can be a deciding factor between a program that ....

 

Read PracticeLink articles by Drew Terry Drew Terry
 

Perfecting your job posting template

 

How you promote and circulate information about your organization’s openings should be top of mind when putting your 2022 recruitment strategy to work. For every opening, you’ll want to craft a compelling job posting capable of attracting the skilled physicians and advanced practice providers your health system needs. While no two job postings should be exactly alike, having a reliable job posting template on hand to customize and repurpose can save a great deal of time and effort. Your job posting template structure Whether you’re posting multiple opportunities for one facil....

 

Read PracticeLink articles by Alexandra Cappetta Alexandra Cappetta
 

5 factors that lead to burnout

 

Burnout is a real issue. After nearly two years of a pandemic, it’s become even worse, especially for health care workers. It’s important to notice signs of burnout in your hires, employees and throughout your organization. By being aware of them, you can hopefully avoid it becoming a problem - and increase retention and job satisfaction for your hires. Five factors that can lead to burnout are: Workload This might seem obvious, but if you are short staffed or notice your employees consistently taking call or having to take on more patients, it’s most likely taking a toll o....

 

Read PracticeLink articles by Megan Trippi Megan Trippi
 

The 3 C’s in potential mentees

 

There’s a reason 71% of Fortune 500 companies foster employee development by establishing mentor-mentee relationships. Mentorship programs have been shown to increase retention, prepare employees for career advancement and lead to higher job satisfaction. Those are ideal results in terms of staff engagement and workplace culture, but getting your mentorship program there requires a key ingredient: the right mentees. While every employee is unique, mentees with great potential generally display traits covered by three C’s:   Contemplative Becoming a mentee is accepting an invit....

 

Read PracticeLink articles by Drew Terry Drew Terry
 

Post-mortem meetings: why to have them

 

Once you finish a big project or assignment, you might analyze the process and what you would continue to do or change the next time. So why shouldn’t you do the same thing after a candidate signs their contract and becomes your new hire? A post-mortem meeting is most often held upon completion of a project to determine what went well and what can be improved. The goal of a post-mortem meeting is to determine what went well and what can be improved, then produce action items that can improve a project or workflow next time. The same benefit can be gained for your hiring process. You can ....

 

Read PracticeLink articles by Megan Trippi Megan Trippi
 

Navigating nonverbal communication

 

Nonverbal communication. Sometimes it’s as obvious as an eye roll. Other times, it’s as subtle as a slight tilt of the head. Regardless, even when we’re not consciously aware of it, our body language sends messages. And these messages influence how others perceive us and how we perceive them. As a recruiter, it helps to have an awareness of how your nonverbal cues impact your interactions with prospective hires. Likewise, paying attention to their body language can help you remain intuitive and receptive to what they might be thinking or feeling. So, what messages are you sen....

 

Read PracticeLink articles by Alexandra Cappetta Alexandra Cappetta
 

Heading into 2022 with intention

 

Many people - including physicians and physician recruiters - were ready to put 2020 behind them and see a prosperous 2021. While things did improve, the year proved to be another turbulent one for many - and for many reasons. One thing remained constant: Health care professionals were essential and necessary, creating a need for even more physicians and advanced practice providers. As we approach the new year, consider these resolutions for a healthy mindset and perspective on recruitment heading into 2022:   Communicate clearly Each candidate and message may require different meth....

 

Read PracticeLink articles by Megan Trippi Megan Trippi
 

3 staff benefits to clear communication

 

Have you ever had a miscommunication? Whether it be a misunderstanding with a supervisor, colleague or in your personal life, it can lead to confusion and misinterpretation when a thought is not clearly communicated. Communication is extremely important, and when you successfully share your message, you will see a positive effect on your hires and staff. You may even see these benefits throughout your organization: Employees feel they have a say Do you have interviews or check in with employees regularly? If you do, be sure they are aware so every employee knows they have a chance to share the....

 

Read PracticeLink articles by Megan Trippi Megan Trippi
 

Physician recruitment: A year in review

 

2020 was the year of unprecedented times. 2021 became all about uncertainty. Many sought a return to normal - or near normal - as treatments and vaccines emerged. Physician recruitment was no different. However, fluctuating caseloads and continued precautions and restrictions led to a state of limbo with each activity. Some events took place in person. Others went virtual. A few attempted a hybrid approach, and others were outright canceled. Through it all, recruiters remained vigilant in finding ways to connect with physicians and advanced practice providers as they sought candidates for ....

 

Read PracticeLink articles by Drew Terry Drew Terry
 

Getting aggressive in your recruitment strategy

 

Finding and recruiting the perfect candidate for a hard-to-fill position is a lot like finding someone the perfect gift. Even though a lot of shopping consists of searching online, clicking a button and waiting for the package to reach the doorstep, there are some gifts that still require extra effort. Maybe it’s waiting in line at 3 a.m. It could be driving all across town to check multiple stores and racing down aisles - all for the ultimate payoff of a beaming face when the box is opened. That same tenacity can prove useful while recruiting candidates for those hard-to-fill specialt....

 

Read PracticeLink articles by Drew Terry Drew Terry
 

How discussing competition may help fill opportunities

 

Have you been interviewed for a job and wondered how many other candidates the employer was considering? Your physician candidates often ask themselves the same question when they interview for your open position. Being honest early in the process about candidate interest in the opportunity will allow the prospect to better understand the competition for the desired opening. Additionally, letting them know there are others being considered for the job, and there is large interest from other candidates, shows it’s a great opportunity and may increase their excitement about the position -....

 

Read PracticeLink articles by Megan Trippi Megan Trippi
 

5 reasons gratitude is a must for recruiters

 

Expressing gratitude isn’t necessarily synonymous with over-the-top acts or time-consuming displays of appreciation. It can be a collection of small moments and subtle thank-you’s that add up over time. When you interact with your hires and candidates, being intentional about how you show gratitude is essential for your recruitment efforts and your organization. Here are five positive effects it can have on those you’ve recruited, those you will recruit and even your own well-being: You set an example Expressing gratitude doesn’t have to be draining, and when you simply....

 

Read PracticeLink articles by Alexandra Cappetta Alexandra Cappetta
 

3 lifestyle attributes of rural communities

 

At first glance, it may seem most physicians prefer to be in the city or a suburban community, but there can be advantages when recruiting for rural practices. If you’ve already shared the benefits of your small-town practice and its patients, look to promote the positives of living in a rural neighborhood. Three ways to have your rural practice appeal to physicians are: Outdoor recreation and small-town charm Depending on where your practice is, you might be close to lakes and rivers, mountains or other areas with great outdoor activities. If you have a candidate who is into hiking....

 

Read PracticeLink articles by Megan Trippi Megan Trippi
 

3 ways student loans affect your candidates

 

Many college students graduate with thousands in debt. When you add medical school the loan amounts continue to increase. It may not be a surprise that medical professionals exit residency with high debt, but do you know just how much paying off their loans impacts them?   Here are three things you may not have realized about physician and advanced practice provider debt.   Most residents have large amounts of loans Over half of residents currently practicing have taken on debt. According to the Association of American Medical Colleges, indebted medical school graduates owe an averag....

 

Read PracticeLink articles by Megan Trippi Megan Trippi
 

Tout the attractiveness of your open position

 

Imagine searching for your dream house. You’d likely begin with an idea of the desired location, your budget and some must-have amenities. There are also aspects you’d be willing to compromise depending on the price, neighborhood and other factors. Even when you tour a property that meets your requirements, it’s easy to start second guessing whether it’s home for you. It’s a big, life-changing decision after all! Now imagine the influence a real estate agent may have in that situation if they’re humdrum and disengaged during the tour vs. actively pointing o....

 

Read PracticeLink articles by Drew Terry Drew Terry
 

5 ways to build employee trust

 

Trust is a two-way street, and distrust can be contagious. When you establish rapport with your employees, it not only improves the quality of both your experiences working together. It can also improve retention and empower your hires to be more successful as they practice.  As you engage with members of your team, keep in mind these five ways you can strengthen bonds and actively work to build employee trust: Encourage clear and honest communication Communication. It’s one of the most important aspects of developing and maintaining strong connections with others - employees inc....

 

Read PracticeLink articles by Alexandra Cappetta Alexandra Cappetta
 

5 advantages to recruiting rural

 

Rural communities have a great deal of character, but it can be difficult to find candidates who want to work in those areas. You know the charm and positive attributes of your facility and location, so be sure to highlight and focus on these details when promoting your practice:   Culture and community are important Ask your current physicians and advanced practice providers what they like about working at your facility and in a smaller town. Most of the time, you’ll hear the culture is great and everyone gets along well. A small town and small practice offer a feeling of closeness....

 

Read PracticeLink articles by Megan Trippi Megan Trippi
 

Contract negotiation red flags

 

Presenting an offer is an exciting step in your search for the physician or advanced practice provider you want to welcome to your organization. At this point, it’s typical for a candidate to negotiate details of the contract, such as its length, the proposed salary and the call schedule. Ideally, your negotiation process will be a smooth one and will result in both of you feeling good about the final agreement. But sometimes there can be unexpected hiccups or sudden red flags. Here are a few scenarios when it may be in your best interest to walk away from the contract negotiation proces....

 

Read PracticeLink articles by Alexandra Cappetta Alexandra Cappetta
 

New webinar series offers student loans insights to help your candidates

 

You’ve identified a great candidate. The CV checks all the boxes. They’ve aced the interview process. Then they ask, "Do you have any way to help with my student loans?" Chances are it wouldn’t be the first time you’ve heard that question. According to the American Medical Association, half of medical school graduates report debt exceeding $150,000. Of those, about 25% have over $250,000 in student loan debt. It’s quite the financial burden to shoulder while facing the challenges of residency or fellowship and preparing to enter full-time practice. With student lo....

 

Read PracticeLink articles by Drew Terry Drew Terry
 

Minimize the chance of a breach of contract

 

You can’t find a lot of information about breach of contract because it is something no one wants to talk about. Who would believe that a professional - such as a physician - would sign an employment agreement, even possibly accept a signing bonus, and then not show up for their first day of employment? Or maybe it’s not that dramatic. Perhaps they start the job and you think everything is going great then suddenly, after one month, your new hire sends you an email or sets up a meeting to tell you they are leaving with very little notice. Do a Google search, and you will find l....

 

Read PracticeLink articles from Michele Gutermuth. Michele Gutermuth
 

8 ways to promote your new physician or APP

 

New physician or advanced practice provider hires can bring many things to your facility. More variety to the culture, valuable skillsets and even new patients. But, for them to help your health system, you’ll need to find ways to promote and support them. Here are eight approaches you can take to start elevating your physicians and APPs, welcome them to your community and encourage your community to welcome them in return. Schedule a social media shoutout Any addition to your team is something to celebrate. Social media is a great place to introduce your new hire, share a bit about thei....

 

Alexandra Cappetta
 

Tips for reviewing a CV

 

You have an opening, post the job and start receiving CVs. When looking at candidates on paper, how do you know whom to contact for the next step? There are great questions to ask throughout the interview process. When reviewing CVs, start by asking yourself the below questions: Does the timing make sense? Are there any gaps? The candidate’s experience should be listed in chronological order from present to past in month/year format. It isn’t uncommon to have small gaps between practice opportunities, especially after residency or fellowship. However, gaps three months or longer sh....

 

Read PracticeLink articles by Megan Trippi Megan Trippi
 

What is successful onboarding?

 

Onboarding is a crucial step of the talent acquisition and hiring process. But do you truly understand the long-term impact your approach can have on a new hire? According to Glassdoor, successful onboarding can improve employee retention by 82%. But what about the 88% of organizations who don’t onboard well, according to Gallup? Ultimately, these are the organizations with a greater chance of losing team members down the road. To help ensure your positions stay filled and your hires remain happy, let’s establish what successful onboarding is, and more importantly, what it should l....

 

Read PracticeLink articles by Alexandra Cappetta Alexandra Cappetta
 

Want to overcome procrastination? Why wait?

 

Do you work on a project the moment it’s received, or does taking action require the pressure of a looming deadline? Everyone has procrastinated about something in life. Many people even jest about "performing best under pressure." However, putting off necessary work is a chronic problem for many Americans, and procrastination may be permeating more parts of life as the COVID-19 pandemic persists. Fortunately, there are some ways to stop stalling and start building momentum toward completing that to-do list.   What is procrastination? is intentionally avoiding doing something that ....

 

Read PracticeLink articles by Drew Terry Drew Terry
 

Should you offer the job to the candidate on the spot?

 

I recently had a physician send me an email after attending one of our webinars:   "How do I appropriately answer the question, if I was to be offered the job, how long would I take before answering?”   At first, I thought it was a great question by the interviewer, but the interviewer should not have asked the question and instead taken action!   Here are three current trends to be aware of in the physician job market:   Providing the offer on the spot.   Think about what is happening within the United States at this moment. The job market. The physician shortag....

 

Read PracticeLink articles from Michele Gutermuth. Michele Gutermuth
 

5 ways to increase your talent pool

 

One of the most valuable acquired skills of any recruiter is to anticipate a need before it must be filled. Whether or not there are open positions at your health system right now, it helps to have a pool of prospects at the ready to ease your recruitment process when a need arises. So, are you able to predict future needs and increase your talent pool to more quickly fill them? Absolutely. Here are five ways you can start right now: Think about your organization’s long-term plans Consider the status of your organization. What are the long-term plans and goals? Is your health system aim....

 

Alexandra Cappetta
 

Jobs in high demand

 

No matter the season, political climate or changing trends, some professions will always be in demand. Periods of oversupply or shortages are inevitable, but the need for doctors and health care workers isn’t going anywhere - and similarly, individuals like you who recruit them. According to the College Foundation of North Carolina, registered nurses and medical professionals break the top of the list for those who are most in demand and highest paid. If that doesn’t surprise you, consider the 2021 Best Jobs list by the U.S. News & World Report. Physician assistants were rank....

 

Read PracticeLink articles by Alexandra Cappetta Alexandra Cappetta
 

Medical background checks vs. standard background checks

 

If you’ve ever applied for a professional position or received a job offer, you’ve probably had to provide your driver’s license and Social Security number for a routine background check. Nearly every profession requires a background check - and that’s no different in the medical industry. Physicians and advanced practice providers care for patients, prescribe medicine and work in a demanding, ever-changing industry, so you want to make sure they are well-trained and able to give patients the best care possible. One way to verify experience and feel confident the cand....

 

Read PracticeLink articles by Megan Trippi Megan Trippi
 

The ideal site visit itinerary

 

Building an itinerary is an essential part of preparation as part of your site visit checklist. It will provide you a successful interview plan that even a mildly interested candidate can get excited about. I believe both in traditions and making sure you are current, and this is a plan that works by mixing the old and the new. Use this as your meeting agenda template. Make sure to have sections for Travel, Meal, Who’s Who, and finally the traditional or time-frame itinerary. Try to keep all this on a two-page document and, when possible, fit on one page. Site Visit Itinerary Checkl....

 

Read PracticeLink articles from Michele Gutermuth. Michele Gutermuth
 

Does a positive candidate experience now equal candidate interest later?

 

Creating a positive candidate experience can help your organization stand out in a physician’s job search, but can the impact reach beyond that single candidate? A white paper from IBM Smarter Workforce Institute suggests it can. Here’s how, according to its findings:   80% The percentage of applicants not receiving an offer who are more likely to apply again if they already had a positive impression of the hiring organization. 2 to 1 The ratio of applicants who are more likely to recommend the hiring organization to others vs. applicants who were unsatisfied by the candidate ....

 

Read PracticeLink articles by Drew Terry Drew Terry
 

How to find the best candidates to interview

 

When a candidate captures your interest, can you tell what makes them stand out? Was it their eagerness to connect with you, a glowing recommendation, being responsive or having provided their information ahead of time in a candidate database? Many qualities make up a good candidate, but it’s likely the best candidates - or the ones you want to pursue and interview - are the ones with whom you easily form a connection. PracticeLink in-depth interviews PracticeLink in-depth interviews present much like an initial interview screening, with questions about an individual’s interes....

 

Read PracticeLink articles by Alexandra Cappetta Alexandra Cappetta
 

How to steer clear of illegal interview questions

 

Whether you’re a seasoned interviewer or new to conducting interviews, you’re most likely aware there are certain questions you can’t ask. As you get to know the candidate and get deeper into the interview process, it can become more difficult to avoid some of those topics during the conversation. Areas protected by the Equal Employment Opportunity (https://www.eeoc.gov/employers) laws protect employees and job applicants from discrimination based on: Birthplace, race, ethnicity and citizenship Age Gender and sexual orientation Family or marital status Pregnancy Medical and g....

 

Read PracticeLink articles by Megan Trippi Megan Trippi
 

Button up your onboarding process to improve your candidate experience

 

Virtually every interview process touches on how good it is to work at the organization. The onboarding process, though, is the first official chance to prove it. According to a Gallup State of the American Workplace study, many employers have room for improvement. Only 12% of surveyed employees strongly agree their organization does a great job of onboarding new employees. Employees form opinions about their organizations every day. It starts with their experience as a candidate for your opportunity and continues through onboarding and their acclimation into the role. A poor onboarding experi....

 

Drew Terry
 

Be a good recruiter by becoming a subject matter expert

 

Physician recruiters are subject matter experts in many things: the health care industry, talent acquisition, communication strategies - the list could go on. You know how to draw candidates to your organization, but if the end goal is to keep them there and help them envision a lasting fit in your community, then there may be another area of expertise you can nurture. Know the ins and outs of your community Just like in sales: The better you know your product, the better you can sell it. When you’re "selling" an opportunity to candidates, a large piece is marketing your community. J....

 

Alexandra Cappetta
 

Physician burnout rates vary by specialty

 

Long before the unpredictable events of 2020, the health care industry in the U.S. was facing the ongoing problem of physician burnout. However, it may be surprising that burnout rates among physicians remained consistent from 2019 to 2020, relatively unchanged by the pressures of a pandemic.  One study conducted by Medscape from Aug. 30 to Nov. 5, 2020, found that of the 12,339 physicians surveyed in more than 29 specialties, 42% reported burnout - the same percentage as 2019. While reports of burnout have not increased substantially year over year, there are some noticeable difference....

 

Read PracticeLink articles by Alexandra Cappetta Alexandra Cappetta
 

Utilizing the IMG workforce and other programs to help fill open positions

 

We have all heard the United States has a physician shortage problem. According to a 2020 study from the Association of American Medical Colleges, the United States  could face a shortage of combined primary care and specialty physicians of 54,100 to 139,000 physicians by 2033. Some good news is that according to the National Resident Matching Program, the 2021 Main Residency Match was the largest in program history. There were 38,106 total positions offered, the most ever, and 35,194 first-year positions. However, this still leaves a large shortage and recruiters searching for short- and....

 

Read PracticeLink articles from Michele Gutermuth. Michele Gutermuth
 

4 ways to provide value and grow your talent pipeline

 

When you have an open position, you want to be efficient and fill it with the right hire. You can have a smoother, more effective process when your talent pipeline is full of quality physicians and potential hires, so be sure to nurture candidates and provide value throughout the recruitment cycle - even when you aren’t working to fill a role. Here are four ways to help maintain a robust candidate funnel and set your organization apart from others: Strategize recruitment Develop a strategy and understand your organization’s long-term goals so you can recruit hires who will help w....

 

Read PracticeLink articles by Megan Trippi Megan Trippi
 

Sourcing techniques to find candidates

 

is an idiom often used to describe the process of trying several things to have the best chance at success. Just like successful fishing usually involves more than casting a net, successful recruiting often incorporates multiple sourcing techniques to identify the best candidates. Here are four things to keep in mind when trying to catch your next candidates: Choose the right job board Success is elusive if you’re not searching in the right places. When looking for physicians, consider sites they visit to find career opportunities specifically for them. For example, PracticeLink provide....

 

Read PracticeLink articles by Drew Terry Drew Terry
 

Make your physician job description more than words

 

When you create an online job posting, what is your goal? If it is to give every little detail about the opening, I believe you have missed the mark. The goal of a job posting is to capture, in a split second, the candidate’s attention and have them wanting more. A great example of this is your social media feeds. Have you ever scrolled through your feed, only stopping when you see an image that caught your attention? We are stimulated by visuals. Some of the most popular social media apps are ones that utilize visuals. YouTube is entirely videos. Instagram - photos/videos. TikTok - ....

 

Read the PracticeLink article by Eric Martin Eric Martin
 

Does your recruitment strategy include understanding a physician’s goals?

 

One of the biggest differences between a good physician recruiter and a great one is the ability to go beyond supporting the needs of your hires and nurture their growth as a health care worker. Elevating your candidates’ goals should be a central part of your recruitment strategy to strengthen your connections and bring more satisfaction to your hires. But first, what are a physician’s goals?   Advancement as a health care professional Physicians want opportunities to evolve and be the best providers they can be - for the sake of their patients, employers and their per....

 

Read PracticeLink articles by Alexandra Cappetta Alexandra Cappetta
 

14 physician interview questions to ask

 

Hitting repeat sounds like a great idea while listening to your favorite song. When it comes to the physician recruitment process, though, starting all over is the last thing you want to do. There are a couple of ways to reduce the chances of a complete restart after having a finalist fall through. One is to build and maintain a talent pipeline so you always have list of possible candidates from which to source. Another is to emphasize moving multiple candidates further through the process at the same time so you have additional qualified options in case your first choice falls through. The re....

 

Read PracticeLink articles by Drew Terry Drew Terry
 

4 tips to grow your talent pipeline

 

When recruiting physicians, it is always best to have your talent pool in your looking glass rather than in your rearview mirror. It happens all the time: You think you are moving at a gentle pace, you just filled your top opening, and then you get that email or phone call - the one that tells you things are about to change fast. "Dr. Jones has just put in for retirement, and he is leaving in 60 days" is not what you were expecting to hear. Dr. Jones told you that he was not leaving for two more years at the last meeting. You asked him because you had contact with a good lead, and you did no....

 

Read PracticeLink articles from Michele Gutermuth. Michele Gutermuth
 

Planning the ideal site visit

 

When hosting a site visit, there are things you can do to make it an exceptional experience for your potential prospects. As you get to know your candidate and share the best of your organization and opportunity, here are steps you can add to your site visit checklist to make it a positive experience for you and your future hire. Provide a refresher - and a preview After you’ve greeted your candidate, refresh them on some of your organization’s highlights. This might include how it’s structured and functions, what kinds of providers work for you and your company’s go....

 

Read PracticeLink articles by Alexandra Cappetta Alexandra Cappetta
 

Recruiting with culture in mind

 

When candidates want to know more about your organization’s opportunities, they aren’t only looking at the role, location and compensation. Yes, those are important details they’ll definitely consider, but there’s another extremely meaningful aspect to your prospects that should also be to you as you recruit: Your organization’s culture. Each time you make a new hire, your community undergoes some change - no matter how subtle. The question is: How will your recruit fit into your organization, and will they be instrumental for representing and growing it? When s....

 

Read PracticeLink articles by Alexandra Cappetta Alexandra Cappetta
 

Job posting vs job description

 

A job posting and job description have key differences, and when identified, can be used more effectively to market your opportunities and compel candidates to apply. If you’re unclear or need a refresher on how to write a job description vs. a job posting, you’ve come to the right place. Check out these points to distinguish and position your opportunities for the best possible recruitment results: Job postings Job postings are designed to attract the attention of candidates and display details about your work culture, facilities and team. They’re all about drawing in a cand....

 

Read PracticeLink articles by Alexandra Cappetta Alexandra Cappetta
 

Building relationships with passive candidates

 

If you’re waiting until passive candidates are actively seeking positions to start building a relationship, you could be waiting too long. There may be certain standout individuals you want to consider for your open positions, but for them to consider you when the time comes, you will need to stay a step ahead of where they are in their job search. Here are some ways you can actively build relationships with passive prospects once you’ve initiated a connection: Anticipate, anticipate, anticipate Part of being a great recruiter is learning to anticipate candidates’ openness to....

 

Read PracticeLink articles by Alexandra Cappetta Alexandra Cappetta
 

Checking a candidate’s digital footprint

 

You have multiple CVs, you have done a few phone screens, you have picked some of your favorites from your pile of physician candidates, but you are still not sure who to bring in for an on-site interview. Either no one stands out above the rest, or they all do. How will they fit in with the existing group? How will they get along with the whole team? You need to make sure the physician candidate you choose will be an extension of your company, and in today’s cancel culture, you want to check out their digital footprint. This is why I used social media to look at potential candidates d....

 

Read PracticeLink articles from Michele Gutermuth. Michele Gutermuth
 

3 ways to help your new hire prepare to move

 

Throughout your career, you’ve probably had many physicians relocate for your opportunity; possibly even decline an offer; or not see your organization as a good fit based on the community, move or their family. If you’ve ever relocated - even just moved houses in the same area - you know it can be stressful with many details to consider. Your potential hires feel this same stress with their relocation. However, you can play an important role in their move and help ease the burden of some aspects of the process.   Relocation assistance Not every organization is able to pro....

 

Read PracticeLink articles by Megan Trippi Megan Trippi
 

Understanding, managing and exceeding candidate expectations

 

You know what you expect going into the physician recruitment process. You’ll parse through possibly dozens of candidates, find one that stands out and make contact. From there, the rest will be history. Or will it? Candidates also have certain expectations about how they will be recruited and onboarded. As their prospective employer, it’s important to make sure you are aware of what those expectations are, how you can manage them and, most importantly, how you can exceed them altogether. Expectation #1: Transparency Understand that candidates are intuitive, and they can often tel....

 

Read PracticeLink articles by Alexandra Cappetta Alexandra Cappetta
 

Recruitment changes following 2020 and COVID-19

 

COVID-19 has changed the way we recruit physicians. I have seen similar titles on posts and articles regarding how physician recruitment has changed for several months.  First, physician recruiting in and of itself has not changed. As a recruiter, have you ever had someone ask you what you did for a living - not what your title is, but what you do, and then look at you after answering the question with a puzzled look?  I started in the days long ago, as in the "if you wanted your CV to be received by the employer fast, you had to use FedEx" days. It was exciting when the large recr....

 

Read PracticeLink articles from Michele Gutermuth. Michele Gutermuth
 

Prioritizing hard-to-fill specialties

 

How do you work through a growing list of open positions and other responsibilities that come with physician recruitment? Do you take a systematic approach, where you prioritize and plan every step, or does it feel more like organized chaos, swatting down tasks as they appear at the top of your to-do list? Or does the truth lie somewhere between those two? With a little reviewing, planning and prioritizing your job openings, you may be able to better understand which ones require more time to fill - and which ones can afford slightly less attention for the time being. One method of organizin....

 

Read PracticeLink articles by Drew Terry Drew Terry
 

The high cost of turnover

 

Retaining hires and minimizing turnover is an evergreen goal for recruiters, but pre-existing challenges intensified by the pandemic have further complicated that objective. In fact, the American Medical Association reports a quarter of health care workers have considered leaving their jobs since the pandemic’s onset. Turnover among physicians and advanced practice providers is expensive, period. But as the trend continues upward, it’s essential to note the cost for your organization and, most importantly, what you can do about it. Know the cost Pandemic or not, physician turnove....

 

Read PracticeLink articles by Alexandra Cappetta Alexandra Cappetta
 

Forecasting physician burnout in 2021

 

Prior to 2020, the health care industry saw large amounts of burnout in physicians and providers. Then, the country and the community faced a global pandemic. This caused frontline health care workers to work extended hours, feel additional stress and risk contracting the virus themselves. According to a 2020 Medscape Survey, nearly two-thirds of physicians reported increased levels of burnout. The same poll showed 62% of United States physicians saw a decrease in pay up to 50%, and 46% of physicians said they felt lonelier than before due to social distancing and stay-at-home orders. While bu....

 

Read PracticeLink articles by Megan Trippi Megan Trippi
 

Recruiting with little notice

 

You go into your office - or at this time possibly your home office. You look over your physician openings for your organization, your calendar, your upcoming meetings, interviews, virtual interviews and phone calls to be made; your list is endless. Next, you look at your emails, which also seems like a never-ending project. After you scan through the marketing messages, conference invitations and lists you can purchase along with emails from recruiters and physicians, you spot one marked with that red flag stating . It is from your supervisor. It says, "We need to fill this Internist openin....

 

Read PracticeLink articles from Michele Gutermuth. Michele Gutermuth
 

Exercise a renewed approach to recruitment

 

You’ve probably read your fair share of articles about why you should exercise, what it adds to your lifestyle and how it can boost your physical and mental health. Although the tried-and-true benefits are pretty common knowledge, the national average for physical exercise still sits (pun intended) at only 51.6%, according to the Department of Health & Human Services. Of course, there are countless ways exercise can improve your physical and mental health, but have you ever considered how it can actually make you a better recruiter? Positive mindset and positive impressions As you&rs....

 

Read PracticeLink articles by Alexandra Cappetta Alexandra Cappetta
 

5 ways to support your hire’s relocation

 

A physician candidate has many aspects of a position to consider before signing an offer. One of the most important details of accepting a role for the physician and their family, especially long term, is relocation. Since the physician recruitment process can sometimes seem long and involved, you don’t want to invest the time only to lose your best candidate over relocation. Here are five ways you can help make an offer more attractive and support the potential hire in their move: Know your state’s licensing and credentialing When a physician comes to your organization from anothe....

 

Read PracticeLink articles by Megan Trippi Megan Trippi
 

Show appreciation on Day One

 

For the new employee, it’s the beginning of the next chapter in their life and career. For the organization and team, it’s a return to being properly staffed and a chance to meet a new colleague and friend. For physician recruiters, it’s the ultimate milestone after what could be months - or even longer - of helping a physician or advanced practice provider navigate the job search, application and interview process. A new hire’s first day often carries a sense of celebration and engagement. Unfortunately, that feeling of excitement can quickly wane, being replaced b....

 

Read PracticeLink articles by Drew Terry Drew Terry
 

How and why to create a mission statement

 

It’s fair to say most corporations and organizations have a mission. Many even put the mission into words and develop a formal statement. If you search for the website of the first organization that comes to mind, you might even see this statement listed on their ’About’ section or possibly on the homepage. Having a clearly defined mission is important because it gives the overall organization and its employees a vision and objectives to achieve. “Without a mission statement how do you know what you are doing is going toward fulfilling that mission?" said Eric Martin, P....

 

Read PracticeLink articles by Megan Trippi Megan Trippi
 

Recruiting goals for the new year

 

If 2020 has taught us one thing, it’s that can happen. There’s no doubt the last several months have stretched your strategies, time and role beyond what you may typically expect as a recruiter, so when defining your goals for the upcoming year, here are some considerations that may help you tweak your approach for the most success.  Outlining your objectives Identifying a primary goal can be difficult, especially with the unpredictable nature of 2020 that will likely spill over into 2021. You might ask yourself: What was my biggest recruitment obstacle prompted by the pandem....

 

Alexandra Cappetta
 

Importance of workplace culture

 

Have you considered the impact workplace culture has on your organization? A positive culture can take your organization from average location to desired workplace. It can enhance your physician contracts even when salaries and benefits are comparable or slightly lower than other offers. And it can be an effective tool in attracting quality candidates - and retaining high-performing physicians. A negative culture, on the other hand, could deter high-ranking candidates and be a motivating factor for your top staff to start thinking about where else to practice. What is workplace culture? In a....

 

Read PracticeLink articles by Drew Terry Drew Terry
 

Creating a smooth transition through onboarding

 

For a hire to become successful and feel a part of your organization, you need to get them acquainted with the community, staff and practice. You should also cover credentialing, human resources orientation, IT assessment and marketing integration. COVID-19 has made some in-person interactions and onboarding difficult. If there are forms and paperwork the physician needs to complete, making them available digitally will allow the hire to take their time and thoroughly review materials. This creates an easier way to familiarize them with the onboarding process and complete it without risking ex....

 

Read PracticeLink articles by Megan Trippi Megan Trippi
 

Increasing the value of your contract in more ways than salary

 

When writing a contract, there are many aspects of the position to consider. To many, salary might seem like the main - sometimes the only - reason to accept an offer, but there are other factors that play a large part in a physician’s decision to sign. Benefits Package A basic benefits package can include health, dental, vision and malpractice insurance coverage. In addition to basic benefits, your offer can incorporate professional membership dues; reimbursement for continuing medical education; vacation, sick, maternity and family leave; retirement savings plans; and disability in....

 

Read PracticeLink articles by Megan Trippi Megan Trippi
 

Navigating the latest licensing and credentialing updates

 

With the onset of COVID-19, it might feel like much of what you once knew about licensing and credentialing has shifted. For the sake of simplifying your process and providing the best possible candidate experience, you’ll want to stay informed about these updates and how they’ll impact the way you and your prospects navigate the specifics. Immigration If you’ve recruited internationally before, you know the Educational Commission for Foreign Medical Graduates (ECFMG) requires verification of an applicant’s medical education credentials, including the final medical sch....

 

Read PracticeLink articles by Alexandra Cappetta Alexandra Cappetta
 

A recruiter’s guide to physician salary and compensation surveys

 

Physicians and advanced practice providers weigh several factors when determining which practice is right for them. This includes workplace culture, opportunity for growth and whether the community fits their lifestyle, just to name a few. A competitive salary certainly doesn’t hurt, though, and an offer that’s too low can exacerbate negotiations or end them outright. Below are a few resources that can help you see how your organization’s job offers compare to others your candidates may be receiving. MGMA Medical Group Management Association (MGMA) is a national professional ....

 

Read PracticeLink articles by Drew Terry Drew Terry
 

Minimizing work stress around time off

 

There are many things that can cause stress when on the job, but what about when you’re not working? Maybe certain stressors from work follow you into personal time, or maybe as a physician recruiter, the idea alone of taking time off spurs a different kind of stress - just by being away. When you do take a break from recruitment activities (which is key to staying sharp) make sure you allow yourself space to recharge. Here are some ways you can minimize stress during your time off: Keep your contacts in the loop For starters, letting your colleagues and prospects know you’ll be ....

 

Read PracticeLink articles by Alexandra Cappetta Alexandra Cappetta
 

Retention starts with a signed offer

 

When a candidate signs their offer letter, they plan to be with your organization for the duration of their contract - if not longer. Turnover and open positions cost your organization money, so you don’t want to wait to work on retaining your quality hires. So, what can you do to keep your hires happy? Onboarding and training Once the offer is signed, those physicians become a part of your team. You want your hires to feel confident and comfortable in your organization, so make sure they are properly trained and understand the expectations placed on them and their role within the prac....

 

Read PracticeLink articles by Megan Trippi Megan Trippi
 

Do your candidate communications send the right message?

 

No matter how well-planned a message is, miscommunication could always be imminent. When Elton John recorded "Tiny Dancer," he didn’t expect listeners to hear, "Hold me closer, Tony Danza." According to Toto’s "Africa," "there’s nothing that a hundred men or more" - not - "could ever do." Miscommunications can happen in all types of exchanges: a text message to a friend, an email from a co-worker, even a phone interview with a candidate. They usually result in follow-up questions that only take a few seconds to clear up, but make no mistake: Depending on the timing, freq....

 

Read PracticeLink articles by Drew Terry Drew Terry
 

Knowing which compensation model best fits your candidates

 

A large consideration for candidates when comparing offers is salary and bonus structure. Compensation packages vary between organizations and contracts, so you want to ensure the organization or practice’s method for incentive pay and overall compensation is included in your offer and is clear and attractive to the candidate. But if your organization has flexibility with offers, how do you know which compensation model is the best option for your prospective hire? Straight salary The straight salary, or 100% salary, model gives a physician a prearranged and fixed income with no variatio....

 

Read PracticeLink articles by Megan Trippi Megan Trippi
 

What recruiters should remember about the HHS program for J-1 visa waivers

 

There are a host of ways you may recruit physicians for your openings. One of these is to help you fill your open position with a physician or surgeon who needs a waiver of their J-1 visa. The U.S. issues J-1 visas to nonimmigrant research scholars, professors and exchange visitors in programs that promote cultural exchange. This includes medical training. According to the U.S. Department of State website, over 2,900 physicians obtained visas through the J-1 Exchange Visitor Program in 2019. A J-1 visa normally includes a two-year home residency requirement; however, several waiver opportuniti....

 

Read PracticeLink articles from Michele Gutermuth. Michele Gutermuth
 

What physicians consider in a contract

 

Candidates have more to contemplate than just their salary when signing a contract. Sure, they’re thinking about how they’ll be compensated, but they’re also looking to opportunities that will support their family, professional goals and personal pursuits. A prospect’s acceptance is the goal when extending an offer. But to get there, you’ll need to know which items will be most influential when candidates review their contracts. Termination clausesSome prospects may be looking ahead at their termination clause before signing a contract. In the event they may not ....

 

Read PracticeLink articles by Alexandra Cappetta Alexandra Cappetta
 

What recruiters should keep in mind about the Conrad 30 program

 

When you strategize about the various ways to fill your open positions, one available avenue is the J-1 visa waiver program using Conrad 30. Conrad 30 lets physicians stay in the United States after residency and/or fellowship training. Under the program, each state is allowed to submit 30 physicians to the U.S. Department of State for a J-1 visa waiver. As you may be aware, physicians who come to the U.S. on a J-1 visa must return to their home country once they finish their residency or fellowship training unless they obtain a waiver. Although Conrad 30 is a great resource, it helps to know ....

 

Read PracticeLink articles from Michele Gutermuth. Michele Gutermuth
 

Building trust with your candidates

 

Trust is an important trait in all relationships, and that rings true with the association between recruiter and candidate. When a candidate trusts you, they will feel comfortable sharing information about themselves, open up to you and work with you throughout the recruitment process. But how do you build trust before speaking with a candidate, and while you’re recruiting them? Here are ways to establish credibility and provide great service in your recruitment. Focus on the candidate experience Recruitment begins before you make contact. When a physician or advanced practice provider l....

 

Read PracticeLink articles by Megan Trippi Megan Trippi
 

Is your organization’s profile working?

 

Let’s say you’re looking for a new bank. You head to a review site to seek out promising options for an organization that you can trust and will fulfill your needs. When you head to the first prospect’s website, it’s practically abandoned. There’s little description of their services, few features highlighted, no visuals or contact information, and not much to inspire confidence that this is the right place to handle something as important as your finances. Based on your first look at their brand, you might continue searching for something more appealing, inviting....

 

Read PracticeLink articles by Alexandra Cappetta Alexandra Cappetta
 

Crafting strong job postings to attract candidates

 

Have you ever thought about your brand and the brand of your organization? is the reputation you hope to build and maintain. , on the other hand, is how others see you. Everything you do affects your brand perception. Your interactions with others, the LinkedIn post you shared last night or even how you interact in a store impact your personal brand. For an organization, that includes the tone in corporate communications, website appearance, patient satisfaction - even its pandemic response. As a physician recruiter, each word and action you take contributes to your candidates’ brand ....

 

Read PracticeLink articles by Drew Terry Drew Terry
 

Reduce time-to-hire with a structured process

 

The longer a position remains open, the higher the costs incurred for your organization, and the longer your patients may be without quality care. Reducing the time it takes from posting a job to extending an offer will allow you to fill positions more quickly and perform your job more efficiently. In order to decrease the time it takes to complete the recruitment cycle, you will first need to have a structured process in place. This should include knowing the role and posting the job, sourcing candidates and tracking applicants. Once you have an opening, be sure you write your job posting wit....

 

Read PracticeLink articles by Megan Trippi Megan Trippi
 

Advances in treating Childhood Cancer

 

As you seek new connections with candidates, it’s important to continuously educate yourself about medical developments and research as it relates to the specialties you want to recruit. This is especially true when advancements overlap and can pertain to multiple areas, like both pediatrics and oncology. Battling cancer during childhood is an experience that shouldn’t be as common as it is today. With childhood cancer being the leading cause of death by disease for adolescents in the U.S., the team behind St. Jude Children’s Research Hospital has decided enough is enough. Yo....

 

Read PracticeLink articles by Alexandra Cappetta Alexandra Cappetta
 

Best practices as recruitment moves forward

 

For months, recruitment was on hold or saw a great deal of change. As counties and states relax restrictions, recruitment efforts will start to pick up for many. Organizations and people are also experiencing different levels of response, so keep these tips in mind as you work to fill positions. Be Patient Everyone has varying levels of comfort when it comes to going out, being around people and especially traveling. Even if your organization is able to host candidates for interviews and site visits, those candidates might be hesitant to travel or come in contact with others at this time. It i....

 

Read PracticeLink articles by Megan Trippi Megan Trippi
 

Navigating immigration and guiding physicians through the process

 

As a recruiter, it’s important you have some knowledge of immigration as it relates to physicians and the hiring process. Immigration matters have become increasingly complicated, and involving an expert is essential at some point in the process. However, it’s still beneficial to understand the basics before reaching the point where you need an expert.  You may already be aware of nonimmigrant restrictions placed on international students. These items are mainly for students who claim this status for the first time. You can visit Ice.gov and cdc.gov for the most current inform....

 

Read PracticeLink articles from Michele Gutermuth. Michele Gutermuth
 

Better branding: increasing candidate awareness of your organization

 

As a physician recruiter, you want your health system to be recognizable and trustworthy to job-seeking candidates. To do that, you’ll need to draw candidate awareness to your organization, not just your opportunities. Here are ways to enforce your organization’s brand and attract more physicians and advanced practice providers to your community: Optimize your social media and web pages One of the fastest ways to expand your network and build your brand is through social media. Start by inviting potential candidates (yes, even those you’re not pursuing) to connect on platfor....

 

Read PracticeLink articles by Alexandra Cappetta Alexandra Cappetta
 

8 ideas for recruitment during COVID-19

 

Businesses have had to change strategies to be profitable or, in some cases, just to survive during the pandemic. Recruiting physicians and advanced practice providers is no different. While finding the right candidate or just filling your opening can be a challenge, one thing remains true: Physician recruitment must change with the times as well. You must have a real understanding of what the provider needs, and what their entire family needs in terms of a community, education and how their whole family has survived so far in this COVID-19 era. Here are eight recruiting tips to use as you con....

 

Read PracticeLink articles from Michele Gutermuth. Michele Gutermuth
 

10 things physicians want from recruiters

 

During the recruitment process, you have certain expectations of the candidates you want to recruit, but there are things your candidates are expecting from you as well. As you continue to seek the best talent for your organization, keep in mind these 10 things physician candidates want from recruiters: Visibility in the Recruiting Process Ensuring visibility in the recruitment process means using communication to get - and stay - in touch with potential hires. A report from LinkedIn determined 59% of surveyed candidates want to hear back from recruiters when they have an update, and the m....

 

Read PracticeLink articles by Alexandra Cappetta Alexandra Cappetta
 

CV review – What to look for and what to look past

 

Nearly every job requires candidates to submit a resume. For jobs within hospital systems, physician practice groups, universities, medical schools or for research, a curriculum vitae (CV) is preferred. As a physician recruiter, it’s good to know best practices when reviewing a CV. A good CV will include: Name and contact information Education Licensures and certifications Experience Academic and leadership positions Personal information Training and titles Grants and awards Publications and presentations A cover letter While CVs are longer than resumes (at least two pages), you’ll....

 

Read PracticeLink articles by Megan Trippi Megan Trippi
 

Here to help

 

As you continue to experience the effects of the pandemic, you might have recruitment on hold, a shift in open positions, smaller staff or you might even start getting back to normal. In any case, finding the right fit for an organization is never easy, and it can be even more difficult at this time. The following products can help you connect and communicate with prospective candidates and applicants in today’s virtual world: MedNavigator is an innovative and comprehensive provider database and recruitment marketing solution. With an annual subscription, you can search, select, communic....

 

Read PracticeLink articles by Megan Trippi Megan Trippi
 

How candidates investigate your opportunity

 

When you come across a candidate with a promising profile, you probably do a little more outside research before calling them for an interview, right? Candidates are doing the same to get to know you before determining their interest in your organization. You know how you research your prospects, but how will candidates investigate your opportunity? How can you help them take in what you want them to remember most about your organization? Job posting and profile Job descriptions can give candidates a glimpse of who you are, but they don’t always tell them everything they want to know. ....

 

Read PracticeLink articles by Alexandra Cappetta Alexandra Cappetta
 

Successful recruitment starts with your job posting

 

In some areas of the country, there has been a surge in health care staffing, while in other areas, positions have been furloughed or recruitment of certain specialties has been placed on hold. Regardless which situation your organization is experiencing, quality candidates are searching for available jobs, and your job posting often serves as the first impression of those openings. When you post a job, you expect interested candidates to apply. But, can they find your job posting, and does it catch their eye or compel them to click? Your opportunity should entice candidates to want more infor....

 

Read PracticeLink articles by Megan Trippi Megan Trippi
 

How to craft a job description that compels the right candidates

 

Up until recently, one of the greatest challenges for physician recruiters has been the current physician shortage in the U.S., which according to data published in 2019 by the Association of American Medical Colleges was expected to reach 122,000 by 2032. However, the gap between the current and projected shortage has only narrowed over the past couple months, with an unforeseeable and jarring 1.4 million health care workers furloughed or laid off in April alone. Regardless of whether your organization has had to make cuts, these 1.4 million recently unemployed health professionals will be ac....

 

Read PracticeLink articles by Alexandra Cappetta Alexandra Cappetta
 

Not on the front lines? You can still help!

 

No two facilities are alike. In speaking with recruiters and medical professionals at various health care organizations, we also understand the COVID-19 pandemic has impacted each in different ways. Through all this, we have found one constant: Whether recruitment is stalled, staff is furloughed, there has been a surge in staffing or responsibilities have remained consistent, there are still ways to support your community and the physicians and nurses on the front lines. Organize or make donations Many health care organizations and first responders need personal protective equipment (PPE). If ....

 

Read PracticeLink articles by Megan Trippi Megan Trippi
 

Dos and don’ts of written communication

 

How much could you communicate with only five words? Probably more than you think. Consider the Pixar movie "Wall-E." Its lead character, a scrappy robot, only spoke a handful of words but still conveyed enough messages and emotions to lead a full-length film that earned  an Academy Award for Best Animated Feature and a Golden Globe for Best Animated Film. But how did he do this while uttering only a handful of words and sounds? Nonverbal communication. Depending on the researcher, nonverbal communication makes up anywhere from one-third to one-half to nearly all of the messages we projec....

 

Read PracticeLink articles by Drew Terry Drew Terry
 

A new perspective on National Mental Health Month

 

The longer it pervades our lives, the more evident it becomes that COVID-19 isn’t a threat limited to our physical health. The pandemic has changed everything we know about day-to-day life - unearthing a greater awareness that such immediate and intense shifts to routine and structure impact our mindset.  For what feels like the first time, mental health isn’t just relevant to those with pre-existing psychological conditions; the pandemic has proven none of us are exempt from its effects. As the world copes with a new series of burdens and challenges, this month’s Nat....

 

Read PracticeLink articles by Alexandra Cappetta Alexandra Cappetta
 

Video interview tips for physician candidates

 

As interviews move to virtual platforms, it’s important to know how to best present yourself and how you can help physicians and advanced practice providers make a good impression in a video interview. Recruiters from HCA Healthcare provide tips to share with the physicians and APPs you’re recruiting, which can also benefit you as you conduct interviews. Physician job interviews are shifting temporarily to video platforms as hospital systems and medical practices adapt recruiting processes to meet the challenges of the COVID-19 environment.  With exception of international job....

 

Read PracticeLink articles from Therese Karsten Therese Karsten
 

The “how” of patient experience: What this week means to physician recruiters

 

The roles of physicians and recruiters differ in many ways. However, one of their goals is the same: to provide patients the best possible experience at their facilities. Exceptional treatment and healing are a big part of patient satisfaction, and your impact is finding and recruiting the physicians who deliver this exceptional treatment and strive to give patients a positive experience. This week, the healthcare industry will observe Patient Experience Week to celebrate healthcare staff who create positive patient experiences every day. It’s also a reminder that as a recruiter, your im....

 

Read PracticeLink articles by Alexandra Cappetta Alexandra Cappetta
 

Find physicians by attending a virtual career fair

 

In uncertain times, one thing is sure: Things change. The COVID-19 impact on physician recruitment has varied in organizations across the country. While some departments have slowed their recruiting efforts and assisted in other areas, we have heard from many organizations that their recruiting strategy continues for today’s needs as well as the future. But how do you find new candidates for your organization’s needs when many of your traditional recruiting options aren’t available? One solution is to make a virtual connection. Virtual events - like career fairs - provide....

 

Read PracticeLink articles by Drew Terry Drew Terry
 

Recruiters share ways to continue business in the current healthcare landscape

 

Health systems and their physician recruiters are being impacted by COVID-19 in different ways. Sr. physician recruiter Beth Calabria, physician recruitment coordinator Ashley Reaser and system director of medical staff recruitment Sharee Selah from Tower Health share how they’re responding to current changes, and how recruiters can continue to recruit effectively - not just through an updated strategy, but also an updated perspective. Be adaptable To depict COVID-19’s impact on our personal and professional lives, Calabria compared the current healthcare landscape to an Etch-A-S....

 

Read PracticeLink articles by Alexandra Cappetta Alexandra Cappetta
 

6 ways COVID-19 is changing physician recruitment

 

You’ve already experienced the effects of COVID-19 on your day-to-day recruitment processes. While we can’t predict every change physician recruitment will undergo, we do know the coronavirus has had immediate implications for recruiters. Michele Gutermuth, PracticeLink Director of Provider Engagement and a physician recruiter for over 20 years, shared her thoughts on how our world’s current events are impacting the physician recruitment industry. Here are some of the trends - and how you can respond to establish a new normal that still helps you work toward your next hire.....

 

Read PracticeLink articles by Alexandra Cappetta Alexandra Cappetta
 

Addressing recruiter concerns during the COVID-19 pandemic

 

Every industry is experiencing changes during the spread of COVID-19, and it could be said healthcare professionals are seeing the biggest changes. As members of the healthcare community, physician and advanced practice provider recruiters are most likely experiencing added pressure and have concerns about how this pandemic will affect their responsibilities. Below are three impacted areas and ways you can navigate through the challenges. Interviews One of the biggest concerns is how to continue to conduct site visits and interviews. During this time, candidates may refrain from travel or....

 

Read the PracticeLink article by Eric Martin Eric Martin
 

How to adapt to the impact of COVID-19 (Coronavirus) on physician recruitment

 

On March 11, 2020 the World Health Organization characterized COVID-19 as a pandemic. This pandemic affects all types of recruitment, but it could have an even larger impact on physician and advanced practice provider recruitment. There are already many open positions within the healthcare industry, and there will now be more of a need for additional physicians and APPs. The urgent need for extra help could pause your current recruitment strategy, but even if it doesn’t, you will most likely still see a change in your day-to-day responsibilities, if you haven’t already. Here are wa....

 

Read PracticeLink articles by Megan Trippi Megan Trippi
 

10 steps in a candidate's job search

 

Just like you have a structure to your physician search, job-seeking residents, fellows and advanced practice providers are best served by developing a plan or strategy to guide them through the steps of their job search. One way they can do that is through the publication First Practice, The Resident and Fellow Career Guide, which proposes a 10-step timeline to help candidates form that strategy - and better connect with you. As a recruiter, being aware of how candidates are preparing for their search helps you be ready to reach them in the most effective ways. Candidates will prepare by: S....

 

Read PracticeLink articles by Alexandra Cappetta Alexandra Cappetta
 

Keeping your kidneys healthy

 

Kidneys work hard to maintain the body’s health, so this month - National Kidney Month - get to know and support the ways to keep them functioning properly. According to the National Kidney Foundation, one in three Americans is at risk for kidney disease and at a greater risk if they have diabetes, high blood pressure, family history of kidney failure or are over the age of 60. Early detection and treatment can slow the progression of kidney disease, so getting tested early helps to ensure kidneys can perform their roles of regulating the body’s fluid levels, activating vitamin....

 

Read PracticeLink articles by Megan Trippi Megan Trippi
 

Deepen your candidate pool while reaching passive candidates

 

It might sound difficult to both expand your candidate funnel and reach passive candidates, but it’s certainly possible. Every year, there are dozens of specialty conferences throughout the country where you can meet quality candidates or receive their information. If you are looking for physicians or advanced practice providers to fill one of your open positions, a specialty conference is a great place to start. You can speak with candidates - or get their information - in the specialty for which you are looking. Attending a specialty conference allows you to interact solely with ca....

 

Megan Trippi
 

American Heart Month and your role as a recruiter

 

Heart disease is responsible for 1 in 4 deaths in the United States, according to the Center for Disease Control and Prevention. In fact, it’s the leading cause of death nationwide, so it may not come as a surprise that cardiologists are among the most in-demand specialties to recruit. Regardless, the work done by the fist-sized organ in our chests does not limit itself to just one specialty (there’s a reason the stethoscope is one of the first instruments physicians have in-hand when seeing a patient). All our functions, and therefore all specialties, are affected to some degree b....

 

Read PracticeLink articles by Alexandra Cappetta Alexandra Cappetta
 

The importance of gynecology and women’s care

 

You may not be an OB-GYN, but you will most likely recruit physicians for jobs in Obstetrics and Gynecology. Well, there is currently a shortage of OB-GYNs, and the American Congress of Obstetricians and Gynecologists continues to project a shortage heading into 2020, making it one of the most in-demand specialties. This is in large part due to burnout, compensation and liability, which is something to keep in mind when recruiting for openings in Obstetrics and Gynecology and building compensation packages for those positions. It is important to recruit for these openings and do what you can t....

 

Read PracticeLink articles by Megan Trippi Megan Trippi
 

How one health system found great value

 

MultiCare Health SystemLocation: Washington stateSize of organization: 8 hospitals + about 150 point-of-care locationsPracticeLink Product: PracticeLink Recruitment Management System (RMS) and PowerPackSavings: over $200,000 Mike Peterson leads a team of 10 in-house recruiters at MultiCare Health System, a not-for-profit healthcare organization that serves a large area in upstate Washington. With eight hospitals and more than 150 other point of care locations to staff physicians and advanced practice providers, the recruitment team at MultiCare has their work cut out for them. In 2018 alone, ....

 

Read PracticeLink articles by Alexandra Cappetta Alexandra Cappetta
 

The APP’s role in the growing physician shortage

 

According to a study by the Association of American Medical Colleges, an alarming shortage of 40,800 to 104,900 physicians is predicted in the United States by 2030. The reason? The number of new primary care physicians and specialists can’t keep up with the demands of a growing and aging population, or the high rate of retirement among more practiced physicians. With this emerging shortage, the face of healthcare radically transforms, along with the roles of other advanced practice providers. The Nurse Practitioner workforce is projected to see an annual 6.8% increase through 2030, whil....

 

Read PracticeLink articles by Alexandra Cappetta Alexandra Cappetta
 

Open jobs equal lost revenue

 

Have you added up how much a physician or advanced practice provider vacancy costs? If not, the numbers might be alarming. Many factors contribute to the high costs of physician and APP vacancies, including search firm/agency costs, recruitment and interview expenses, lost revenue and physician burnout.   Recruitment and Interview Expenses There are expenses associated with recruiting, and the longer a position is left open, the more those costs increase. According to the 2019 Benchmarking Report from the Association for Advancing Physician and Provider Recruitment, nearly two-thirds of o....

 

Megan Trippi
 

The value of a seamless, all-in-one recruitment tool

 

Physician recruiters fill open positions to heal communities every day. It is not always an easy task, and a great deal of responsibility falls on them. Recruitment tools can help ease the burden of those day-to-day tasks, but how do you know what tools provide the best value? Some of the main recruitment activities include posting jobs, sourcing candidates and tracking applicants. There are many tools out there to help perform each of those duties, but it can be difficult to know which will deliver the greatest return on investment of both time and budget. Imagine eliminating the need to manu....

 

Read PracticeLink articles by Megan Trippi Megan Trippi
 

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