For free help with your job search, call (800) 776-8383

 
 

The future of physician employment

 

It would be simple if physician recruiters could do open hiring, where the first person to apply for a position gets the job - regardless of experience. Unfortunately, that only works when hiring at orchards and rock quarries. In the world of healthcare, who you hire can reverberate shockwaves through an organization and its surrounding patient community. For thoughtful, methodical recruitment, physician recruiters are compelled to scout based on competency - identifying candidates whose skills and values align with the organization’s needs, mission and vision. Over the next few years, h....

 

Read PracticeLink articles from Georgia Scott Georgia Scott
 

Recruiting physicians for academic medicine

 

When the average person pictures the path of a physician, they most likely assume the physician attends medical school, goes through residency, and then begins treating patients at a hospital or a private facility. While this may be a more typical career lifecycle for many physicians, there are also countless numbers of highly successful healthcare professionals who found a love and career in academic medicine. Every physician that a patient has ever visited was once under the tutelage of an expert in their field, one who possessed the natural talent and skill to explain complicated subjects ....

 

Read PracticeLink articles from Stephen Leggitt Stephen Leggitt
 

Using social media to search for physician candidates

 

With the invention of social media came a monumental shift in how you can scout and retain potential candidates. More and more physician recruiters are turning to social media to look for new candidates fresh out of residency. This change has brought a lot of success and a lot of needed fluidity as the social media landscape ebbs and flows. Knowing it is an open landscape for finding recruits, here are some ways you can start using social media to search for physician candidates: Build your presence  If a physician is searching for jobs in your general area and seeking out recruiters, wil....

 

Read PracticeLink articles from Stephen Leggitt Stephen Leggitt
 

Best practices for sourcing physician candidates

 

Recruiting physicians is a nuanced process that requires a blend of strategic planning, thorough understanding of the healthcare landscape and a touch of human insight. The task is not just about filling a vacancy but ensuring the right fit between the physician and the healthcare facility. With that in mind, here are some best practices for sourcing physician candidates: Understand the role The first step in effectively sourcing physician candidates is possessing a deep understanding of the role you need to fill. This involves more than just knowing the medical specialty; it’s about u....

 

Read PracticeLink articles by Megan Trippi Megan Trippi
 

Reaching out to potential physician candidates

 

There are more than 6000 hospitals and hundreds of thousands of physician practices across America. Nearly all of them have physician recruiters, working tirelessly behind the scenes to find the right fit for each vacancy. This is no quick-and-easy task. According to the physician strategy firm, Marketware, it takes an average of four and a half months to hire a physician. Every placement begins with the simple act of reaching out. Easy as it might be, reaching out can be as exhausting as it is rewarding, with no way to predict if it will lead to signing on a new hire or fizzle out as just an ....

 

Read PracticeLink articles from Georgia Scott Georgia Scott
 

How physician recruiters can help candidates network

 

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....

 

Read PracticeLink articles from Stephen Leggitt Stephen Leggitt
 

How to make your practice more appealing to physicians

 

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....

 

Read PracticeLink articles from Georgia Scott Georgia Scott
 

Resolving conflict in physician hires

 

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....

 

Read PracticeLink articles by Megan Trippi Megan Trippi
 

What recruiters should look for in physician CVs

 

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....

 

Read PracticeLink articles from Stephen Leggitt Stephen Leggitt
 

What physician recruiters do

 

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....

 

Read PracticeLink articles from Georgia Scott Georgia Scott
 

Supportive work environments and physician wellbeing

 

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....

 

Read PracticeLink articles by Megan Trippi Megan Trippi
 

Recruiting and retaining physicians in rural areas

 

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....

 

Read articles by Jackie Farley Jackie Farley
 

How physician recruiters can help international doctors

 

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....

 

Read PracticeLink articles from Stephen Leggitt Stephen Leggitt
 

Telehealth changes for organizations and physician recruitment

 

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 ....

 

Read PracticeLink articles from Georgia Scott Georgia Scott
 

Diversity and inclusion in physician mentorship programs

 

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....

 

Read PracticeLink articles by Megan Trippi Megan Trippi
 

Integrating wellness practices as physician recruiters

 

While it may seem that integrating wellness practices and general mindfulness into a doctor’s daily routine is the sole responsibility of the physician, there is actually a case to be made for the physician recruiter playing an essential role in the overall wellbeing of a physician as well. The best recruiters realize their role extends beyond the simple, successful placement of a candidate. While the recruiter must certainly prepare the physician candidate in the professional sense, they can also aid in helping provide the tools for the candidate to inhabit a healthy mind space outside ....

 

Read PracticeLink articles from Stephen Leggitt Stephen Leggitt
 

Recruiting physician candidates based on location

 

Healthcare recruiters know that a multitude of factors can influence a physician candidate choosing one position over another. Perhaps few aspects are more important or prevalent in a physician’s decision than the physical location of the practice or healthcare facility. There are monumental differences between working in a major metropolitan city and working in a more rural, underserved area. Just like the locations are vastly different, so are physician candidates. Knowing how to successfully promote an available position and showcase its benefits, regardless of the location, is a vita....

 

Read PracticeLink articles from Stephen Leggitt Stephen Leggitt
 

Supporting physician families

 

As a physician recruiter, your job isn’t finished after you find the right candidates for the open positions. Your role also extends to making certain your candidates and their families feel supported throughout the entire interview and relocation process. There are some simple yet crucial steps you can take to ensure you are supporting physician candidates’ families. Provide comprehensive information about your area. Offer detailed information about the community, including the school system, housing options, recreational activities and facilities in the area and healthcare serv....

 

Read articles by Jackie Farley Jackie Farley
 

Supporting work-life balance as a physician recruiter

 

In the fast-paced world of healthcare, maintaining a healthy work-life balance is essential for physician candidates to thrive in both their personal and professional lives. Physician recruiters can support work-life balance for candidates and guide them toward opportunities that align with their lifestyle needs. Here are ways  to help candidates maintain work-life balance in their profession: Create a line of communication Begin by creating an open and honest line of communication with the candidates. Take time to understand their unique priorities, whether it’s flexible scheduli....

 

Jackie Farley
 

Creating flexible schedules for physicians

 

Flexibility is essential in today’s healthcare landscape. Physician candidates are increasingly looking for job opportunities that offer a better balance between professional fulfillment and personal well-being. Creating flexible schedules for physicians can be a real game-changer for attracting top talent. Here are some key strategies for working with candidates on flexible scheduling to ensure both parties are successful in finding the right fit: Start with understanding Every physician has unique obligations outside work. Before diving into discussions about scheduling preferences, ....

 

Read articles by Jackie Farley Jackie Farley
 

Overcoming physician onboarding challenges

 

From that first phone call – when a healthcare recruiter initiates contact with a physician job seeker, the foundation is laid for a potentially incredible bond. As the faceless name on a brilliant CV morphs into a voice over the phone, then a full-fledged personality, a framework of mutual trust takes shape. Soon recognized as a bona fide talent, the physician becomes a candidate and the relationship between the two is nurtured with moments of laughter, shared dreams, meaningful stories and exciting (mouthwatering, even!) details about the amazing open position that’s absolutely p....

 

Read PracticeLink articles from Georgia Scott Georgia Scott
 

Technology and physician work-life balance

 

Maintaining a healthy work-life balance is a significant challenge for physicians. With increasing patient loads, administrative responsibilities and the ongoing need for professional development, physicians often find themselves struggling to make time for their personal lives and better self-care. Fortunately, technology, often seen as a contributor to the stress of modern life, can be a powerful ally in enhancing work-life balance for physicians. Digital health records: Streamlining administrative tasks One of the most significant technological advancements in healthcare has been the adopti....

 

Read PracticeLink articles by Megan Trippi Megan Trippi
 

Telemedicine benefits

 

With its truly meteoric rise, telemedicine has quickly become one of the most positive disruptors in the healthcare industry. Learning about telemedicine’s humble beginnings - and its rapid rise - can certainly aid in a recruiter’s overall understanding of this breakthrough technology, which could ultimately lead to forming specialized strategies for pairing physician candidates with desirable telemedicine positions. Telemedicine’s humble beginnings The genesis of telemedicine was being formed well before the invention of the modern internet. During the 1950s and 1960s, p....

 

Read PracticeLink articles from Stephen Leggitt Stephen Leggitt
 

Building physician leaders

 

Becoming a physician leader whether that takes the shape of a medical director, department head or chief medical officer (CMO) - is a natural next step for those who are interested in combining their clinical expertise with the ability to drive positive administrative change within healthcare organizations. What role can a recruiter play in creating the next generation of physician leaders? Recruit standout candidates The American Association for Physician Leadership, the largest educational organization focused on physicians who hold leadership and management positions, states that their co....

 

Read PracticeLink articles from Stephen Leggitt Stephen Leggitt
 

Organizational culture in healthcare

 

The importance of a strong organizational culture cannot be overstated. A well-defined culture not only fosters a positive work environment but also plays a crucial role in attracting and retaining quality physician and provider candidates. Your role extends beyond filling vacancies; you are instrumental in shaping the culture of the healthcare organization. Organizational culture in healthcare Organizational culture encompasses the shared values, beliefs and behaviors that define an institution. In the healthcare sector, a strong culture contributes to improved patient outcomes, enhanced staf....

 

Read PracticeLink articles by Megan Trippi Megan Trippi
 

Maintaining physician satisfaction

 

Physicians play a pivotal role in the healthcare ecosystem, driving patient outcomes and shaping the success of medical organizations. Ensuring the engagement and satisfaction of the physicians you bring on board is essential for long-term success. So what can you do when it comes to nurturing physician satisfaction? Effective onboarding A seamless onboarding process sets the tone for a physician’s entire tenure with an organization. Provide comprehensive orientation programs to familiarize physicians with the facility, team members and administrative processes. Assign mentors to help th....

 

Read PracticeLink articles by Megan Trippi Megan Trippi
 

Benefits of ongoing training for physician recruiters

 

You play a crucial role in ensuring healthcare organizations are equipped with the right talent to deliver quality patient care. To stay ahead in this dynamic field, ongoing training for physician recruiters is not just advantageous; it’s a necessity. So, what are the benefits of ongoing training for physician recruiters? Keeping pace with industry trends The healthcare industry is continually evolving, with new technologies, methodologies and regulations emerging regularly. Ongoing training allows physician recruiters to stay abreast of these changes, enabling them to adapt their recrui....

 

Read PracticeLink articles by Megan Trippi Megan Trippi
 

Enhancing physician retention in organizations

 

Retaining talented physicians is crucial for the success of your organization. For physician recruiters, implementing effective strategies to optimize employee retention is key. Here are ten strategies you can employ to foster a supportive and engaging work environment that will encourage employees to stay with your organization for the long haul and help you with enhancing physician retention in organizations: Streamline the onboarding process. Ensure a smooth transition for new hires by streamlining the onboarding process. Organizations that have clear communication and comprehensive orien....

 

Read articles by Jackie Farley Jackie Farley
 

Onboarding steps for physician recruiters

 

Congratulations, you’ve successfully recruited a new physician to join your team! While the recruitment process is undeniably a major milestone, the journey doesn’t end there. The onboarding phase is a critical bridge between hiring and sustained success. Here are some onboarding steps for physician recruiters to take to successfully integrate new hires into your organization: Communicate The moment a physician accepts an offer, clear and consistent communication becomes paramount. Reach out promptly with a personalized welcome message, detailing next steps and providing essential ....

 

Read PracticeLink articles by Megan Trippi Megan Trippi
 

Combatting physician burnout

 

The impact of physician burnout on the competitive landscape of physician recruitment cannot be understated. But, physician recruiters must play a critical role in understanding, preventing and alleviating physician burnout to attract top talent and foster a workplace culture that supports long-term professional satisfaction. Recognizing burnout as a recruitment challenge Physician candidates are increasingly mindful of the potential for burnout and will seek employers who prioritize well-being. Therefore, you must recognize physician burnout as a pivotal factor in the recruitment process. Ack....

 

Read articles by Jackie Farley Jackie Farley
 

Wellness initiatives for physicians

 

Physicians dedicate their lives to the well-being of others. However, amidst the rigors of their noble profession, the importance of prioritizing their own wellness often takes a back seat. In recent years, there has been a growing recognition of the need for comprehensive wellness initiatives tailored specifically for physicians to positively impact the physician, retention, the organization and patient care. So, what are these wellness initiatives for physicians and how do they benefit the provider and the organization? Understanding physician burnout Physicians operate in a high-stakes envi....

 

Read PracticeLink articles by Megan Trippi Megan Trippi
 

Building a physician mentorship program

 

Does your organization currently have a mentorship program? A successful physician mentorship program can help you hire and retain top talent. Offering mentorship not only aids in the professional development of physicians but also contributes to a positive workplace culture. These strategies are key to building a physician mentorship program: Define clear objectives Before embarking on the journey of establishing a physician mentorship program, it’s crucial to define clear objectives. What are the specific goals you want to achieve? Whether it’s enhancing clinical skills, fosterin....

 

Read PracticeLink articles by Megan Trippi Megan Trippi
 

Importance of work-life balance for physician hires

 

As physician recruiters, you understand the relentless demands of the healthcare industry. Recruiting top-notch physicians is not just about finding skilled professionals; it’s about fostering an environment that promotes their well-being and, ultimately, ensures their longevity in the field. Let’s look at the importance of work-life balance for physicians - and recruiters: The physician perspective Physicians dedicate their lives to the well-being of others. However, the demanding nature of their profession can lead to burnout, impacting their physical and mental health. This is....

 

Read PracticeLink articles by Megan Trippi Megan Trippi
 

Physician onboarding checklist

 

Welcoming a new physician to your team is a pivotal moment. Having a well-organized onboarding process in place is the key to ensuring they have a smooth transition. Here is a comprehensive checklist to guide you through the essential steps for a seamless onboarding experience: Pre-arrival preparation Coordinate with new hires regarding housing arrangements and make arrangements for them if necessary. Have everything in place to ensure new hires have access to all necessary technology and systems. Help with the facilitation and procurement of any required licenses and credentials. Welcom....

 

Read articles by Jackie Farley Jackie Farley
 

Benefits of recruiting locum tenens

 

Physician recruiters are constantly looking for innovative solutions to address staffing shortages. Locum tenens, physicians who come in on a temporary basis to fill openings until a replacement provider can be found, have emerged as a powerful option to navigate this hurdle.  The use of locum tenens can provide a myriad of benefits for your organization. Staffing flexibility One of the key benefits of utilizing locum tenens physicians is the flexibility they can offer your staffing model. Whether it’s covering for a physician on leave, managing seasonal fluctuations or addressing u....

 

Read articles by Jackie Farley Jackie Farley
 

Showing value to physician hires

 

A physician recruiter’s role doesn’t end with the initial placement of a candidate. Being a valuable resource for your new physician hires can significantly contribute to their success and satisfaction at the organization. Here are some simple ways you can offer support and show value to new hires:   Personalize the onboarding process. Personalize the onboarding experience by tailoring it to the physician’s unique needs and preferences. You can do this by taking their background, specialties and career goals into consideration. Offer guidance on the organization cultu....

 

Read articles by Jackie Farley Jackie Farley
 

What new physicians bring to an organization

 

As physician recruiters, it’s essential to understand what physicians bring to their new roles and how to ensure a positive experience as they integrate into your organization. What physicians bring to their roles Clinical expertise Physicians are recruited primarily for their extensive clinical expertise. They bring years of rigorous medical training and hands-on experience to their new roles. Their ability to diagnose and treat patients is the cornerstone of healthcare delivery. The knowledge and skills they possess are instrumental in providing high-quality care. Compassion and empath....

 

Read PracticeLink articles by Megan Trippi Megan Trippi
 

How to expedite the licensing and credentialing process

 

One of the most significant barriers in bringing skilled physicians to your organization is the often lengthy and bureaucratic licensing and credentialing process. Physicians, eager to start practicing, may become frustrated with delays, leading them to consider alternative opportunities. To remain competitive, you’ll want to know how to expedite the licensing and credentialing process. Here are 13 steps to accomplish it: Start early and plan ahead The key to expediting the licensing and credentialing process is to begin early. The moment you identify a potential candidate, initiate th....

 

Read PracticeLink articles by Megan Trippi Megan Trippi
 

The power of a positive physician onboarding process

 

The search for talented healthcare professionals is a costly and time-consuming process, making it crucial for organizations to retain newly hired physicians for the long term. One of the key strategies to achieve this goal is the implementation of a positive onboarding process. Physician retention High turnover rates among physicians not only impact patient care and the continuity of healthcare services but also have substantial financial implications. The cost of recruiting, hiring and training new physicians is a substantial investment. When physicians leave shortly after being hired, these....

 

Read PracticeLink articles by Megan Trippi Megan Trippi
 

Nurturing your new physician

 

Hiring a new physician and filling an opening is a significant milestone for any facility. After an extensive selection process and the presentation of a compelling offer, the candidate has signed on the dotted line. This is the moment of transition from prospect to valued team member. However, the process doesn’t end with a signature; it’s just the beginning. Ensuring a smooth and welcoming transition for your new physician is crucial. Here’s what to do after the candidate signs: Welcome immediately The moment your new physician signs the offer, make them feel valued and a....

 

Read PracticeLink articles by Megan Trippi Megan Trippi
 

Collaborating with contract attorneys

 

While recruiters play a crucial role in connecting talented physicians with the right opportunities within their healthcare organization, when it comes to finalizing physician contracts and ensuring a smooth hiring process, working with attorneys is often essential. The role of attorneys in physician recruitment Attorneys bring a particular set of skills and expertise to the table during the physician recruitment process. They help ensure the legal aspects of physician employment contracts and the hiring process adhere to all relevant laws and regulations. Their roles can include: Attorneys ....

 

Read articles by Jackie Farley Jackie Farley
 

How to help physicians with licensing and credentialing

 

One of the most critical aspects of the recruitment process is helping physicians navigate the intricate world of licensing and credentialing. Your role goes beyond simply matching candidates with job opportunities; it also involves guiding them through the often-overwhelming process of obtaining the necessary licenses and credentials to practice. The importance of licensing and credentialing Before delving into the specifics of how to assist physicians with licensing and credentialing, it’s essential to recognize why these processes are so crucial. Licensing and credentialing are the fo....

 

Read PracticeLink articles by Megan Trippi Megan Trippi
 

Physician contract mistakes to avoid

 

When it comes to negotiating physician contracts, it’s essential to approach the process with care and conscientiousness. Making mistakes at this critical stage can lead to costly repercussions and lost opportunities. Here are some common mistakes to avoid to ensure smooth and successful negotiations: Failing to understand individual needs Each candidate is unique, with different financial, personal and professional goals. One of the most significant mistakes you can make is to assume all physicians have the same needs or priorities. Offering a generic, one-size-fits-all contract may a....

 

Read articles by Jackie Farley Jackie Farley
 

The hidden link between compensation and physician burnout

 

The increase in physician burnout has become an alarming concern in the healthcare industry. Burnout affects both the well-being of physicians and the quality of patient care. While there can be many contributing factors, the connections between compensation and physician burnout cannot be ignored. The pursuit of balance Physicians are dedicated professionals who commit years of their lives to training, long hours of patient care and an unwavering commitment to their patient’s well-being. However, the nature of these demands can quickly lead to a serious work-life imbalance, which can co....

 

Read articles by Jackie Farley Jackie Farley
 

When and how to update a physician contract

 

In an ever-evolving environment like medicine, it is crucial physician agreements be flexible and responsive to the changing needs and circumstances of both the physician and the organization. As a physician recruiter, you must have a good grasp on when and how to update a physician’s agreement to maintain a mutually beneficial and sustainable professional relationship. When to consider updating a physician’s agreement The most common time to review and update an agreement is during contract renewal. This gives both the physician and your organization the opportunity to revisit ....

 

Read articles by Jackie Farley Jackie Farley
 

Addressing gender pay disparities in physician compensation

 

In the healthcare industry - as in many other industries - the issue of gender pay disparity has long persisted, affecting physician compensation and, consequently, the overall workforce’s morale and equity. Physician recruiters can play a pivotal role in narrowing this gap and fostering a more inclusive and equitable work environment. So, what can you do to address or even rectify gender pay disparities in physician compensation? Understanding the gender pay gap Before discussing solutions, it’s essential to grasp the extent of the gender pay gap in healthcare. There are sever....

 

Read articles by Jackie Farley Jackie Farley
 

Signing bonuses vs. overall compensation

 

Physician recruiters’ main goal is to attract top talent to their healthcare institutions. So, when constructing contracts, it’s crucial to understand the significance of both signing bonuses and overall compensation. It’s important to consider the delicate balance between these two aspects and shed light on what physicians prioritize when evaluating job offers. The allure of signing bonuses Signing bonuses can be a powerful magnet to attract physicians fresh out of training. The immediate financial boost they offer can help new recruits with paying off student loans, relocat....

 

Read articles by Jackie Farley Jackie Farley
 

6 emerging trends in physician contracts

 

The healthcare industry is constantly changing and evolving, especially when it comes to the workforce and hiring providers.  In 2023, several emerging trends are reshaping physician contracts, driven by various factors, including shifts in patient care models, regulatory changes and the ongoing impact of the COVID-19 pandemic. Here are 6 recent emerging trends in physician contracts: Value-based care contracts One of the most significant shifts in physician contracts is the move towards value-based care agreements. Value-based care focuses on delivering high-quality care while contain....

 

Read PracticeLink articles by Megan Trippi Megan Trippi
 

Covering physicians with malpractice insurance

 

The demand for skilled physicians is constantly on the rise. You play a pivotal role in identifying and attracting the best talent to your organization. One critical aspect that often gets overlooked in the recruitment process is the importance of covering physicians with malpractice insurance. Understanding malpractice insurance Malpractice insurance, often referred to as medical professional liability insurance, is a safeguard that protects physicians and other medical professionals from legal claims and financial burdens arising from alleged acts of negligence, errors or omissions in patien....

 

Read PracticeLink articles by Megan Trippi Megan Trippi
 

Explaining RVUs to physicians

 

Understanding the concept of Relative Value Units (RVUs) can be confusing but is important for both physicians and those who recruit them. Your ability to explain RVUs effectively can have a significant impact on attracting and retaining top medical talent. What are RVUs? At its core, an RVU - or Relative Value Unit - is a key metric used to measure the value of healthcare services provided by physicians. These units are part of the resource-based relative value scale (RBRVS), a system used by Medicare and other payers to determine the reimbursement rates for medical services. Components o....

 

Read PracticeLink articles by Megan Trippi Megan Trippi
 

Including flexible schedules in physician contracts

 

In the competitive landscape of physician recruitment, attracting top talent requires more than just a large salary. Physicians now look for job opportunities that provide a healthy work-life balance as well as other benefits that will enhance their overall job satisfaction. So how can you craft contracts that offer flexible schedules and other enticements to attract and retain the best healthcare professionals? Why are flexible schedules a priority for candidates?  First, consider why flexible schedules are so important to physicians, and how they can benefit not only the candidate but a....

 

Read articles by Jackie Farley Jackie Farley
 

Recruiting the IMG workforce

 

The demand for healthcare professionals is continuously on the rise. To meet this demand, organizations can turn to International Medical Graduates (IMGs) as a valuable resource. By understanding the unique advantages and challenges associated with recruiting the IMG workforce, you can optimize your recruitment strategies and enhance the quality of care your organization provides. The IMG Advantage Diversity and cultural competence One of the foremost advantages of recruiting IMGs is the diversity they bring to the team. IMGs often hail from various cultural backgrounds, providing a rich tap....

 

Megan Trippi
 

Ensuring fairness in physician compensation

 

One key factor potential candidates consider in your recruitment is physician compensation. So how do you attract top talent and maintain a positive reputation when discussing a topic as sensitive as compensation? By ensuring fairness in physician compensation, you can create a win-win scenario for both candidates and your organizations. Benchmarking and market research The first step to ensuring fairness in compensation is to conduct thorough benchmarking and market research. Recruiters should analyze industry standards and regional variations to help determine compensation packages that are ....

 

Read articles by Jackie Farley Jackie Farley
 

Physician compensation models: Pros and cons for physician recruiters

 

As you move candidates through the recruitment process, they will inevitably ask about compensation. To attract and retain top talent, it’s important to understand the intricacies of physician compensation models. What are physician compensation models? Physician compensation models are the financial frameworks that determine how physicians are paid for their services. These methods have evolved over the years and continue to adapt to changing healthcare landscapes. Let’s explore some common compensation models and their advantages and disadvantages: Relative Value Units (RVUs) ....

 

Read PracticeLink articles by Megan Trippi Megan Trippi
 

Should you include noncompete agreements in physician contracts?

 

The ability to recruit and secure top talent can be a game-changer for healthcare organizations. In their quest to retain their valuable recruits, many organizations turn to noncompete agreements as a means of protecting their investments. But should you include noncompete agreements in physician contracts? Let’s consider the pros and cons of noncompete agreements and some of the alternatives you can consider.   The pros of noncompete agreements   Noncompete agreements can help healthcare organizations protect their investments in recruiting and training physicians. They disco....

 

Read articles by Jackie Farley Jackie Farley
 

5 ways offering stipends to medical students can combat the physician shortage

 

In recent years, a pressing concern stands out in the medical field: the physician shortage. As populations grow and age, the demand for medical services surges, putting a strain on healthcare systems worldwide. To combat this looming crisis, one approach has gained traction - offering stipends to medical students for early hiring or incentivizing early physician hiring. This innovative strategy not only addresses the shortage of providers but also nurtures a sustainable health system. Understanding the physician shortage The physician shortage is a challenge caused by many factors: an aging....

 

Read PracticeLink articles by Megan Trippi Megan Trippi
 

Navigating physician contracts

 

Physician contracts outline the terms and conditions of employment or partnership between physicians and your organization. These contracts play a vital role in establishing a clear understanding of responsibilities, compensation, benefits and expectations for both parties involved. Crafting a well-structured physician contract is imperative to ensure a harmonious working relationship and to protect the interests of all parties. There are multiple sections in a physician contract, so it’s important to know what to include and what to omit. What to include in a physician contract: Contac....

 

Read PracticeLink articles by Megan Trippi Megan Trippi
 

Interviewing millennial and Gen Z physicians

 

The field of medicine is experiencing a significant transformation, not only in terms of advancements in technology and medical techniques but also in the diverse generational perspectives shaping the profession. As the torch passes from one generation to the next, the healthcare industry finds itself at a crossroads. So how can you navigate the generational divide when interviewing millennial and Gen Z physicians? Embrace technology One of the most distinguishing features of millennial and Gen Z physicians is their innate familiarity with technology. Having grown up during the digital revolut....

 

Read PracticeLink articles by Megan Trippi Megan Trippi
 

How to allow physician candidates to be themselves

 

As a physician recruiter, you understand the important role a candidate’s CV and application materials play in their initial introduction to prospective employers. However, it’s equally crucial for candidates to convey that same authenticity and personality during their interview as they do on paper. As you offer advice to physician candidates, consider sharing these key strategies to help them convey during their interview that they are the same person who captured the interviewer’s attention on paper. Be self-aware Before candidates head into their interviews, urge them to ....

 

Read articles by Jackie Farley Jackie Farley
 

5 ways to reach passive physician candidates

 

In the ever-evolving landscape of physician and provider recruitment, finding the right candidates to join your team can feel like searching for a needle in a haystack. Traditional job boards and standard posting methods only scratch the surface when it comes to attracting top-tier talent. To truly tap into the potential of passive job seekers, you need a strategic approach that goes beyond the job board. Luckily, there are a few ways to effectively reach passive candidates: Go beyond the job board While job boards are a great solution and have their place in physician recruitment, they may....

 

Read PracticeLink articles by Megan Trippi Megan Trippi
 

How to respond to candidate interest

 

As a physician recruiter you play a vital role in shaping the future of your organization. Your interactions with physician candidates will significantly impact their perception of the organization and possibly even affect their decision to join your team. So, it is crucial to carefully create thoughtful and professional responses to physician candidates interested in a position with your facility. Here are some key elements your correspondence should include to make sure their first impression of your organization is a positive one: Make it timely and personalized Possibly one of the most imp....

 

Read articles by Jackie Farley Jackie Farley
 

Addressing burnout in physician interviews

 

For physician recruiters, it’s not just about filling a job vacancy. It’s also about finding the right fit for your healthcare organization. One critical aspect to consider during interviews is the candidate’s well-being. Physician burnout is an increasingly prevalent issue in the healthcare industry, affecting both patient care and the physician’s overall quality of life. According to Medscape’s 2023 annual physician burnout and depression report, 53% of physicians say they have experienced burnout, and 23% say they have dealt with depression. This alarming stati....

 

Read articles by Jackie Farley Jackie Farley
 

Serving on a physician interview panel

 

Assembling a physician interview panel is an important way to identify the best candidates to join your organization’s medical team. The process of selecting a physician extends far beyond evaluating clinical expertise; it encompasses a thorough assessment of interpersonal skills, cultural fit and the ability to work as part of a team. Being a member of a physician interview panel is an opportunity to contribute to the growth of a medical system and make a significant impact on patient care. The role of a physician interview panel A physician interview panel is a group of experts from va....

 

Read PracticeLink articles by Megan Trippi Megan Trippi
 

Ensuring diversity and inclusion in physician interviews

 

Diversity and inclusion seem to be a hot-button topic in today’s world. If you want your organization to be a place with high morale and an inclusive environment and culture, you will want to look into ensuring diversity and inclusion in physician interviews and throughout your recruitment process. The importance of diversity and inclusion Diversity in physician interviews can bring many perspectives, experiences and ideas to the table. It fosters innovation, promotes culturally sensitive care and enhances patient outcomes. According to the National Institutes of Health, "some patients f....

 

Read PracticeLink articles by Megan Trippi Megan Trippi
 

Interviewing physicians for leadership positions

 

You’ve already mastered finding stand-out candidates to fill openings at your health system. But, when your present hires want to advance their careers by stepping into leadership positions, you’ll have to embrace the recruiter mindset yet again. However, this time, you’ll be recruiting from within your organization. As potential leaders aim to impress you and make a case for their ability to lead, use these tips to help you feel confident about selecting your internal hire. Know what details to gather from potential leaders Just as they’d show up prepared for a standar....

 

Read PracticeLink articles by Alexandra Cappetta Alexandra Cappetta
 

Impressions matter- how to help physicians pack for a site visit

 

As a physician recruiter, it’s essential to ensure that your physician candidates are well-prepared for arguably the most crucial step in the hiring process - the site visit. Having an organized and well-thought-out packing strategy can make a huge difference in how candidates present themselves during their visit to your facility and can help them feel more confident and in control when they walk through your door. Here are some helpful tips and valuable advice to help physician candidates pack for success during their site visit.   Tip 1: Pick the right ’fit You know that ....

 

Read articles by Jackie Farley Jackie Farley
 

4 steps to grow your practice profitability without increasing patient volume

 

Since the beginning of time, the work of health care providers has been viewed as a labor of love. Rarely are those who work in the profession prioritized and set up to thrive without running themselves into the ground. In particular, for BIPOC physicians and health care providers who serve under-resourced communities, it can cost them their financial security and mental health. But it doesn’t have to. You can have a profitable business serving those who need it most and not sacrifice your well-being. After serving as a board-certified pediatrician for more than 20 years, my life changed....

 

Dr. Omolara Dr. Omolara Uwemedimo
 

Maintaining happiness in new hires

 

Supporting your candidates doesn’t just stop once they accept the job and sign on the dotted line. If you want them to remain happy and feel fulfilled in their new roles - and be able to retain them - you must follow through with attentiveness and give your organization’s newest members opportunities to thrive.  So, how do you know if your new hires are happy? Are they content, anxious or overwhelmed as they begin - or is there something about the opportunity not living up to their expectations? Better yet, how can you properly support them so that day one is as fulfilli....

 

Read PracticeLink articles by Alexandra Cappetta Alexandra Cappetta
 

The power of behavioral interviews

 

Recruiting physicians is a challenging task that requires careful evaluation of both technical competence and interpersonal skills. While assessing a candidate’s medical knowledge and experience is essential, understanding their soft skills is just as important to ensure a successful fit within your team. This is where behavioral interviews play a crucial role. What are behavioral interviews? Behavioral interviews are a structured approach to evaluating a candidate’s past behavior and experiences to indicate future performance. Instead of hypothetical questions, behavioral intervie....

 

Read PracticeLink articles by Megan Trippi Megan Trippi
 

Making a physician offer

 

To maintain quality care and success within your organization, you want to find the right physician to join your facility. Each time you search for your next hire, you may ask yourself: How many interviews should be conducted before extending a physician offer? Remember the Tootsie Pop commercial where the young boy asks how many licks it takes to get to the Tootsie Roll center of a Tootsie Pop? Similar to that popular question, "the world may never know" exactly how many interviews you should perform before giving an offer to a physician, but there are ways to determine a good number on a cas....

 

Read PracticeLink articles by Megan Trippi Megan Trippi
 

Assessing organizational values in physician interviews

 

Finding the right fit in a physician job goes beyond clinical skills and qualifications. Cultural fit - comprising of shared values, beliefs and attitudes between a physician and an organization - plays an important role in hiring and retention. To ensure a mutually beneficial partnership, you want to place a large focus on assessing organizational values during physician interviews. The importance of organizational values Your organization most likely realizes cultural fit is a determining factor of physician engagement, productivity and retention. When the candidate shares similar values....

 

Read PracticeLink articles by Megan Trippi Megan Trippi
 

Helping candidates stress less about interviews

 

Interviews can be nerve-racking for job-seeking providers no matter how prepared, qualified or experienced they are in their field - or with interviews. There’s a chance you might even get pre-interview jitters from time to time as the one representing your hiring health system. Regardless, it’s important to remember you and those you’re interviewing have a shared goal: finding the right fit. If you can help candidates feel prepared going into your interviews and comfortable during them, you’ll likely feel those things too - and be more likely to establish and maint....

 

Read PracticeLink articles by Alexandra Cappetta Alexandra Cappetta
 

7 questions for recruiters to ask during physician interviews

 

When it comes to hiring a physician for your organization, it’s important to ask the right questions to ensure the potential candidate is the right person for the role. The answers a candidate provides can tell you about their qualifications, experience and compatibility. Here are seven questions to ask during physician interviews: What motivated you to pursue a career in medicine? Knowing a candidate’s motivation for entering the medical field can reveal their passion, commitment and alignment with your organization’s values. Ask about people that inspired them to become....

 

Read PracticeLink articles by Megan Trippi Megan Trippi
 

Virtual interview tips for physician recruiters

 

In the continuously changing world of physician recruitment, virtual interviews have become an essential tool for physician recruiters. With the rise of remote work and telemedicine, the ability to conduct effective virtual interviews is paramount. Being comfortable and confident interviewing candidates on video will set you apart from organizations who do not have a strong virtual interview strategy. Know the technology Before diving into virtual interviews, it’s crucial to ensure you and your team are well versed in the technical aspects of the process. Familiarize yourself with the v....

 

Read PracticeLink articles by Megan Trippi Megan Trippi
 

4 steps on how to guide physicians through site visits

 

You may have reached the point in your candidate search where you are ready to invite your top contenders for on-site visits. Before you send out invitations, spend time organizing a plan and follow these steps when guiding physicians through site visits: Step one: Define their main element Try to determine what the most important element is for each candidate who is looking for a new job: What is going to be their deciding factor? Is it all about location? Are they hoping to relocate closer to family and friends? Or are they more concerned about working in a specific area of medicine than a s....

 

Read articles by Jackie Farley Jackie Farley
 

Supporting candidate authenticity: The power of professional vulnerability

 

Is it possible to be professional and vulnerable at the same time? The short answer is yes. However, it can be a fine line to walk. For your provider candidates, starting to look for jobs can be exciting. It can also be a big commitment that often becomes a full-time job in and of itself. But what about when overwhelming personal circumstances arise as a candidate tries to make professional plans - and a stellar first impression on employers, like yourself? Understand why a candidate might share private details in a professional setting As you work to recruit physicians and providers to your....

 

Read PracticeLink articles by Alexandra Cappetta Alexandra Cappetta
 

Maintaining a human touch

 

Emails are a great way for you, as a physician recruiter, to make initial contact with good, qualified candidates. But as you increasingly rely on technology to act as an intermediary between you and candidates, and with the increased usage of applications like ChatGPT and other AI chatbots, how can you make sure your communications still seem personable and relatable? Here are a few suggestions to keep in mind before you hit send: Check yourself One of the most important things is to make sure you are in a good frame of mind before you contact a candidate for the first time. Being stressed or....

 

Read articles by Jackie Farley Jackie Farley
 

Mastering the initial phone interview

 

As a physician recruiter, it’s essential to understand the significance of the initial phone interview in making a positive impression and advancing the interview process. Here’s a guide to help you navigate this crucial stage and promote your organization effectively: Know the purpose of the initial interview The initial phone interview sets the foundation for the rest of the interview process. It allows you to evaluate the candidate’s qualifications, personality and communication skills before proceeding with an in-person or virtual interview. This conversation serves as....

 

Read PracticeLink articles by Megan Trippi Megan Trippi
 

A recruiter’s guide to screening physician cover letters

 

When you post an opening, you’ll likely receive multiple CVs - most with cover letters. Physician cover letters give you a glimpse into who the candidate actually is beyond their education and formal experience. As an important screening tool, the art of reviewing physician cover letters requires a keen eye for detail and the ability to identify standout candidates. As you read and review each cover letter, make note of these actions you can perform to find the right candidate: Know the requirements Understanding the specific requirements and responsibilities of the opportunity allows ....

 

Read PracticeLink articles by Megan Trippi Megan Trippi
 

6 examples of how physician recruiters can use ChatGPT

 

As our society pioneers the early stages of what’s becoming an AI revolution, you might be considering how tools like Google BARD or ChatGPT are going to impact health care at large - and more specifically, how you’ve always recruited physicians and advanced practice providers. There’s no denying these tools are changing the game, but it’s also important to remember they are just that: tools. The idea of implementing artificial intelligence is new, flashy and exciting, and when used effectively, AI has the potential to simplify and speed up projects. However, it won&r....

 

Read PracticeLink articles by Alexandra Cappetta Alexandra Cappetta
 

Preparing physician candidates for interviews

 

At any given point, candidates will prepare for physician interviews. Some may not be at that step in their physician job search, but they may reach out to you and other in-house physician recruiters to try and schedule interviews. No matter the exact step in their process, you can help them prepare to meet with you and gain some insight into the candidate perspective in how they prepare for interviews. Knowing what they want Dr. Phillip Eskew Before a candidate accepts any physician interviews, they hope to decide what they want - or don’t want - in a role. Phillip Eskew, D.O., advi....

 

Read PracticeLink articles by Megan Trippi Megan Trippi
 

The puzzle of in-house physician recruitment: finding the piece that fits

 

If you were to think of a hospital as a jigsaw puzzle, you might consider each member of its staff a different piece of the whole. So, who is the puzzle master, figuring out where all those pieces need to go? That would be you: the physician recruiter. One of your main responsibilities is to find the right fit for each position in your organization. Reframe the way you approach in-house physician recruitment with these insights: Looking at the whole picture A good physician recruiter knows their organization like no one else. That knowledge isn’t limited to what positions you a....

 

Read articles by Jackie Farley Jackie Farley
 

Physician job search insights from the candidate’s perspective

 

  Recruiting physicians and providers takes a lot of nurturing, emailing and interviewing, but while doing those tasks, are you always considering the candidate? PracticeLink hosted a physician panel at the AAPPR annual conference and sat down with anesthesiology resident Dr. Matson, radiology resident Dr. Betteridge and dermatology resident Dr. Cooper to help recruiters with . In case you missed anything or need a refresher from the session, we’ve shared their answers and thoughts below: Knowing the difference between in-house and agency recruiters It seems to be a common misconcep....

 

Read PracticeLink articles by Megan Trippi Megan Trippi
 

Recruit the person beyond the provider - fostering candidates' passions

 

Have you ever noticed that for some careers, it’s harder to separate the person from their profession? Physicians and advanced practice providers are a prime example. With the vested time and training it takes to start practicing, on top of the consuming work and lifestyle that follows, it’s not unusual that the line between a providers’ profession and personality starts to wear thin. On one hand, yes, physicians are literally life savers. They’re experts in health. They’re masters of medicine, but they also have passions that fall outside their practice. And for ....

 

Read PracticeLink articles by Alexandra Cappetta Alexandra Cappetta
 

Recruiting physicians with children

 

Your primary objective may be to match the right candidates with the right positions for your facility, but sometimes your job doesn’t end there. When you’re talking to a candidate with children, it may take more than a healthy benefits package to make a relocation worthwhile. For some parents, the task of uprooting their kids from their schools, friends and activities may make a move so daunting, they won’t even consider it. So, what can you do about it? Think outside the box Here are some ways you can help make relocation easier: Be transparent when talking to candidates a....

 

Read articles by Jackie Farley Jackie Farley
 

Comparing compensation trends: Your hospitalist hires

 

How does a hospitalist’s salary compare to other specialties? Every now and then, it’s a good idea to take note of compensation trends in certain specialties so you know where your potential hires stand. Let’s look at some of the numbers, averages and key trends. Average Salary for hospitalists in 2022 In a recent report, MedScape surveyed 13,064 physicians to compare compensation data for health care specialists across the board - including hospitalists. Based on the findings, hospitalists in the United States are currently earning an average salary of $283,000, ranking ab....

 

Read PracticeLink articles by Alexandra Cappetta Alexandra Cappetta
 

Presenting candidates to leadership

 

Posting jobs, communicating with candidates, tracking applicants, scheduling interviews and moving candidates through the funnel to hopefully find a hire are among the main tasks of a recruiter. Some organizations’ leadership may not be involved in those steps but would still like to approve the hire before extending an offer. So how do you present your potential hire and top candidate to those who need the final say? Prepare to pitch your prospect It’s important to note there is no right or wrong way to make your case, but you want to be able to justify why this candidate is the r....

 

Read PracticeLink articles by Megan Trippi Megan Trippi
 

Reviewing a physician CV

 

In any industry, there are certain traits recruiters seek. Without exception, employers want candidates who are reliable, positive, ambitious, inquisitive, humble, industrious and determined. However, as a physician recruiter, you are looking at a pool of candidates who have successfully completed medical school. It’s highly likely all the boxes above have already been checked. So, now what? Where do you find that something extra that makes one candidate stand out from another? The answer: It all seems to come down to that important CV. A CV should tell a physician’s story. An effe....

 

Read articles by Jackie Farley Jackie Farley
 

25-year loan forgiveness for providers

 

Recruiters, did you know there’s loan forgiveness for physicians who have been paying on their loans for a long time? It’s not Public Service Loan Forgiveness. It’s a free, simple federal program most physicians have never heard of: the IDR Account Adjustment and Forgiveness. Most physicians that graduated medical school in the 1990s used federal student loans to pay for their medical education with interest rates of 1 - 2%. Because of the low rates, the smart financial move was to pay them off on a fixed 30-year term. That means many physicians in that group are still paying....

 

Read articles from Navigate president, Joy Navarre on PracticeLink Joy Sorensen Navarre
 

How recruiters can help prevent physician burnout

 

What happens when the ones we rely on to keep everyone healthy are suffering? Well, the short answer is: We all feel it. Physician burnout is a growing problem that affects everyone. From the physicians themselves who may be up against depression, anxiety, or even physical ailments such as headaches and stomach issues to the patients who may see a difference in the quality of care to the hospitals who suddenly find themselves unable to find qualified people to fill their vacancies. Physician burnout didn’t start with the pandemic. In fact, cases of burnout were on the rise before it hit.....

 

Read articles by Jackie Farley Jackie Farley
 

How happy are hospitalists? A physician lifestyle summary

 

Just like the lifestyle of a physician is unique from that of other professions, the lifestyle of an individual in one medical specialty is often quite different from the next. But what about hospitalists? To give you even more insight as you prioritize recruitment and retention practices at your organization, let’s dive into some of the data surrounding burnout, job satisfaction and overall happiness as it relates to their specialty. Rate of burnout for hospitalists A recent Medscape report surveyed 13,064 medical professionals in various specialties to assess their lifestyle and overal....

 

Read PracticeLink articles by Alexandra Cappetta Alexandra Cappetta
 

A look back at 2022 in health care

 

As we look back on the previous year, there were ups and downs, progress made and some changes in the industry. So, what did we see in 2022 in health care? 2020 and the COVID pandemic brought an increase in the use of virtual care, and in the last two years, there’s been an even larger investment in telehealth. In addition, there have also been changes to medical student loan repayment, a focus placed on mental health and shifts in the amount of job responses. Student loan repayment Requirements were eased on the Limited Waiver Option, so physicians in nonprofit, government and tribal or....

 

Read PracticeLink articles by Megan Trippi Megan Trippi
 

New PSLF changes July 2023: what physician employers need to know

 

Starting July 1, 2023, more physicians practicing in California and Texas will become eligible for Public Service Loan Forgiveness (PSLF) due to a change in the definition of employment. For physician recruiters, the news presents a hiring incentive. What is it? Public Service Loan Forgiveness is a free federal program that can save physicians thousands of dollars on student loans. Who benefits? Physicians contracted by for-profit groups who practice full time at nonprofit hospitals and clinics will become eligible for PSLF. Where does it apply? The new definition of employment applies only in....

 

Joy Sorensen Navarre
 

Increase recruitment and lower costs with student loan analysis

 

If you’ve found recruiting "slightly off balance," consider an alternative to student loan contributions: student loan analysis and management help. With this, physicians can save, on average, between $40,000 and $400,000 on student debt - more than many health system contributions. In fact, one Eastern US health system recruiting department increased recruitment by 32 percent in just one year by offering loan analysis. How Tough was Recruitment in 2021? According to the 2022 AAPPR Annual Report, only 44% of family medicine positions were filled in 2021, averaging 124 days for each vac....

 

Read articles from Navigate president, Joy Navarre on PracticeLink Joy Sorensen Navarre
 

Help Physicians and Candidates Save Thousands on Student Loans

 

Placing physician candidates is incredibly challenging. And student loans are incredibly challenging for physicians. Now you can help physicians and candidates and your employees. Tell them to apply for the Limited Waiver Option (LWO) by this Oct 31. Physicians who wanted Public Service Loan Forgiveness (PSLF) faced complicated requirements. In fact, of applicants received forgiveness; 98% were rejected. LWO: Your Chance to Build Trust In October of 2021, the Department of Education eased qualifications for forgiveness, so many physicians who didn’t qualify before may now. This - ....

 

Read articles from Navigate president, Joy Navarre on PracticeLink Joy Sorensen Navarre
 

Why aren’t physicians applying to jobs?

 

If you’re like many health care recruiters right now, you’ve found yourself toe-to-toe with a challenging reality in the world of talent acquisition: fewer job responses. The shrinking number of physicians and advanced practice providers applying for jobs is not just an anomaly occurring among certain openings or specialties, either. The entire landscape of health care employment has been shifting for years and has only been sped up by recent events. A trend of dwindling job applicants isn’t the good news recruiters hope for - there’s no sugar coating it. However, it ....

 

Alexandra Cappetta
 

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....

 

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 tha....

 

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....

 

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 sim....

 

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 hiki....

 

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 aver....

 

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....

 

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 i....

 

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 closene....

 

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 th....

 

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 ....

 

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 short....

 

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 a....

 

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 intere....

 

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 ....

 

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. ....

 

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....

 

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 provi....

 

Read PracticeLink articles by Drew Terry Drew Terry
 

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 ....

 

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....

 

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 ....

 

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 anot....

 

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 b....

 

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 clauses Some 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 ....

 

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....

 

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’....

 

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 System Location: Washington state Size of organization: 8 hospitals + about 150 point-of-care locations PracticeLink Product: PracticeLink Recruitment Management System (RMS) and PowerPack Savings: 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 alo....

 

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
 

Newsletter Sign-Up