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Best practices for sourcing physician candidates


recruiter on a computer looking for physician candidates Posted by Megan Trippi
recruiter on a computer looking for 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:

  1. 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 understanding the specific needs of the department, the patient demographic and the overall culture of the healthcare facility.

Craft job descriptions that reflect not only the responsibilities and qualifications required but also the soft skills that would complement the existing team and the mission of the organization.

Job boards - like PracticeLink - can help get you started on your job descriptions and postings based on your specific needs and criteria.

When you understand the role and know what you’re looking for in a candidate, you can focus your search and select the exact traits you need to filter and find qualified candidates for the opening.

  1. Emphasize employer branding

In today’s competitive job market, healthcare facilities must sell themselves to potential candidates as much as candidates must sell themselves to employers.

Effective employer branding communicates why a physician should choose your organization over others. This includes showcasing aspects like cutting-edge technology, opportunities for professional growth, supportive work environments and community impact.

PracticeLink Magazine and First Practice, the Resident and Fellow Career Guide allow you to do more than just advertise job openings - they empower you to establish a strong brand presence in the minds of potential candidates. By being featured in these reputable publications, you’re not only advertising your opportunities, but you’re also positioning your organization as a desirable destination for medical professionals.

Making sure your social media platforms are consistent and up to date, along with any organization, facility and recruiter profiles on sites like PracticeLink, will also help develop a strong brand that resonates with candidates.

  1. Engage in passive recruitment

When sourcing physician candidates, it’s crucial not to limit your search to active job seekers.

Passive candidates, or those not currently looking for a job but open to opportunities, often bring valuable experience and stability.

PracticeLink PRO Solutions provides you with a unique avenue to connect with these candidates through Specialty Conference Leads. Let PracticeLink attend specialty conferences on your behalf to collect leads for your specialty openings. You can then use a personal touch or set up a campaign to contact your exclusive leads.

  1. Use data

Leveraging data can significantly enhance the recruitment process. Use analytics to understand trends such as the most effective sourcing channels, the characteristics of successful hires and reasons for employee turnover. Some of those can be found on the PracticeLink site under Reports.

This information can help refine your strategies and allocation of resources, ultimately making your recruitment efforts more efficient and targeted.

  1. Seek continuous improvement

The landscape of healthcare is constantly evolving, and so should your recruitment strategies.

Regularly seek feedback from new hires and the hiring managers to understand what’s working and what’s not.

Use this feedback to continuously improve the sourcing process, from the way you write job postings to communicating with potential hires.


By following these best practices in sourcing physician candidates, you’ll not only fill vacancies more effectively but also ensure a strong alignment between the physicians’ career goals and the organizational objectives.


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