Mid-Year Recruitment Check-In: What’s Working - And What Needs Attention?
Mid-Year Recruitment Check-In: What’s Working - And What Needs Attention?
As we cross the halfway mark of 2025, it’s the perfect time for healthcare recruiters and sourcing teams to reflect on their recruitment efforts. In our recent PracticeMatch webinar, Paul shared a candid and insightful breakdown of where recruitment strategies often stall, and where they can thrive. Missed the webinar? View it on demand here.
Whether you're seeing strong application numbers or struggling to gain traction, Paul emphasized two key focus areas that can make or break your success: application volume and candidate engagement.
- Are You Getting the Applications You Expected?
If your apply rates are low - or worse, nonexistent - it’s time to take a hard look at your recruitment marketing strategy. Paul encouraged attendees to audit their messaging across every candidate touchpoint: job boards, emails, text outreach, phone calls, and beyond.
Ask yourself:
- Is your content candidate-centric?
- Do your job postings and communications reflect what makes your organization truly unique?
- Are you going beyond vague buzzwords like “work-life balance” and actually describing what that means in your day-to-day setting?
Candidates are looking for transparency. That means clearly outlining the job structure: expected patient volume, call schedule, practice size, team dynamics, and facility locations. Job seekers don’t just want to know they’ll be “valued”—they want to see how you show that value.
Pro Tip: The phrase “work-life balance” is losing its impact. Instead, show physicians and APPs exactly how you support their well-being—whether through manageable call schedules, administrative support, or professional development opportunities.
- High Apply Rates, But Low Placements? Focus on Candidate Engagement.
If you’re getting plenty of applicants but not closing the loop with placements, candidate engagement is likely the missing link.
Start by asking the right question early:
What are your personal and professional goals - and how can we help you achieve them?
Then, ensure that the answer to that question is carried through consistently across your entire recruitment journey, from screening to site visits to offer discussions.
Paul also emphasized the importance of process efficiency. If candidates are left wondering where they stand, they’ll move on. In fact, 30% of candidates ghost organizations if the process takes too long or lacks communication.
Practical Fixes:
- Map out your recruitment timeline and identify bottlenecks. Do delays tend to happen at the practice interview stage? Are offers getting held up by approvals?
- Implement countermeasures, such as automated check-ins or defined follow-up schedules.
- Coach your interviewers and your candidates. Many participants in the hiring process aren’t natural interviewers—and most candidates aren’t professional job seekers. Invest in preparing both sides for success.
Takeaways for Recruiters
This mid-year checkpoint is more than just a performance review, it’s a call to realign your strategies with what today’s candidates actually value. Strong recruitment results start with clear, compelling messaging and end with a seamless, personalized experience.
And remember: It’s not just about how many applications you get. It’s about how many candidates feel seen, supported, and motivated to join your organization.
Looking for More Resources?
PracticeMatch offers powerful tools to help you build candidate-centric messaging, reach more qualified applicants, and keep them engaged throughout the entire recruitment process. From customizable job postings to real-time communication tools and career fair access, we’re here to support every step of your recruitment journey.
Explore our full suite of recruitment solutions or connect with our team to review your mid-year strategy.
With a career focused on healthcare Business Development and Service Line performance, Paul had recently been at the forefront redefining the traditional In-house Provider Recruiting role. In his position as Medical Staff Development Officer at University Hospitals, Lake Health Region in Cleveland, Ohio, Paul integrated collegial interaction, analytics, and provider experience expertise to drive a differentiated recruitment strategy.
Paul has brought that knowledge and experience to Client Sourcing at PracticeMatch. Joining PracticeMatch in 2021, Paul supports Client Sourcing’s pro-active recruiting model that generates a robust prospect pool, creates an effective and efficient recruiting experience, and identifies key metrics to ensure optimal performance for the client. Paul has a commitment to learning, development and passion for building a team of recruiting professionals to leverage their national footprint which benefits its client organizations and their candidates.
