Physician Recruitment: Tips and Strategies

The last 20 years has seen an emergence of the business side of medicine in healthcare. Physicians used to spend the lion share of their time caring for patients but changes in the healthcare landscape have required change. Today, Physicians must be knowledgeable about how to run both the clinic and the back office.

Millennials (aka Generation Y), are a much talked about generation that is coming of age and playing a big role in today's workforce. These men and women were born after 1980 and are currently the target recruitment demographic for Medical Residency positions around the U.S.

There is a lot going on in the area of healthcare reform right now. The proposed changes, commonly called Trumpcare, can upend the American healthcare landscape as we know it today. As with any changes, not all have positive outcomes.

In February of 2017, PracticeMatch conducted a national survey of nurse practitioners (NPs) and physician assistants (PAs) in a variety of practice settings, experience levels, and medical specialties.

Retaining great Physician talent is a tough game. Effective recruitment involves not only getting a great candidate in the door but having them stay. It is imperative to utilize effective screening tools when hiring a Physician to ensure that you are getting the best candidate for the opportunity.

America's healthcare system is currently facing a shortage of qualified Medical Providers. Many organizations are addressing this shortage by employing Advanced Practitioners known as Physician Assistants (PA) or Nurse Practitioners (NP). These Advanced Practitioners are qualified to evaluate, diagnose and treat patients found throughout medicine and are providing cost effective healthcare solutions.

A great measure of an organization is its employees. They reflect organizational values and attitudes and can be an effective and valuable recruiting tool. According to an iCIMS survey, 60% of employees have referred someone for a vacancy where they work with an average of 24% of new hires coming from such referrals.

It's a recruiting dream... The physician that is a perfect fit, the staff loves them and they stay with the organization working up to their retirement day. The reality is that recruits like these are not commonplace and the bottom line is when a Physician leaves an organization there are many losses. Losses in staff morale, revenue, coverage, patient satisfaction and funds invested in recruiting and training their replacement can hit an organization hard.

St. Louis, MO. September 15, 2016—With their services rapidly growing in demand, nurse practitioners and physician assistants enjoy growing career options as healthcare employers compete to hire them at an unprecedented rate. PracticeMatch, a national corporation providing healthcare recruiting resources and clinical candidate leads to healthcare employers across the US, surveyed 1,070 advanced practice clinicians regarding their career goals and job preferences to provide some insight on today's highly competitive recruiting climate for NPs and PAs.

Recruiting a physician for a rural location can be like finding a needle in a haystack. But don't be discouraged–try using a "magnet" to find that needle. As such, consider these tips from physicians who truly enjoy living and working in a rural setting.

There's no single 'silver bullet' or one-size-fits-all method to a recruitment search. Like a snowflake, no two recruitment searches are ever alike. So you need to have a variety of tools in your tool belt if you want to be a successful recruiter.

Despite the shortage, Mr. Walker and his team at IU have been winning at this "arms race"–they've recruited 45 new PCPs to the IU Health System in the past 18 months. "Our goal is to recruit 60-plus primary care physicians over a 2 and a half to 3-year period, and we're on track to knock that goal out of the park," he adds.

As the saying goes, "80% of success is showing up" That saying may be mostly tongue–in–cheek but there's a lot of truth to it. For physicians on the job hunt, they say that a successful recruiter is one who will at least "show up"–this simply means that you.

Millennials have surpassed Baby Boomers as the largest living generation, with about 100 million Americans in their teens, 20s, and early 30s. Born between 1982 and 2004, these young adults include the new generation of physicians you're recruiting—but they're not your traditional physicians. If you want to recruit–and retain–them, here's what you need to know.

There's no second chance to make a good first impression, as the saying goes. That's why it's important that when you schedule a site visit with a candidate, you do it right–right from the start. Here are a few helpful "do's" and "don'ts" for scheduling and hosting a successful site visit.

Want to learn how to make the most of your job postings, how to streamline your search, how to source more (and more appropriate) physicians — and how to stay smiling while doing it all? Here, two recruiting experts share five tried-and-true tips for busy physician recruiters.