Many organizations spend considerable time and money recruiting Nurse Practitioners, while neglecting the equally critical aspect of retention. This oversight can lead to costly personnel loses that could be avoided if organizations address factors that promote job dissatisfaction. To help increase your Nurse Practitioner retention levels, consider implementing these beneficial changes in the workplace.

Attracting top-level Physician Assistant talent can be challenging in today’s market, where demand often outpaces available candidates. That is why having a competitive compensation package is vital if you want to hire and retain Physician Assistants in the in-demand specialties of Family Medicine, Hospital Medicine, Internal Medicine, Emergency Medicine and Gastroenterology.

Keeping a pipeline full of candidates can be a challenge on good days, let alone during a pandemic. To stay ahead of candidate shortfalls, it is important to take steps now to ensure that your Physician pipeline stays pandemic-proof.

The COVID-19 pandemic has drastically changed business practices around the world. These changes are forcing healthcare recruiters to rethink how they approach potential candidates and utilize new strategies to meet these challenges.

Physician retention is a critical piece of the recruiting puzzle. Organizations with good Physician retention enjoy many benefits, not the least of which can be financial, as the cost of replacing a Physician can run around $500,000. To help enhance your retention rates, consider the top factors that Physicians say motivates them to leave an organization and how you might address them to prevent any future departures.

Top-notch Orthopedic Surgeons can be tough to recruit under the best of circumstances, let alone when you are recruiting for a hard-to-fill rural vacancy. While these recruits may require some unique approaches, research suggests that there are a few simple strategies you can employ to attract these surgeons.

Hiring top-notch Physician Managers can be especially challenging considering that their primary training is rooted in medicine and not in business. This makes knowing what to look for in a potential hire even more important, as they can lack the managerial training necessary to be the most effective manager for your organization.

Millennials are shaking up job markets around the world with their increasing numbers and changing ideas about how the employer-employee relationship should work. To successfully recruit this population, it is important to know what they are looking for in a job and how to best accommodate these expectations.

Healthcare provider shortages in America have recruiters working overtime trying to fill an ever-increasing number of vacancies. In such a challenging market, it is vital for recruiters to know where to find the best candidates. When it comes to finding experienced Physician Assistants there is an important factor to consider, PAs that work a second job. Of the 131,000 certified Physician Assistants working today, approximately 11% endorse working a secondary clinical position. This represents a large pool of top-notch, experienced PA candidates that are open to new employment opportunities. To help tap into the PAs that are most open to working multiple jobs, often in a different medical specialty, it's important to where they are practicing.

Recruiting top-level talent can be a real challenge. Dynamic markets, staffing shortages and economic changes all require recruiters to be fleet-footed and able to change their priorities to meet evolving challenges.

According to the AAMC, more than one-third of actively practicing Physicians today are female. These numbers will only continue to grow as more females than males are entering medical schools for training. This trend makes it vital for recruiters to understand this Physician population’s compensation profiles, work environment, and preferences.

Recruiting and retaining top-notch Physicians can be time-consuming and costly. With 17% of Physicians reporting that they are considering a career change in the next 12 months, it is critical to understand why Physicians are leaving their jobs. Organizations that possess insight into these departures can stem the tide of Physician flight while also saving time and money.

If you employ Physician Assistants at your organization, it is important to understand what motivates them in regard to employment options. When it comes to leaving a job, up to 5% of PA's report that they plan on leaving their current job within the year . Such losses of key clinical personnel in your organization can be costly and preventing their departure should be a top priority.

Physician shortages continue to be a major challenge facing healthcare organizations today. Aging Baby Boomers, retiring Physicians and increases in patient demand all contribute to further strains on an already taxed US healthcare system.

Healthcare Provider shortages have made rural care Physicians an in-demand commodity. This demand makes recruiting these Physicians especially challenging, requiring organizations to offer top incentives.

Every organization has a unique in which they recruit and retain Physician talent. This is why gaining insight into other organizations' recruitment processes can be most beneficial. Survey results from the In-House Physician Recruitment Processes Report

It's a new year and the perfect time to revamp your healthcare recruiting strategies. The best way to start this, is to get a snapshot of where things stand regarding US healthcare shortages.

The American healthcare landscape has undergone dramatic changes over the last 30 years. This evolution is also prompting a change in Physician attitudes about their work, leaving them unwilling to recommend their profession to others.

As the holidays are approaching, physicians and most HCP's are looking forward to time off with their family to celebrate the season and take a much-needed break from the ongoing stress of long shifts and stressful days.

The Physician recruitment process is often challenging and fraught with obstacles. Some of these obstacles can be avoided by using tools like a recruitment process chart to help establish timelines and standards, while eliminating costly mistakes.

Healthcare Practitioners and technicians are the lifeblood of the American healthcare system. Their range of professional services and geographic distribution span a variety of specialties and regions of the country. While some areas of the U.S. are facing healthcare personnel shortages, others maintain saturated employment markets.

Healthcare recruiters with hard to fill positions need to know the most effective ways to both recruit and retain the professions' top talent. While filling difficult healthcare roles may seem challenging, there are physician recruitment strategies you can employ to increase the likelihood of finding a great fit.

Everyone, including healthcare recruiting professionals love to discover shiny new objects. We constantly crave the Next Big Thing. We get bored of stuff, even great stuff, much more quickly. If it's new, it MUST be better, faster, bigger, and cooler than whatever has been done in the past, right?

Millennial use of social media platforms is considerably different than that of previous generations. According to the Pew Research Center's Social Media Use in 2018 survey, most Millennials use at least four digital platforms.

Employee retention strategies are increasingly critical in the highly competitive medical job market. Losing a top employee can be devastating to both company morale and the bottom line. The time and money lost recruiting another employee, who may or may not be a good fit, can be exhausting.

Effective branding is one of the best ways to recruit physicians. According to The True Cost of a Bad Hire, organizations are 3 times more likely to land a great hire if they invest in their branding.

America's aging Baby Boomers are now entering their retirement years and changing the employment landscape as they go. As more senior Physicians are lost to retirement, the burden of Physician shortages will increase. More states will need more doctors soon.

Physician Assistants have become increasingly popular over the last 2 decades, quickly becoming a valued member in many medical organizations. The profession's popularity has increased due to the contributions and unique qualities these Advanced Practitioners bring to the table.

It is essential to share a common vision when working together on any project. This is especially important when working on organizational level recruitment efforts.

While the holidays are filled with joy and celebrating, it can also cause temporary financial hardships with holiday purchases and overindulgence. According to a MagnifyMoney survey, more than 50% of us fund our holiday purchases on credit cards and take an average of 5 months to pay it off.

Physician recruiting is always a challenge. Whether you are trying to fill an Attending vacancy at a well-known hospital or a small town Doc, finding a good candidate can be difficult. These challenges are even more pronounced for those seeking to place Family Medicine Physicians in rural settings.

Healthcare recruiting is a challenging job that requires strategy and persistence. To successfully place a candidate you must employ a variety of techniques to get the job done as quickly as possible. Time is money, and no one has time to use strategies that aren't effective.

Recruiting Physicians can be a real challenge. Factors like changing healthcare policies, Physician shortages and evolving attitudes about the workplace can test even the best recruiters in the quest to fill a vacancy. Taking advantage of available insights about your target audience

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. Proposed changes to Medicaid and the possibility of increased numbers of uninsured individuals require organizations to think proactively about possible reform effects.

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. These Physician characteristics are associated with increased long term retention and should be kept in mind when evaluating your next hire.

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. So, if you are like many organizations and are considering hiring an NP or PA, there are a few things you need to consider prior to the hire.

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. Many satisfied employees recommend their organization to friends and family who are seeking employment. By fostering an employee referral program in your organization, you can unlock a cost-effective and efficient recruiting tool. Here are some tips to help increase employee interest in recruiting for your organization:

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. While there is no magic formula for recruiting and retaining Physicians, there are a few techniques you can employ to increase your chances of success.

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. Combine these with other modern recruitment strategies for a more encompassing hiring process.

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.

It's no secret there's a massive shortage of primary care physicians in the United States. Unless the situation changes, there will be a shortfall of 20,400 PCPs by the year 2020, according to the US Health Resources and Services Administration. For hospitals and physician recruiters, "There's an arms race across the country for primary care providers," says Brett Walker, MA, FASPR, Director of Physician & Advanced Provider Recruitment at Indiana University (IU) Health, headquartered in Indianapolis, IN.

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.