Your competition in the physician recruitment space anticipates that you will rely heavily on job boards in your recruitment strategy.

Data over the last few years shows that using only a job board in your physician recruitment strategy leads to a hire rate of around 55%. What does this mean?

For example, if you have 20 open job opportunities, by using only job boards, you’re filling just 13 of those openings. This leaves 7 positions unfilled. Does that number align with the goals that your physician recruitment team has?

You can work to increase that 55% hire rate by implementing a proactive physician recruitment strategy that utilizes the candidate data from your database. This new strategy will include email campaigns, text messages, outbound phone calls, home address data, and work address data. A database that provides home addresses, valid emails, and verified cell phone numbers for candidates is the essential starting point for a successful strategy. This will allow you to move beyond passive job board postings.

Does your physician database capture the highest number of physicians available today to be contacted for your open job opportunities?

Once you have the proper data, you can begin implementing your new physician recruitment strategy. You can start by redirecting the flow to include outreach beyond your typical job posting. Start by using a Monday and Tuesday email and text message outbound strategy. Follow-up will surface naturally as candidates engage with their feedback. Thursday and Friday are excellent days to respond to candidates, as they will expect your response in a timely manner.

Don’t stop your strategy there – postcards and digital marketing, such as geofencing and geotargeting, will help you further build candidates’ awareness of your open job opportunities and can be used to direct candidates back to your job postings. Home and work addresses will leverage success for this marketing strategy. If you find that marketing support within your organization is challenging, you can also outsource your marketing and hire someone externally to help.

Postcard and digital marketing implementation will require you to change your workflow strategy, but doing so will help build awareness of available opportunities. This will cause your hire rate to exceed the standard of 55%.

What marketing strategies do you use in your physician recruitment? Let us know by emailing us at information@practicematch.com!

Joining PracticeMatch in 2021, Paul supports Client Sourcing's proactive 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. Prior to joining the PracticeMatch team, Paul served as Medical Staff Development Officer at University Hospitals, Lake Health Region in Cleveland, Ohio.