Tag Archive for: physician recruiting

Top 10 Mistakes in Physician Recruiting

As a physician recruiter, you well know how competitive the field can be, especially nowadays, given the nation’s continuing shortage of doctors. To ensure your success in 2021 and beyond, be aware of the following common recruiting pitfalls so that you can work to avoid them.

1. Too narrow a strategy

If your recruiting strategy focuses on only one main channel of research or outreach, consider broadening it to include other channels. You might be doing pretty well as is, but there may be other valuable avenues to explore that could yield greater results. A strategic multi-platform recruiting campaign could include a stronger online advertising presence, more timely social media posts, increased attendance at job fairs, and more email marketing, print advertising, and outreach through online databases or profiles.

2. Too lengthy a hiring process

Physician recruiting often takes a long time before placement, so it’s important to not draw things out any longer than is warranted. Are you quick to respond and follow through on messages to and from candidates? Do you offer answers and requested info quickly? Don’t inadvertently show a lack of interest by being too casual or you may lose that perfect candidate.

3. A limited, one-size-fits-all approach

Hiring a family practice physician, for example, is an entirely different undertaking than hiring, say, a neurosurgeon. Before you reach out to a potential candidate, take time to become an expert in their field, going beyond the low-hanging-fruit data such as average salary. Get to know the challenges, rewards, and concerns that these professionals face. That will make you better able to communicate with them, and to tailor your outreach in ways that resonate strongly.

4. Lackluster Job Postings

Let’s face it, if you’re not fully invested in creating the highest quality job posts, prospective physician candidates won’t be fully invested in you either. The more detail you can provide, the more effective your ads will be. Always include the city, salary, company perks, community appeal, and other details in your ads. Be as specific as possible (especially with location), which will increase your chances of success.

5. Complicated or Buggy Online Application

Have you made it easy for prospective candidates to apply for your job? Are your online forms well presented or are there glitches that make it easy to lose people along the way? Many candidates will abandon an application if there are problems, errors, or, say, if you ask for a CV upfront and then require the candidate to enter the exact same information in a form. Troubleshoot your forms to ensure that candidates can apply with ease.

6. Too passive a recruiting style

Are you guilty of the “post-and-pray” approach? That’s where you post your open jobs on PhysEmp or another site and expect an avalanche of resumes to come rolling in. While ads are an important part of a physician recruiting campaign, they shouldn’t be your only tactic. You want to have both passive and active tactics. Physician databases, for instance, allow you to proactively search for and reach out to candidates.

7. Ignoring Your Gut Instinct

Everyone’s been there: The candidate looks perfect for your opportunity, but he or she has mentioned that the spouse is attached to their current community and their daughter was just elected senior class president. Those are the kinds of significant indicators that tell you that your candidate may decide to stay put. If you get a sinking feeling that he or she might back out at the last minute due to personal reasons, you may very well be right. Don’t ignore your intuition, especially if it’s insistent.

8. Too Many Cooks in the Kitchen

Just as it’s true that too many cooks can spoil a soup, too many parties involved in the hiring process can spoil a nice hiring opportunity. Naturally, it’s crucial to include key stakeholders in the interviewing process, but it’s equally important to keep things streamlined. It can be challenging to have multiple parties making a decision based on everyone’s preferences. Obviously, there’s a lot more at stake in physician recruiting, but you should still try to ensure that the interviews are held by key decision-makers only.

9. Not Being Candidate-Centric

Recruiters often reach out to candidates with language that can best sell their opportunity. That’s ideal. You want to pique the candidate’s interest. One of the ways you can do that is by making sure that the opportunity is fully focused on the candidate. It’s a subtle shift. Instead of saying “We’re looking for” and “Our hospital or clinic offers,” work in statements such as, “If you’re the kind of candidate who…” or “I think you’ll really like the fact that we have…” Linguistically, bring the physician “into the hospital” to get one step closer to literally bringing them there.

10. Not Recognizing Your Strengths

Each year, do you make assessments to review what worked well for you in terms of your recruiting effort as well as what was less effective? Though this can feel like nonproductive busy-work, it can be tremendously helpful in refining your strategy. If you’ve been spending 20% of your recruiting hours doing something that hasn’t paid off, perhaps it’s time to understand the reason why, then redirect those hours elsewhere, where they can yield better results.

Ready to start connecting with physicians? Have questions? Contact PhysEmp today for a free demo.

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Increase Your Success Rate with a Detailed Job Ad

Don't Hide DetailsWriting ads to advertise your open physician jobs is a fine art. You only have a few seconds to catch a physician candidate’s attention because, let’s face it, doctors tend to search for jobs on the go. So, what’s the key to ensure that you pique their curiosity?

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Top Tips on Recruiting Medical Residents

If you missed this month’s “Top Trends in Resident Recruiting” webinar, hosted by Barbara R. Tamberlane of Execu|Search, fear not! We’ve got the webinar replay for you to listen to at your convenience anytime. In the interim, here are some of Barbara’s top three tips on recruiting medical residents.


In her webinar, Barbara Tamberlane covered the following areas: outreach/connecting different specialties and timelines; creating an organized interview process; and on-boarding/retention focused on recruiting residents and fellows. Here are a few slides with some notes and comments from Barbara, who is Senior Managing Director of Execu|Search’s Physician Recruitment division.

1. Approaching Different Specialties & Planning New Grad Timelines

As Barbara says, “Talking to new grads about their timelines is very important. We try to identify if somebody is an early, middle, or late stage decision maker and work accordingly.” Asking qualifying questions to identify a resident’s level of preparation is important, whether you are an agency recruiter or in-house.

The slide below also emphasizes the fact that it’s important to get your ducks in a row and recruit ahead of time, but always have a fall-back plan. “No matter what candidates say,” says Barbara, ” the real test comes when they have to pull the trigger and give a yes or no.”

And finally, remember: there are million points of influence telling residents why to take or not take a new position. Advises Barbara, “New grads are generally fearful of making the wrong decision, so staying as relatable as possible is important.”

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Putting Together an Organized Interview Process

This next slide is of value whether you’re an in-house recruiter looking to refine your interview processes or an agency recruiter looking to have conversations with employers prior to starting a search.
Preparation is key for many reasons but the main one is making impression – these days, residents have so many options!

Says Barbara, “Develop a formal itinerary and get all the decision makers involved and organized in one meeting. Our goal in an ideal world is to have every doctor wowed by the interview process and also come away understanding all information.”


Because medical residents have a lot of options to choose from, most new grads will feel nervous about joining a practice that doesn’t have a structured interview process or address key factors. Every grad will be wondering, “How am I going to build? What metrics does the organization look at to evaluate progress?” It’s important to make compensation transparent; every new grad should walk away knowing how much they will be able to earn, should they hit your patient volume and quality goals.

Says Barbara, “Many RVU/collection/bonus models are confusing and it’s hard to compare apples to oranges from one offer to another. We find that if it’s not clear or they don’t buy into the expectations, residents will go find a place that can paint a clearer picture with real steps and real potential outcomes more clearly.”

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Interested in learning more? You can watch the webinar replay of “Top Trends in Resident Recruiting” anytime.

June 9 Webinar: Top Trends in Resident Recruiting

Millennials! They get a bad rap for being slacker employees, as you’ve no doubt seen in various parody videos on the internet. But the fact is, these bright, young, tech-savvy men and women have a lot to offer—and they’re our country’s next wave of physicians. Learn the ins and outs of recruiting residents at 1 p.m. CDT on Thursday, June 9, during our free “Top Trends in Resident Recruiting” webinar, hosted by Barbara R. Tamberlane of Execu|Search. Read more

Excellence in Healthcare: Rachelle Hobson of Providence Health & Services

In 2011, Rachelle Hobson was pursuing a degree in business administration with a focus in sports marketing. But something just didn’t feel right.

“As I was going through my classes, I kept feeling like, while I enjoy sports, selling somebody a family four-pack of tickets to a basketball game isn’t really doing the community or society any greater good.”

But when she started as a marketing intern with Providence Health & Services, something clicked. Read more

Do Your Physician Job Ads Pass the Squint Test?

More than ever, Americans are searching for jobs on their phones. According to a Glassdoor survey, 89% of U.S. job seekers use a mobile device at some point during their job search. We’ve noticed the trend at PhysEmp.com as well—in the last year, mobile traffic on our site has gone up 59%. In other words, physicians are increasingly using their smart phones to look for jobs.


Squinting woman

So how do you write an ad that will really catch a candidate’s attention while they’re in the break room, riding home on the bus, or getting ready to doze off at night? The key is to make sure your ad passes “the squint test.”

“When you’re writing for all screens—smart phones, tablet, mobile—the important thing is the squint test,” says Sepi McDonnell, CIO of THMED Executive Search and the host of our recent webinar, Help Wanted: Writing Physician Job Ads for a Digital Audience (watch the replay!). “What I mean is, if you squint, you should easily be able to see what the most important pieces of the ad are.”

Here’s how to ensure your next physician job post passes the squint test:

1. Front Load It

As with a newspaper ad, you want to draw readers in with the most important information first. As you can see in this example, the job features all the key elements of the position and location. Location is extremely important to include, as we explained in great depth in our recent post, “When Writing MD Job Ads, the More Details, the Better.”

2. Use Formatting

“Too many recruiters write in long paragraphs and don’t consider the effect of such a writing style on a smaller screen,” says Ms. McDonnell. “What’s the general rule? An employer or hiring manager spends 2.5 seconds looking at a resume. Well, job-seekers do the same thing with our ads. We need to write with the ‘skimmer’ in mind.”

Compare these two different versions of the same job. Which one is easier to read? What’s the most important information?


Fidelis Partners1
In the job ad on the left, it’s not really clear at a glance what’s most important. The job on the right, however, features bold font, different colors, and bullet points to guide the reader’s eye through key points. The title is in bold and features capital letters. The summary is in orange, and it offers more information on the company. The bullet points that follow highlight key aspects of the job and desired candidate. The salary is mentioned. This ad definitely passes the squint test! The ad on the left does not.

3. Be Descriptive, But Brief

This goes back to our recent article: When Writing MD Job Ads, the More Details, the Better. Be sure to touch on all the most important points in your ad, especially location. Aggregate sites like Indeed.com won’t even list your PhysEmp.com job if you don’t include the city. Read more.

But while you want to include salient information, it’s also important to be succinct.
Remember, if doctors are reading your ad on their phones, they’ll only be seeing the first quarter of it. Your job is to engage them so they scroll down and read the entire ad. Again, that’s why formatting with headings, bullets, bolding, and colors (if possible) makes such a big difference.

Interested in learning more of Sepi McDonnell’s tips on how to write physician job ads for the mobile world?

Twitter’s 10 Years Old! What That Means for M.D. Recruiters

Twitter, the San Francisco-based microblogging giant that changed the way the world communicates, is turning ten today. They’ve put together this inspiring video to mark the occasion, and it’s worth a quick watch for all M.D. recruiters out there. Read more

7 Reasons to Use Social Media in Your MD Recruiting

If you joined us for last month’s webinar on the Top 10 Social Media Strategies for Physician Recruiters, you’re up to speed on Mark H. Cohen’s tips and tools for recruiting in the social sphere. But if you missed the presentation, you’re welcome to watch the video replay anytime.
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Physician Recruiting in the Age of Social Media-Driven Healthcare

Today, you’re living—and recruiting—in the age of KevinMD. More than ever, the physicians you’re seeking to hire are blogging, tweeting, using Facebook, creating LinkedIn profiles, and uploading YouTube videos to share their expertise.

Major healthcare institutes are in on the action too. The Mayo Clinic has an entire website dedicated to social media education, and the Johns Hopkins Medicine site has a social media page devoted to its tweeting physicians and social media channels. It’s the age of social media in medicine, which of course means it’s the age of social media in physician recruiting!

With that in mind, here are some facts and tips to help you leverage social media in your physician sourcing strategies.

Fact: Candidates Are Researching You More Than Ever

According to a recent CareerBuilder study, people in all career paths are much more selective about where they apply, and they’re spending much more time researching you—whether you’re a healthcare employer, or a search firm.

Tip: Use Social Media as Your Company Calling Card

If you reach out to a physician, or they come upon your organization’s information online, this “first digital impression” could make or break your connection. Is your website up to speed? Do you have compelling videos posted? Are your social media profiles up to date? Is your LinkedIn profile impressive? If not, chances are your prospective candidate will head off in search of another party. The bottom line, according to CareerBuilder: “Employers must have a strong online presence to get noticed.”

Fact: More Job-Seekers Use Mobile

This is embarrassing to admit as a nation, but Americans collectively check their smartphones upwards of 8 billion times per day, says a new  study referenced by TIME. The average person looks at his or her phone 46 times every day. Aside from texting and talking, we’re checking emails, tweeting, viewing social media sites, and reading articles gleaned from our news feeds. And if we’re in the market for a new job, we’re using social media, apps, and websites to browse new opportunities.

A hefty 9 in 10 job seekers report they’re likely to use a mobile device during their job search, according to Glassdoor’s survey on the Rise of Mobile Job Search. What’s more, 45% of job seekers use their mobile device specifically to browse jobs at least once a day.

Tip: Tweet Your Jobs & Be Mobile-Friendly

When job-seeking physicians pull out their smartphones, are you and your organization front and center? If you’re tweeting your available job openings with the appropriate hashtags, that’s a good start. Another recent study cited by TIME found that more job openings are posted to Twitter than any other social media site. The reason? Because that’s one of the main places job-seekers are looking.

On a related note: is your organization’s site optimized for mobile? If you don’t have a responsive (read: “mobile-friendly”) site, you may be frustrating your users. Read more about physician recruiting and responsive websites here.

Fact: Compelling Content is King

As with anything in life, what you put into it is what you’ll get out of it. A lot of people tend to view social media as just a fad and therefore put little effort into the content they post or share. But carefully researched and well-written posts and articles go a lot farther towards developing your brand than sloppily written content that’s slapped up in a hurry.

Tip: Let Your Brand’s Personality Shine Through

Social media is your chance to showcase your organization’s strengths—and have a little fun. Research cited in Entrepreneur shows that 71 percent of brands invested more heavily in social media last year to reach new followers and build brand reputation. So, once you’ve got your social media profiles and company blog in good shape, be sure to update them regularly with engaging content. Write, post, and share content that is relevant to your field and expertise. Let prospective candidates know what makes you and your organization stand above the rest!

We could go on for much longer about social media and physician recruiting… and in fact, we’re going to do just that at 1 PM CST on February 23 during our webinar on “Top 10 Social Media Strategies for Physician Recruiters,” sponsored by PhysEmp! It’s filling up fast, so please RSVP today if you’d like to reserve your spot.

If you do join us, you’re welcome to share your feedback realtime on Twitter with hashtags #PhysEmp #SocialPhysRecruiting

Hope to see you there!

P.S. For Twitter tips specific to physician recruiters, be sure to check out our article on “Working the Room: Twitter Tips for Physician Recruiters.”

Free Webinar Feb 23: Top 10 Social Media Strategies for Physician Recruiters

Do you blog, Tweet, or post on Facebook and YouTube as part of your physician recruiting campaign? If not, you should. In today’s increasingly competitive market, social media offers a fast and easy way to strengthen your brand and build relationships with potential physician candidates. Not sure where to start? Join us at 1PM CST on Tuesday, February 23, for a free webinar on the “Top 10 Social Media Strategies for Physician Recruiters,” sponsored by PhysEmp.

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