Sourcing qualified physician candidates is a pain point most recruiters will cite at one time or another. With so many opportunities and so few physicians, prospective candidates find themselves getting bombarded with recruitment advertisements and messages on a daily basis. This leads many of them to avoid uploading their CVs online, answering unsolicited calls, and essentially avoiding speaking with recruiters for large chunks of their careers. So how are physician recruiters supposed to source candidates for their open positions?
The key to reaching these physicians is by using a suite of tools that allow recruiters to target their ideal candidates and reach them even when they aren’t actively looking for a new position. Below are seven such tools that will assist recruiters in sourcing physician candidates.
1. Social Media Management System
Hopefully, you aren’t late to the party and have begun using social media as part of your physician recruitment strategy. But anyone who uses social media for business can tell you one thing – it’s time consuming, especially if you want to do it right. That is where a socia media managament system, like Hootsuite or Buffer comes in. Using these tools, you can schedule posts out for months at a time, monitor your engagement with followers, respond to comments and questions, and even look for potential candidates, all from one portal.
2. Directory of Ethnic Medical Associations
We all know that recruiting for diversity is a maor goal of most health systems, but the question that remains is how do you do it? One useful tool for candidate sourcing in these situations is the directory of ethnic medical associations. Whether it’s using their job boards or having them distribute their opportunity to members, these associations can help you reach your target candidates.
3. MD Pathfinder
Recruiting graduating residents is part if nearly every recruiter’s physician recruitment strategy. But how do you reach these physicians and get them to consider your positions? Using MD Pathfinder, physician recruiters can reach out to individual programs and program coordinators, creating recruiting relationships and having them help distribute information on opportunities to graduating residents.
4. Specialty-Specific Associations
Specialty-specific medical associations are a fantastic tool for physician recruiters. These associations often have academic journals, job boards, and annual meetings that can provide recruiters with opportunities to advertise their positions. Even more, many of these associations will sell the attendees list for their meetings and conventions, allowing recruiters to reach out to these physicians via email or direct mail.
Ever stumbled across a physician that you knew would be a perfect fit for your practice, only to find that you don’t have any way to contact them? Enter Zoominfo, a massive database of public contact information for individuals. Using this tool, you can look up a candidate’s email address (the phone numbers are often for their hospitals/practices, which are not as useful), allowing you to reach candidates who’s information had previously been unavailable to you.
Marketed as the social network for doctors, Doximity has over 700,000 physicians on it’s site. Recruiters can use Doximity to post jobs, research prospective candidates, and contact physicians directly about opportunities. The tool helps recruiters reach passive candidates, which they might otherwise not have found.
7. Email Marketing Platform
Email is one of the most popular way to source prospective candidates. Whether you’re utilizing emails from your robust internal database or a list purchased from a vendor, email marketing platforms allow recruiters to reach thousands of candidates – many o which do not often check job boards or journal classifieds.
Key Take Aways:
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