The aging population combined with the ramifications from COVID-19 have caused travel nurses to be in increasingly high demand. Healthcare facilities of all varieties are facing a nurse staffing shortage and are relying on travel nurses to fill the gap.
Let’s find out how Ascendo Resources can help travel nurses prepare, work, and persevere.
Why Travel Nurses Are So […]
In today’s physician recruitment market, “quality of life” reigns supreme. Many young physicians find themselves more interested in the community a practice is situated in than the practice itself. New generations of physicians are seeking opportunities that emphasize a healthy work-life balance – and they want to make sure the community they will call home will have plenty for them to do.
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When creating physician manpower plans, it is important for hospitals and health systems to look at not only how many physical providers are needed, but also the productivity needed from those providers. At a time when many physicians are emphasizing work-life balance and flexible schedules, physician recruiters are left wondering how these shifts will affect their physician recruitment needs.
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The site visits are completed, the verdict is in, and your practice is ready to make a formal offer to an outstanding physician candidate who you believe will be the perfect addition to your team. While the feelings of both parties might make this hire seem like a sure thing, the deal is far from done. At this point, it is up to the employer to sell the prospective candidate on how and why practicing as part of their team will be beneficial – and the physician contract is one way to show them. “A contract is a sales document” says Roger Bonds of the American Academy of Medical Management. It is in the employer’s best interest to get the following sections right to make sure that they not only seal the deal with a prospective physician candidate, but also increase the likelihood that they will stay on long term. […]
In physician recruitment, it is well documented that less than a quarter of possible candidates are actively or aggresively seeking new employment, leaving over 75% of candidates who aren’t actively scanning job boards or journal ads for new opportunities. With that knowledge, the question of how to reach these candidates has persisted. For years, the answers have ranged from referrals to direct mail, but the aggresive use of of both as part of a recruitment marketing strategy has significantly declined over the years.
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For a Physician Recruiter, the more information and resources available to you, the better. Whether it’s deciding what a competitive offer is for your region, finding candidates that fit specific demographic criteria, or judging how busy a new physician will likely be in a given market, the information and resources a recruiter has available to him/her can greatly affect the success of a physician recruitment effort.
Below are 6 useful resources (both free and paid) for physician recruiters for around the web.
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MDR HealthCare Search has recently placed a Primary Care physician in the Mid-Atlantic!
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An effective physician recruitment effort owes quite a bit of its success to timing. Finding the right candidate when they’re ready to begin looking for their next opportunity, or having a need become apparent during a peak recruitment season, can both be helpful in filling an opening with the right candidate at the right time.
With the vast majority of physicians completing their training on set schedules and then going on to sign employment contracts in set intervals (generally 12, 24, or 36 months), there are times throughout the year where there seem to be a plethora of candidates and others where there are very few. In addition to quantity, the time of year can greatly affect the type of candidate that you will likely have access to, including things such as experience level, availability, and a host of other factors.
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So you are recruiting physicians and other health care providers for a very popular location. Congratulations – you are in the enviable position of having a large pool of candidates who would prefer to practice where your opportunities are located. But this large natural market has a downside: sometimes, candidates will come out for a site visit and allow you to woo them when they have no intention of joining your hospital or group practice.
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"Ascendo has provided recruiting services for multiple positions in my company. They have a very personal and proactive approach to recruiting which has been key to providing us with high caliber candidates. Not only do the candidates meet our technical requirements but also the company culture. I enjoy working with the staff at Ascendo and highly recommend them."
"I'm not one to easily give endorsements, but I am happy to in your case! Great team with great leadership. Able to understand hiring requirements, traits and personality from an intuitive standpoint and then source multiple viable candidates. Very organized and expeditious. Highly recommended!"
"We had just about given up on using recruiters, but Ascendo's attention to detail and quality people can't be beat. You can tell that they’re advocating for their candidates without forcing anyone irrelevant on you. Worth every penny."
"My experience with Ascendo has been very positive. The group works hard to figure out what is the ‘right’ type of person, both in skills sets and personality, to ensure a good fit when making a placement. I would recommend Ascendo to those looking for a job or for those looking to hire."
"I have had the great pleasure of working with Ascendo Resources for my staffing needs for at least five years; I know Gustavo Peña for almost ten. From the first time we started doing business, Ascendo Resources and Gustavo Peña have made it a priority to know our company well and understand it’s needs. So, no matter what has been the request, direct reports or temporary support, they have been able to provide the best candidate in a very short period of time. They are there for the entire process and any problem or issue that develop, they will do everything in their power to make it right. It is for these reasons and more that I highly recommend Ascendo Resources as the company for your staffing needs."
"Ascendo placed a Staff Accountant on my team and the interview process was seamless. The candidate is qualified, bright, and has great potential to within our firm."
"I have utilized Ascendo Resources to fill several openings that I have had in my Accounting Department. Being a part of a large growing company contains several challenges. Fortunately, they have made one of the most difficult challenges, hiring new employees, a very simple one. While attempting to fill the first position I worked with several recruiting agencies. Unfortunately, I often times felt they were submitting any resume they could find. However, Ascendo Resources dedicated time to get to know me, my expectations, as well as their candidates. This is what I feels makes them a brilliant staffing agency. "
"One of the best ways to serve the needs of a busy company while short on staff resources is to partner with someone (company) who is competent, honest and always willing to share knowledge. This is the experience I consistently have with Ascendo Resources. They are a trusted external business partner that works tirelessly to deliver great results. I consider them an extension of our staff and an invaluable member of the team."
"Working with Ascendo has been wonderful! They are very quick to respond and have provided top tier candidates for every position we have had to fill. Ascendo's professionalism and positive attitude are impressive and I look forward to working with them for all our staffing needs."