Healthcare Staffing Resources

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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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The move towards mobile applications and responsive design has largely been led by companies looking for more ways to sell to consumers. But as people spend more time on their tablets and phones, it has become increasingly important for healthcare employers to make sure they have a mobile strategy in place for bringing on physicians and advanced practice providers. In the infographic below, you’ll find statistics that show healthcare providers as a whole are spending more time on their mobile devices – and actively using them to search for job opportunities.
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