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Five Reasons Why Doctors Search For a New Job

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If you pay any attention at all to the stock market or financial news, you already know that the economy is booming and the outlook for jobs is better than it has been in decades.  The same can be said for physicians, as the healthcare industry is grappling with filling open positions around the country.  If you are a physician who has not been considering finding a new job, maybe now is the right time to start looking for a new place to practice.  Let’s take a look at five reasons why Doctors search for a new job to see if any of them apply to your situation.

Experiencing feelings of burnout.

At least 50% of all doctors report feelings of burnout, with some specialties like critical care and emergency medicine slightly higher.  If you are one of those physicians experiencing burnout without a solution or help from the administration on the horizon, now is the time to explore making changes.  Burnout doesn’t just get better by itself. Instead, it takes making changes in your life, or organizational changes to alleviate some of the stressors, or finding a new job that already has processes in place to help physicians avoid burnout.

Feeling a sense of complacency.

You probably didn’t choose to practice medicine because you wanted to “punch a clock.” If you are like most, you were drawn to the excitement of medicine.  Studying different ways to treat illnesses and ailments, and digging into the science of medicine was the attraction.  If you have found that your excitement and passion is waning, and you are simply going through the motions, you have become complacent.  Finding a new job may be just the cure for your “punching the clock” blues.  A new location, new management, new ideas, even new patients can help you inject just enough discomfort into your routine to make your job fun again.

You need to keep learning and growing.

Similar to the complacency rut, when you became a physician, you went to school for a long time.  It was worth it because you knew that in the end, you would have a career and a sense of accomplishment. No matter what career people choose, most of us want to continue to grow personally and professionally.  If you are in a position that is not affording you the opportunity to grow, do research, even practice abroad occasionally, then it might be time to find an employer who wants those things for you.

Not fitting in anymore.

Workplace culture has been a focal point for successful companies for a very long time.  Not surprisingly, the healthcare industry has been behind the curve on understanding the importance of how important culture and fit is for attracting and retaining the best talent.  In healthcare, we have all read about and even experienced the rash of mergers and acquisitions that the industry is experiencing.  These developments are not always good for workplace culture.  When new leadership comes in, often times the culture and communication changes and leads to good people seeking new environs.

Work and life are out of balance.

We all want balance in our life.  As a physician, you know there will be some late nights or the occasional disruption to your social calendar, but you also probably want to have some control over it. Predictable hours, minimal call schedules (if any), and untouchable vacation and personal time should be on your short list to ensure that you can achieve the work/life balance that is so critical to being at your best.  Achieving that is no longer a pipe dream. Hospitals and health systems know that they no longer have the upper hand in physician recruitment and have been much more willing to offer attractive incentives to physician candidates.

Jackson Physician Search has the national reach and healthcare industry experience to help you find your perfect job.  To find out what we can do for your career, contact one of our recruitment professionals today.

The Challenges of Urban Physician Recruitment

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While the expansion of community-based facilities is a welcome development for inner cities and rural settings where most are located, it is not without challenges.  The National Association of Community Health Centers (NACHC) reports that 95% of health centers have a clinical vacancy and 70% are reporting a physician vacancy.  These trends are even more concerning when you consider that by the year 2020, CHC’s are expected to be managing the care of 35 million patients. Unfortunately, this is becoming the new reality for community health centers, and it is forcing administrators to rethink the FQHC model and adapt to become more competitive in recruitment and retention.

In the past, community health centers could utilize desirable work schedules and quality of life incentives to attract physicians to practice there. Typically, CHC’s would offer attractive schedules, little to no call, better work/life balance and other similar enticements.  Whether it was the slower pace of a quiet rural community or a consistent 9 to 5 schedule in an urban setting, physicians would often forgo some salary in exchange for quality of life.  Today, physician recruitment and retention is so competitive, that CHC’s no longer have exclusivity with convenient work schedules, limited call, and other attractive incentives.  Large hospitals and major health systems have the financial resources to not only offer salary incentives, but student loan forgiveness, favorable work schedules, and so much more that smaller CHCs cannot compete against.

All of these developments are increasingly putting more and more pressure on CHC administrators to adapt.  Many health centers are expanding partnerships and residency programs with local universities to introduce graduating physicians to their systems and potentially attract them to stay on after graduation. Another strategy has been to become even more creative in making work schedules as flexible as possible, including generous leave packages, allowing physicians to focus on limited types of preferred services, part-time work, and more. These types of creative solutions are made possible through the increased use of nurse practitioners.

Another advantage that community health centers may have over large systems is a close-knit sense of family and teamwork.  By promoting the values and culture of the CHC, administrators are able to attract like-minded physician candidates. CHC’s are rebranding their organizations, enhancing their social media messaging and online presence, and ensuring that candidates are a good fit culturally and have similar values to the organization.

There is no magic solution to physician recruitment for small urban and rural community health centers.  It takes a combination of best practices to ensure that not only are the right candidates aware of vacancies but that no stone is left unturned in their pursuit.  This includes having a network of relationships throughout the community acting as an extension of your recruitment team. Whether it is to learn about family members who may be pursuing a career in healthcare, or currently practicing clinicians who may want to return home to be closer to family and friends, the local network is a goldmine for information.

Jackson Physician Search has the expertise and nationwide reach to help solve even the most challenging physician and advanced practice recruiting situations. To find out more, contact a recruitment professional today.

How to Create a Cultural Blueprint for Successful Physician Recruitment

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Culture is defined as “values, beliefs, attitudes, and behaviors that employees share and exhibit on a daily basis in their work and in the community”. And, lack of cultural fit is among the top reasons physicians leave a practice – even more than compensation. Many practice executives and recruiters can attest to the challenge of recruiting into an organization with a dysfunctional culture. It doesn’t work!

On the other hand, some organizations have earned a reputation for a healthy culture that supports physician retention, which is key to successful recruitment. By establishing trust and maintaining transparency, from top leadership through the entire organization, they have created an environment that supports faster fills, shorter vacancies, lower turnover and a measurable return on investment.

 

Culture and Performance

More and more studies are proving the correlation between culture, performance, and growth. Gallup research shows a direct link between employees’ understanding of their organization’s purpose and culture, and important performance metrics that are critical in healthcare.

For example, nearly every healthcare organization says: “We are mission-driven.” It may be the most common catch-phrase in healthcare! But Gallup found that an average of only 40% of employees feel that “their job is important to their organization’s mission,” a key predictor of employee and team performance. They also found that performance improves in organizations where 80% feel their jobs are important.

By moving the dial up to the point where 8 out of 10 employees understand their role is valued – they achieved a very significant improvement in key performance metrics:

  • 33% improvement in quality
  • 41% reduction in absenteeism
  • 50% drop in patient safety incidents

Simply stating the goal of building a “healthy culture” is not enough. It requires a blueprint. Just like building a clinic or hospital, you need to be sure everyone is following the same vision, understands the standards and can measure all the materials and supplies precisely so it both looks and functions as you envision. Building a culture is the same way — you need a vision, a plan to follow and a way to measure it.

 

Where to Start

One place to start is by participating in a well-structured “best places to work” program. Look for a program with objective assessment tools, a defined process for making improvements, and methods for keeping leadership and workgroups accountable for closing the gaps identified in the assessment. The right tool can:

  • Provide a pathway of discipline and intentionality toward building a healthy culture
  • Give you great data that you can benchmark, act on and measure your progress over time
  • Enable you to tie your initiative back to business results and outcomes

So, whether you call it a blueprint, a framework or a foundation, start by thinking of culture as an intentional way to demonstrate the attributes that are vital to your mission and important to your team.  Doing so will differentiate your organization in the marketplace and clarify how well your culture fits the motivations and personal needs of physicians and advanced practice providers you seek to hire. Becoming known as a genuine “great place to work” will accelerate recruitment and foster retention over the long-term.

To learn more about the how to evaluate how your culture fits with physicians and advanced practice providers you want to recruit, contact us.

Culture and Physician Retention

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Imagine a workplace where medical professionals at all levels are highly respectful.

Too many hospitals today are losing valued physicians due to toxic environments. A recent study estimates that “for hospital medicine, the overall cost of turnover is probably at least $400,000 per provider and could easily be $600,000 or more”.

The relationship between culture and physician retention is straightforward. Making a smart hiring decision is just the beginning. Once a physician is recruited, onboarded and in place, the challenge to keep them begins.

Jackson Physician Search did a study in 2016 (The Engagement Gap) revealing a significant difference in how executives and physicians rated their workplace culture.

One example of a gap between physicians and executives revealed their attitudes when asked their level of agreement with the following item:

“Always treats physicians with respect”

  • 48% of physicians agreed
  • 78% of executives agreed

Conflict and communication breakdowns are inevitable.

Toxic cultures

What exactly is a toxic culture? Based on my research working with physicians, physician executives, hospital executives, and support teams, toxic cultures often include:

  • Punitive, old-school leadership
  • People are judged quickly, labeled and “singled out”
  • Factions/cliques are strong and you see “in-groups” versus “out-groups”
  • Strong, long-held beliefs about “right and wrong” regarding how physicians should manage patients and nurse practitioners
  • Senior-level physicians or leaders prone to outbursts, yelling, profanity, name-calling and throwing things, creating an intimidating environment
  • Ineffective leadership skills at the highest levels (poor management skills)
  • Unclear vision and performance expectations
  • Low-trust issues; gossip is rampant
  • Power struggles

I’ve observed cultures first hand through my consulting and executive coaching. I’ve conducted 360 leader assessments, including verbal interviews with bosses, peers and direct reports of executives/physicians in healthcare organizations.

I’ve also conducted culture assessments and gained an in-depth look at the inner workings of how things get done behind the scenes.

Culture Assessment

Few organizations stop to assess their culture. The cost of ignoring a toxic culture is devastating in terms of turnover, morale and profitability. Patient care also suffers as a result.

Where do you begin to measure your organization’s culture?

Finding a valid and reliable assessment tool is the first step. I prefer an assessment tool called “LEA Culture Survey” from MRG. The result of the assessment is a report that paints a clear picture of “what it’s like to work here”. Leaders shape the culture. They determine what gets noticed, rewarded . . . and in many cases what gets ignored or even punished.

I facilitate the culture assessment process using the following 10 steps:

  1. Identify a sponsor and/or culture project team
  2. Identify critical leadership practices for achieving the mission
  3. Select the best culture assessment (online preferred)
  4. Communicate to all what’s coming and how they’ll be involved
  5. Administer online culture assessment
  6. Preview results with culture project team
  7. Plan roll-out of results to all; hold group feedback sessions
  8. Explain next steps and form action teams
  9. Close the gaps to reach top workplace benchmarks
  10. Re-survey in 12 – 18 months

Invest in your most valuable resource—your people. Rather than guess at what it’s like to work in your organization—measure it. Help shape the culture that helps you achieve your mission.

 

Kathy Cooperman is President and Founder of KC Leadership Consulting, LLC. She specializes in Leadership Development through executive coaching, consulting and facilitation. Her passion is helping organizations accelerate excellence in their leaders—engaging everyone to work together to achieve the business strategy while applying the core principals of Positive Psychology.

What to Know When Recruiting Residents – Medscape Takeaways

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Life as a resident is challenging for many reasons. Long hours and low pay, it’s a balancing act of simultaneously being learners and medical care providers. If that wasn’t enough, they are also job-seekers. By the beginning of their second year (if not before) they will begin exploring and making decisions about where, when and how they will start practicing.

Recent surveys by Medscape hold important clues about how the competing priorities of time and money will factor into a physician’s career decisions. By better understanding the value they place on time and money, there is a better chance of presenting your practice opportunity with the right balance and fit and appealing to their needs.

Show Your Respect for Their Time

No one has figured out how to add hours to the day. And, the technology intended to make physicians more efficient has been proven to be a source of frustration for many. According to Medscape:

  • Achieving work/life balance, while dealing with the pressures and demands on their time, are the top two challenges they face in residency.
  • Eighty percent report that they don’t consistently have enough time for personal wellness and a satisfying social life.
  • Two-thirds believe that having a manageable work schedule and call hours would relieve stress.

That’s why it’s vital to demonstrate your respect for a physician’s time. Skillfully assess how well an opportunity might fit the interests of the resident and tailor the timing and content of your outreach to the greatest extent possible. The first touch during the recruitment process should be a highly relevant message that reaches them at their preferred time, using their preferred channel.

Once they show interest, don’t waste their time with a prolonged process; but don’t be pushy, either. It’s hard to strike that fine balance, but you can show them how important they are to you by following the three P’s in all communications. Be prompt, precise and personalized to their specific needs.

When phone and onsite interviews are scheduled, be sure everything is well-planned (and everyone is well-prepared) so there is no time lost due to confusion, duplication or unnecessary delays in delivering an offer.

Your candidate’s experience during the recruitment process, including their encounters with your practicing physicians and staff, will show them how well – or poorly – their time will be respected if they decide to join your organization.

Influence of Money on Physician Career Choices

Over half of the residents in Medscape’s survey expect to finish training with at least $200,000 in medical school debt. So, it is no surprise that 92 percent of residents said that potential earnings will influence their choice of specialty. But even with the pressure to pay off debt, “starting salary/compensation” ranks second, right after “work schedule/call hours,” in the list of key factors they will look for in their first job. Residents also see attributes such as “gaining clinical knowledge and experience,” “being very good at what I do” and “gratitude of patients” as the most rewarding aspects of their job, far ahead of “the potential for making good money.”

Every resident has different financial drivers and personal motivations that will influence their career decision. So, it is important to discover what those are and craft a win-win compensation package. Paying top dollar is not necessarily the answer. But being competitive is key. Just be sure you know exactly who, what or where your competition really is.

The important point is to set clear expectations about how a physician can maximize their compensation while living the life they hope for. A pathway out of educational debt or a low cost of living may be more highly valued than a top dollar salary in a high-pressure practice setting.

Explain how work RVUs, collections, quality bonuses, and other components work. Show them benchmarks and allow them to see how others like them have progressed. Provide the practice support that will free them to focus on productivity and increase their earning potential. Help them envision how well the incentives and benefits align with their needs and those of their spouse and family (if they have one).

Surveys can deliver helpful insights, but they need to be placed in the context of your situation. If you are looking for solutions to specific challenges, talk to a Jackson Physician Search recruitment expert today.

Focus On Culture To Build the Perfect Team

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Are you having staffing issues and problems with turnover?  Does the cost of constantly recruiting physicians get brought up at every meeting?  If either of these situations sound familiar, your organization might have a culture problem. There is a growing amount of discussion regarding culture and fit, and how physicians today are placing more emphasis on finding a workplace that is aligned with their values.  The working professional’s website, LinkedIn, sponsored research into the role culture and fit play in workplace satisfaction and retention.

Do you know what is most important to your physician team?  If you are operating under dated assumptions, you would probably say it’s all about the money.  In today’s healthcare environment, physicians who are unhappy with their current situation have ample opportunities to move on and find a position with more control over their work/life balance and an environment that is consistent with their values. According to LinkedIn, 70% of professionals today would not work at a leading organization if it meant tolerating a bad workplace culture. If you think you can buy their happiness and loyalty, think again. An impressive 65% of survey respondents are willing to put up with lower pay if it means they can work in a better environment.

As you already know, physicians are suffering from burnout in record numbers. To stem the churn, administrators need to gain a better understanding of what type of culture exists currently, and what they envision for the future.  A good place to start is by reviewing a study conducted by Jackson Physician Search, The Engagement Gap. The results indicate a vast difference between what physicians believe about the workplace and what the executives believe. For example, less than 50% of physicians believe they are being treated fairly, while almost 70% of executives believe that their doctors are treated fairly.  In that same vein, only 48% of physicians feel they are always treated with respect, while 78% of executives feel that physicians are treated respectfully.  One area where doctors and administrators agree is that the majority of both groups admit that communication needs to be improved.

Once the culture and types of behaviors needed to support and foster a better work environment are understood, leadership must clearly communicate the message throughout the organization via words AND actions. None of this happens overnight in any workplace, but over time, tangible results are visible through improved performance, stronger physician engagement, and more successful recruitment and retention.

For more information about how Jackson Physician Search can help you find and retain qualified physicians and advanced practice professionals that fit within your culture and values, contact one of our experienced healthcare recruitment professionals today.

The Link Between Physician Burnout and Cultural Fit

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Physicians today are suffering the effects of burnout at higher rates than ever before.  If someone were to make an assumption about what is causing physician dissatisfaction and burnout, compensation might be at the top of your list, but you would be incorrect. According to the Medscape National Physician Burnout & Depression Report 2018, compensation was fifth on the list of burnout contributors.  By taking a close look at the survey we see that many of the factors that are contributing to physician stress and burnout can be attributed to organizational culture. Physicians are saying the issues that are contributing to burnout include being bogged down with bureaucratic tasks, unmanageable work schedules, lack of respect and awareness from administrators, and issues with electronic health records.

Some of the contributors to burnout listed by survey respondents include bureaucratic tasks, lack of respect from the administration, lack of autonomy, feeling like a cog in the wheel, and emphasis on profits over patients, among others. An organizational culture that promotes engagement, respect, communication, fairness, etc. makes for a healthier environment for staff and administrators alike.

Is culture really that much of a factor? The answer is a resounding yes.  According to a research study conducted for LinkedIn, 70% of professionals in the United States indicated that they would not work at a leading organization if it meant having to deal with bad workplace culture.  Another 65% of respondents would accept lower compensation if they were working in a great environment.

As a physician, you have options in this evolving healthcare industry.  If you are unhappy in your current position or feel that you tolerate working in an environment that is not aligned with your values, you probably want to reassess your surroundings. Proactive healthcare organizations are working through the process of understanding their culture and finding employees who will fit.

There are some simple questions you can ask yourself to see if culture is contributing to feelings of burnout or dissatisfaction.

  • Do you feel there is a shared mission that is clearly defined and followed at every level of your organization?
  • Are behaviors and corporate decisions aligned with your own personal values?
  • Is communication transparent from top to bottom?
  • Does the organization value things like work/life balance and demonstrate a commitment to the well-being of the employees?

Answering those four simple questions, and you will notice that none involved compensation, should give you an idea of whether or not it is time to seek new opportunities.  If you have never had the opportunity to work in an environment that fosters a strong organizational culture, you don’t know how much of an impact it has on your personal fulfillment, job satisfaction, and passion for the practice of medicine.

To see for yourself how finding a cultural fit can help you take your career to the next level, speak with a Jackson Physician Search recruitment professional today. There are available opportunities locally and across the country, let us help you find your perfect fit.

Why Physicians Should Consider Flyover States

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We’ve all heard the references to “flyover” America when talking about cities and states in the central regions of the United States. Often times, these so-called flyover states are overlooked by physicians and advanced practice professionals when considering their next job opportunity. Doing that might turn out to be a bigger mistake than you realize.  Considering opportunities in less populous states and rural communities can be the best way to land a job that provides a combination of work/life balance and quality of life that may not be found in sprawling urban areas. With physician burnout and unmanageable work schedules increasingly at the forefront, now is the time to discover parts of this country you never knew existed.

The Reason Why

Your career should not be all about a big salary. A $380,000 salary in San Francisco or “the Big Apple” won’t get what you can with $240,000 in Duluth or Colorado Springs. Imagine being able to practice medicine outside of a bureaucracy, spending time with patients instead of managing quotas, and then actually having a life outside of the workplace.  Does that sound like something you can get into?

Let’s take a look at states that have wide open spaces and a lot of physician opportunities for those who are ready to make a change.

Minnesota

The ‘Land of 10,000 Lakes’ is an outdoor lover’s dream. From recreational water sports activities in the summer to ice skating and fishing in the winters. In Minnesota, weekend retreats to a cabin on the lake is a family tradition that goes back generations.  One fact about Minnesota that you may not know is that it has one of the most highly educated populations in the country, second only to Massachusetts.

Wisconsin

Another state with a variety of physician and advanced practice opportunities is the ‘Dairy State,’ Wisconsin.  If you are a fan of cheese, ice cream, and other dairy products, you can’t go wrong here. From the quaint charm of Egg Harbor to the bustling metropolis of Milwaukee, Wisconsin has something for everyone. Year round festivals, professional and college sports galore, and outdoor activities of all types, Wisconsin is a great state to raise a family.

Colorado

Do you like to ski and wish you had more time for that and other winter sports? Colorado is famous for being the ultimate ski destination. Finding your physician opportunity in the ‘Rocky Mountain State’ means that you will not only be close to world-class ski resorts but actually have the time to enjoy them. Coloradans are health fanatics, and there are plenty of outdoor fitness opportunities allowing you to enjoy the more than 300 days of sunshine a year.

Texas

While not typically included in discussions of flyover states, there is much more to Texas than the big cities of Dallas, Fort Worth, and Austin. Rural opportunities for physicians abound in Texas, and many are in and around locations in the southern part of the state. If you have always wanted to be near the water, the Houston/Galveston area is situated near the Gulf Coast, while farther inland the beauty and history found near San Antonio is hard to pass up. Texas is very financially friendly as the economy is booming and homeownership is easier than in highly taxed and more regulated states.

Start Looking

Now is the perfect time to reconsider your career options. Opportunities reside all over the country and if balance is something that is missing in your life, take a flyer on a flyover state and see if it is right for you.

Jackson Physician Search is an industry leader in placing physicians and advanced practice professionals into opportunities that provide them with the work/life balance and professional growth they need.  Get started by contacting one of our physician recruitment professionals today, or use our powerful job search tool and discover some of the incredible opportunities we have available.

Community Health Center Physician Recruitment Checklist

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The growing demand for affordable primary care, especially among underserved patient populations, has fueled the need for innovative solutions to the most pressing health care issues. National Health Centers Week raises awareness about the mission and accomplishments of America’s health centers to reach beyond the walls of conventional medicine and provide quality health care in the context of the individual, family, and community.

But, the shortage of physicians and advanced practice providers is especially acute for community health centers. Practice leaders are looking for a special breed of clinician who are:

  • Great listeners, innovative thinkers, and team players.
  • Enthusiastic about caring for patients whose social, educational, family and community environment may adversely affect their health and well-being.

Get ready to recruit into this challenging setting by adopting a 30-point checklist which will strengthen your recruitment and retention efforts. It will enhance your chances of hiring and keeping providers who are a great fit and will embrace your practice opportunities in rural or urban communities.

These four sections highlight how to be a “recruitment ready” FQHC and are covered in more detail on the full checklist:

 

Lay a Strong Pre-Search Foundation

Clearly define and establish the groundwork for the position and be ready to make a strong offer to the ideal candidate. The Pre-search Checklist covers key aspects of planning that create an efficient and successful recruiting process. It covers the essentials such as where they will practice, consensus on what qualities and skills you require, how they will be paid, and how much is available for incentives and loan repayment assistance.

Prepare the Interview Team

The best game plan fails if even one team member fumbles in their interview team responsibilities. That’s why almost every point on the Interview Checklist starts with “who.” From identifying who will develop the itinerary to who will share the organization’s vision, you must customize each interview to reflect the needs and motivations of the candidate, while putting your best foot forward. Leave no aspect of the site visits to chance – because you only get one – to make a lasting impression on your candidate.

Plan for Post-interview Follow-up

Best practices dictate that you commit to a firm and timely schedule for delivering a verbal offer, followed by the contract. The parameters and process for making the hiring decision and extending the offer should be planned well in advance. Following the Post-interview Checklist will help you plan for and deliver a rapid response. The additional benefit? Demonstrating to the candidate that your organization is serious about hiring them.

Deliver on Promises During New Provider Launch

It’s proven that long-term retention starts during recruitment and extends through onboarding and beyond. Yet, the baton is frequently dropped between the recruitment and post-hire operational teams, leaving a newly recruited provider wondering if they made the right decision. With many candidates accepting the positions more than a year before they finish training, it’s critical to establish a roadmap for keeping the provider engaged from acceptance through onboarding. The New Provider Launch Checklist outlines key requirements for successfully ramping your physicians and advanced practitioners into practice and ensuring their families are welcomed in the community from day one.

 

Download the full 30-point “Ready to Recruit Checklist” for community health centers, and contact us for more help in making your community health center’s recruitment efforts successful.

JPS Recruiters Live: Optimizing for Your Children’s Education

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You can watch the recording of this installment of JPS Recruiters Live on our Facebook Page. (10 mins.)

Often, we get asked by doctors that are looking to relocate for help with assessing schools and school districts. We know that the education of their children is very important to them. At Jackson Physician Search, we actively research school systems, neighborhoods, cost of living, and other information so we can match physicians to jobs that fit their career and personal needs.

Resources for Assessing Schools and School Districts

There are plenty of good websites for checking the general “temperature” of a school or school district. It’s important to remember that the ratings are primarily based on standardized test scores. When there is additional information on student outcomes and growth or college preparedness, that is also weighed. Not all states report on those metrics though. Some sites use datasets such as community demographics, real estate sites, Wikipedia, etc. Keep in mind, sometimes that data is out of date or irrelevant, so be sure to check the source date of the information.

Links

  • nces.ed.gov/ – This is a great site that has information about public, private, and charter schools. There are many reports, with lots of data, that you can use to evaluate schools.
  • schooldigger.com – This site has its own ranking system called the “SchoolDigger Rank”. Their database has detailed profiles for over 136,000 schools. They track enrollment data, test scores, crime data, real estate data, etc.
  • greatschools.org – GreatSchools is the leading national nonprofit for school ratings. They also have articles, tips, and interactive tools to help parents support their children’s academic efforts.

What’s Most Important in Assessing Education Opportunities

There are more important factors than picking the “right” school. There is a strong correlation between academic achievement and the highest level of education of the parents, especially the mother, and the emphasis placed on learning in the home. When there is an expectation of academic excellence in the home and a real-world example of academic excellence, students have a much higher probability of academic success. This is great news for the families of physicians and scholars like yourself.

The School Is Only One Element of Academic Success

In many ways, it is more relevant to research specific resources versus overall school rating. Some schools offer resources such as before and after-school programs, and special needs assistance. If your student is college bound, they need to be prepared to differentiate themselves from other college applicants. At Harvard University, one of their four main considerations for admissions is interests and activities. More specifically, extracurricular activities, athletics, and community involvement. Your work-life balance can also have an impact on academic success. How much time will you have to get kids to soccer practice, help them with homework, and teach life lessons?

If you have more questions about how our expert physician recruiters research and evaluate the positions we staff for, please reach out to us using the contact us form below.