< Discover the Difference Archives - Jackson Physician Search

Third Consecutive Best Places to Work Award for Jackson Physician Search

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May 15, 2018 –  Alpharetta, GA – For the third consecutive year, Jackson Physician Search is one of the Best Places to Work in HealthcareTM for 2018, according to Modern Healthcare. The annual program recognizes outstanding employers across the industry.

 

“As a physician search firm, there is extra significance in being recognized again as a great place to work,” said Tony Stajduhar, president. “Clients and candidates look to us as the experts in identifying cultural fit. It’s the single biggest factor in successful recruitment and retention.”

 

“In building our team and our blueprint for cultural fit, we embrace the core values of the Jackson Healthcare companies: Others First (Put others before self), Wisdom (Do the wise thing) and Growth (Keep getting better),” Stajduhar added.

 

Jackson Physician Search first made the list in 2016 as one of the top 15 Best Places to Work. In 2017, they advanced into the top 10, ranking as ninth with the additional distinction as fourth Best Place to Work for Millennials, in the supplier category. Modern Healthcare released the 2018 alphabetical list on May 14, and will publish the rankings in September at the Best Places to Work in Healthcare Awards Dinner.

 

Jackson Physician Search is 25th on Fortune’s list of best small and medium companies and certified as a great workplace by the independent analysts at Great Place to Work®.  Its parent organization, Jackson Healthcare, has been recognized on the Atlanta Business Chronicle’s “Best Places to Work” list since 2005.

 

Jackson Physician Search specializes in permanent recruitment of physicians and advanced practice providers to hospitals, health systems, academic medical centers and medical groups across the United States. The company is recognized for its track record of results built on their clients’ trust in the skills of their team and the transparency of their process and fees.

 

Visit www.JacksonPhysicianSearch.com and Jackson Physician Search on LinkedIn. Follow @JacksonPhysicianSearch on Facebook and @Jackson_Search on Twitter.

 

 

Media Contact for More Information:

Lori Schutte: 770.643.5533 lschutte@jacksonphysiciansearch.com

Mary Barber: 314.494.6952 mbarber@jacksonphysiciansearch.com

Newest Physician Salary Calculator Customizes Results, Saves Time

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A physician compensation resource center, featuring an interactive salary calculator, is the newest resource offered by Jackson Physician Search to help doctors save time as they evaluate how to reach their earning potential. No registration or subscription is required to view instant results.

The mobile-friendly, interactive calculator compiles data from five industry sources, plus propriety recruitment data, to enable physicians in 24 specialties to evaluate multiple variables that influence their potential compensation package.

According to Tony Stajduhar, president of Jackson Physician Search, this new resource is an efficient tool physicians can use to evaluate practice opportunities. “Let’s face it: time and money both matter to physicians. So when it comes to exploring a new job, our resource center can save them time as they consider how multiple variables influence their potential compensation package,” he said.

“Even with data in-hand, we also recommend that physicians talk with industry insiders, experts and advisors to understand what is realistic in a given situation,” Stajduhar added. “Experienced physician recruiters can decode some of the reasons for variances and help a physician negotiate a fair, market-driven package,” Stajduhar noted.

Using the new salary calculator, customizable fields encompass the components that are typically included in a compensation package. The results instantly reveal a market-based scenario that breaks out base salary, benefits, hiring incentives and bonuses. The calculator is unique in its design for use with an offer in hand, or if the physician wants to compare how far their compensation would stretch in a different state or type of community.

Physicians considering a new practice opportunity can:

  • Easily access customized physician compensation data, drawn from multiple sources
  • Drill down by specialty, state and type of location
  • Get instant results and/or request an optional written report via email.

They can adjust for benefits, hiring incentives, and bonuses:

  • Benefits
  • Sign-on Bonus
  • Residency stipend
  • Relocation assistance
  • Student loan repayment
  • Future bonuses for productivity and quality

Jackson Physician Search compiles data from salary surveys published by industry leaders including Health eCareers and Doximity, which draws from self-reported compensation surveys of more than 36,000 physicians. They also incorporate proprietary data, including the firm’s physician placement and search data. Actual compensation will vary depending on additional variables such as skills and qualifications in each specialty, and supply and demand in a particular location. The information does not constitute specific advice for any candidate nor does it guarantee compensation from any organization.

 

In addition to the salary calculator, the new and improved Physician Salary Calculator and Resource Center also features relevant physician compensation articles, videos, and other resources physicians can use.

 

Jackson Physician Search specializes in permanent recruitment of physicians and advanced practice providers to hospitals and health systems across the United States. The company is recognized for its track record of results built on their clients’ trust in the skills of their team and the transparency of their process. Jackson Physician Search attracts and retains the most talented and motivated recruitment professionals in the industry. The firm has been recognized by Modern Healthcare and Fortune as one of the Best Places to Work.

 

Visit www.JacksonPhysicianSearch.com and Jackson Physician Search on LinkedIn. Follow @JacksonPhysicianSearch on Facebook and @Jackson_Search on Twitter.

 

Media Contact for More Information:

Lori Schutte: 770.643.5533 lschutte@jacksonphysiciansearch.com

Mary Barber: 314.494.6952 mbarber@jacksonphysiciansearch.com

How to Ignite Your Career with a Physician Recruiter

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Not every job search is created equal.  For many professions, a job search can be as comprehensive as visiting a job board (or five) and submitting your resume to the postings that match your qualifications.  For new physicians, or those who have not been in the job market for a while, finding the right position is a whole different animal. That is where a physician recruiter comes in.

In fact, the New England Journal of Medicine reports that almost 90% of Physicians find their most useful leads through personal or professional referrals. Yet, “working” your network to discover a great opportunity can be a challenge when you are balancing so many demands for your time and attention. That’s why many physicians have discovered the benefits of using a professional recruiting firm to find the practice opportunity that is a great fit for themselves, their spouses, and their families.

Why Use a Physician Recruiter?

Resources and Networks – The old adage “it’s not what you know, it’s who you know” still applies in the modern job search world, and good recruiters know a LOT of people.  An experienced recruitment firm will have relationships with healthcare organizations all over the country.

Recruiters are on the front line in addressing the physician shortage challenge. They are a great source of information regarding hiring trends, physician compensation, and facility-specific insight in nearly every specialty and region.

Access – Hospitals, medical groups, academic medical centers and community health centers rely on the breadth of a recruiter’s network to tap into the best pool of physician candidates. In turn, a recruiter may have access to opportunities that aren’t publicly posted or advertised yet.

A recruiter can share facility-specific information that matters, such as organizational culture, turnover rates, and the quality of the leadership team. Their familiarity with the community will provide valuable background to determine if an opportunity is right for you and your family.

Negotiating Partner – A physician recruiter offers the advantage of being your trusted partner as you prepare for an interview and navigate the contract process. Hospitals and groups want to fill their positions with highly-qualified candidates. Physicians want to be compensated fairly while being confident that they made the right decision.

The recruiter wants those things for all involved. Recruiters can establish realistic expectations and help you negotiate an offer that is consistent with what you need and deserve.

“Thank you so very much for assisting me with my job search. keeping me in the loop with the medical group has been a tremendous help! You are world class!”  – Dr. Conley

Physician recruiter talking to a physician

How to Get the Most Out of Your Relationship with Your Physician Recruiter.

The recruiter is there to facilitate your candidacy so building a strong relationship will maximize the benefits of working with them.

Know what you want – Don’t expect your recruiter to automatically know everything that is going to make you happy.  They can always be a sounding board for questions about certain locations or facilities, but it is up to you, the physician, to do some self-discovery to provide them with information.  Take time with your significant other to determine where you might want to live, what things are most important to you, etc. The more you share with your recruiter, the better your chances of finding a great job.

Stay in Touch – Work on making time for your search.  Don’t ignore your recruiter’s phone calls or emails.  Timely responses are essential to keep the ball rolling, and responsiveness also demonstrates that you are serious about the search!

Ask Questions – No need to be apprehensive in asking questions of your recruiter.  Have them explain how they are being compensated for their efforts.  Never pay your recruiter: quality recruiters are compensated by the hospital or group that has contracted with them to help fill the opening.

Be Upfront – Be sure to let them know about how many other recruitment firms you are working with and if you have other upcoming interviews. Knowing where their client stands among your choices maintains the strong foundation of transparency in the relationship.

A strong relationship with your recruiting partner can make all the difference in the world by relieving much of the stress and headache of the job search. Putting your search in the hands of a knowledgeable recruiter will afford you the time to continue focusing on your priorities, while your recruiter does the heavy lifting to ensure you find (and secure) the best fitting job for you.

“My future will be so much brighter in my new position, thanks to your recruiter’s hard work… He truly goes above and beyond.” – Dr. Rajtar

Visit our physician candidate page for more information about how the process works or browse our current positions on our job search page.

Interested in becoming a physician recruiter? Visit our careers page.

Jackson Physician Search in Top 10 Best Places to Work in Healthcare

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Oct. 4, 2017 – Alpharetta, GA — Jackson Physician Search advanced to the top ten Best Places to Work in Healthcare, as revealed at Modern Healthcare’s annual awards dinner, held September 28th in Las Vegas. This year’s ranking as 9th among suppliers represents the second consecutive year of recognition for the firm, which also again ranked as 4th Best Place to Work for Millennials in the supplier category. Modern Healthcare’s program, now in its 10th year, recognizes outstanding employers across the industry.

“Empowering our employees to provide clients and candidates with an exceptional experience is central to our culture,” stated Tony Stajduhar, President. “Recognition as a Best Place to work results from providing our team with the right training, tools and environment to deliver great results and enjoy working here.”

“Being a top-ranked workplace for millennials also signals that we understand the critical success factors for building the workforce of the future,” Stajduhar noted. “We translate that awareness to helping our hospitals, health systems and medical groups successfully hire the new physicians they need to serve their communities.”

Jackson Physician Search was certified this year as a great workplace today by the independent analysts at Great Place to Work®. Jackson Physician Search is part of the growing family of Jackson Healthcare companies.

 

Jackson Physician Search specializes in the permanent recruitment of physicians and advanced practice providers to hospitals and health systems across the United States. The company is recognized for its track record of results built on their clients’ trust in the skills of their team and the transparency of their process. As one of the Best Places to Work in Healthcare, Jackson Physician Search attracts and retains the most talented and motivated recruitment professionals in the industry.

Visit www.JacksonPhysicianSearch.com and Jackson Physician Search on LinkedIn. Follow @JacksonPhysicianSearch on Facebook and @Jackson_Search on Twitter.

 

Media Contact for More Information:

Lori Schutte: 770.643.5533lschutte@jacksonphysiciansearch.com

Mary Barber: 314.494.6952 mbarber@jacksonphysiciansearch.com

[Case Study] Recruiting with Confidence for Community Health Centers

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Peak Vista Community Health Centers, a 26-clinic Federally Qualified Health Center (FQHC), serves over 90,000 patients in Colorado’s Pikes Peak and East Central regions. Keeping the candidate pipeline full had been challenging, especially for their rural and remote communities. Stiff competition with others offering higher compensation makes it mission-critical to recruit physician candidates who fit and thrive there. Please review our case study detailing the physician recruiting success we achieved for Peak Vista Community Health Centers’ rural and remote facilities.

CaseStudy_PeakVista_2017

Peak Vista Community Health Centers Physician Recruiting Success

Challenge

Peak Vista Community Health Centers serves over 90,00 patients in Colorado’s Pikes Peak and East Central Regions. They were having difficulty recruiting physicians, especially for the more rural and remote areas.

Solution

Partnering with Jackson Physician Search gave Peak Vista a proven recruitment process and the expertise of recruiters who completely understand candidate motivations.

The Keys to a Successful Partnership

  • Transparency
  • Tailored recruitment process
  • Efficient use of technology
  • Thorough candidate selection and relationship building
  • Effectively representing the benefits of the client
  • Responsiveness of recruitment team
  • Consistent Communication

Result

Quick placement of physicians, including rural clinics with populations of less than 2,500. Thanks to our unprecedented success recruiting physicians, Peak Vista now exclusively works with Jackson Physician Search.

Learn more about how we can help you fill your vacant positions here.

How Personal Recruitment Will Ease Your Physician Shortage

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The conversation around the physician shortage is often about the numbers and the complexity of meeting the needs of a patient population that is growing faster than – and is aging along with – the physician workforce. You can be prepared for the future by expanding your understanding of new and effective recruiting tactics, like how personal recruitment can ease your physician shortage.

When the Association of American Medical Colleges (AAMC) issued their most recent projection of a shortage estimated to be between 40,800 to 104,900 physicians by 2030, they dramatically illustrated how meeting America’s goals for population health – especially for people living in underserved communities – requires the training of more physicians as well as advanced practice providers.

The symptoms of the shortage are immediately apparent in the highly competitive recruitment landscape. The large volume of advertised physician openings far eclipses the number of recruitable physicians, including those in their final year of residency plus physicians who are likely to change jobs or willing to relocate. The result is a noisy, highly inefficient recruiting landscape.

Fortunately, there are things you can do to help overcome the impact the physician shortage has on your organization.  Start by discovering the factors you can control, then develop a recruitment strategy that will attract the right physicians and advanced practice professionals to your organization.

Don’t Just Recruit the Physician – Recruit the Person

The reality is, physicians and advanced practice providers are people, not numbers. They have families, friends, hobbies and interests that are important to them. Their individual needs, motivations, values and work styles significantly influence how and where they will choose to practice medicine. The more you can learn and adapt to these factors, the greater the opportunity to hire physicians who will fit, succeed, and stay.

Although location and the size of the candidate pool are factors well beyond the control of the organization or the recruiter, a strategic recruitment plan that enables the in-house recruiter to critically evaluate the needs of their community and organization will help a hospital attract and retain the right physicians.  Organizations can achieve their recruitment and retention goals by addressing incentives, the structure of the medical practice, the organization’s overall culture as well as engagement with the community as key differentiators that influence the quality of life a physician will experience.

For example, integrating the recruitment of advanced practice providers with physician recruitment and retention initiatives will increase the quality and speed with which you can build the teams you need to efficiently meet the demand for patient care. Structure your team so that everyone practices at the top of their license by reducing paperwork, clerical activities and other tasks not necessary for a physician or advanced practitioner to perform. That alone can help create a less stressful, more patient-driven practice that will attract top physicians, nurse practitioners and physician assistants.

To get ahead – and stay ahead—of the physician shortage, your recruitment strategy should focus on:

  • A rewarding workplace
  • Strong organizational culture
  • Well-trained support staff
  • Non-traditional incentives
  • Recruitment process efficiency
  • Hiring for fit – and retention

In summary, the realities of supply and demand point not only to challenges, but opportunities. Healthcare organizations can differentiate themselves through investments in technology, staffing models, delivery systems, workplace amenities and incentives that will make the practice of medicine more attractive and rewarding for physicians at every stage of their careers.

A deeper review of trends driving the physician shortage, and practical advice about what healthcare leaders can do today to prepare for the future, are presented in the white paper: “Physician Workforce 2030: Get Ahead of the Recruitment Curve,” now available for download.

Contact us if you’d like additional insight into your own recruitment strategy as well as recommendations on ways to meet demand and attract the right physicians for your organization and community.

[Recruitment Guide] Guide to Developing a Strategic Physician Recruitment Plan

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This is Part 1 of our complete Guide to Physician Recruitment. With any process, it is best to start with assessing your unique needs and developing your strategy. This handbook helps you do just that with step by step instructions for developing a strategic physician recruitment plan. Download Part 1 of our Guide to Physician Recruitment. This PDF handbook defines six key steps on your path to building a strategic physician recruitment plan.

Physician Recruiting Process_Part1-FINAL

Developing a Strategic Physician Recruitment Plan: Part 1

The physician shortage continues to be a growing concern for hospital CEOs and executives and consistently ranks in the top 5 concerns along with financial challenges and governmental mandates. You can download a study about the physician shortage from the American College of Healthcare Executives.

To combat physician shortage, it is critical to develop a strategic recruitment plan. Recruiting top physicians can be an expensive and time-consuming process for hospitals and health systems, which is even more reason to do it efficiently. This guide is a support tool for our clients as well as those hospitals who are still exploring their strategy for physician recruitment.

Our four decades of experience in partnering with hospitals and healthcare organizations across the country to develop strategic recruitment plans helps us have a unique perspective and wide knowledge base, which we are eager to share here.

From the hospital CEO to the physician recruiter, this broad-spectrum guide offers you a clear path toward optimizing your efforts and your investment in physician recruitment. And, if you find you need additional assistance at any point, we are available for an in-person consultation. Contact us.

Top 5 Indicators You Need a Strategic Physician Recruiting Plan

  1. Lost Revenue – Each day you are recruiting is thousands of dollars in lost revenue. Hiring more quickly will benefit your hospital’s bottom line as well as productivity, morale, and patient loyalty.
  2. Recruitment Time – According to a recent report from ASPR, the average placement time for physicians is between 109 and 128 days.
  3. Losing New Patient Opportunities – If you are having to turn away patients because you don’t have the capacity to see them, then your recruitment needs are critical.
  4. Left Scrambling – Few hospitals and healthcare groups have physicians in queue ready to start. If you need to backfill a position, you are most likely experience patient rejection and lost revenue.
  5. Competition – Competition with another facility creates the urgent and essential need for strategy and effective marketing of your open positions.

Defining a Strategic Physician Recruitment Plan

A strategic recruitment plan is simply a roadmap to assess, create, and launch effective recruitment for your physicians and other providers. Whether the CEO or the physician recruiter, you and your team need to be able to critically evaluate the needs of your system and obtain buy-in from key stakeholders and decision makers to develop and execute an optimal recruitment strategy that benefits your whole organization. A strategic recruitment plan is part of a well-designed medical staff development plan that encompasses:

  • Physician Alignment
  • A Community Needs Assessment
  • Population Analysis
  • A Five-Year Strategic Plan
  • Input From Key Stakeholders
  • Metrics and Benchmarks to Analyze Effectiveness

How to Add Strategy to Your Recruiting Plan

Being strategic in your recruiting helps save your organization time and money while ensuring you find the right physicians and advanced practice professionals to grow your business. It took an average of 128 days to fill positions across all specialties in 2016, according to the 2016 Association of Staff Physician Recruiters report. An internist, for example, brings in an average revenue of &823,900 for a facility each year, Jackson Physician Search found in its annual Physician Salary Calculator. That adds up to nearly half a million dollars in lost revenue for your hospital while you’re looking for a new hire.

It’s increasingly important to not just recruit quickly but to recruit the right doctors. Estimated turnover costs are as much as $1 million per physician after factoring in recruitment, start-up and lost revenue costs. A solid recruitment plan will enable you to find the right doctors for the right positions at the right time.

Remember, there is no other resource in your hospital that will give you a greater return on investment than a physician. For that reason, we encourage you to recruit and retain these professionals carefully and strategically.

To read the rest of this guide, please click the download button.

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Creating Growth and ROI through Recruitment, Retention, and Revenue

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Sustainable growth requires recruitment and retention strategies, programs and tools that work. When leadership and recruiting teams make recruiting a priority, the return on investment is measurable!

Recruitment-Retention-Revenue-Success Factors for Growth and ROI_AB-2017-06-13_FINAL

 

Recruitment. Retention. Revenue.

Critical Success Factors for Growth and ROI

What Best Practices Drive Return on Your Investment in Recruiting Physicians

Investing in best practices makes “dollars and sense,” when $1 million in annual revenue per physician is at stake.

  1. Define accountabilities for leadership and recruitment teams that impact time to fill and retention.
  2. Identify key performance indicators for measuring the efficiency of your recruiting efforts.
  3. Determine the benchmark data points for building your ROI model.

 

What is the Key to ROI

Efficient Recruitment & Recruiting for Retention

Faster fill with physicians who fit!

Be Fast and Strategic

  • Streamline the Process
  • Shorten the Search
  • Control your Expenses

Accelerating a search by 30 days equals $80,000 in revenue.

Rise Above the Noise

1 in 4 practicing physicians receive between 24-40 potential job opportunities a month.

  • 95% prefer job info via email
  • 94% use smartphones
  • 88% use personal and professional referrals
  • 46% attentive to job board alerts
  • 16% read direct mail

Continue reading this whitepaper by clicking the download button.

Modern Healthcare Again Selects Jackson Physician Search as one of the Best Places to Work in Healthcare

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For the second consecutive year, Jackson Physician Search has been named as one of Modern Healthcare’s Best Places to Work in Healthcare.

In sharing news of the repeating the award in 2017, Tony Stajduhar, President of Jackson Physician Search, said, “The consistent recognition we receive as a great place to work is a win not only for our employees, but for our customers. These rankings validate our strategy of empowering our employees to provide clients and candidates with the best possible services and customer experience.”  Read More
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[Case Study] The Art and Science of Recruiting | Canton-Potsdam Hospital

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How can a hospital effectively recruit and retain top physicians and advanced practice providers? As revealed in this case study, Canton-Potsdam Hospital does it by embracing the Art and Science of Recruiting.

Effective Physician Recruitment and Retention Requires Both Art and Science

What is Driving Innovations in Recruiting

75% of physicians use smartphone and tablets for professional purposes.

5 years ago only 28% of physicians used a computer, smartphone, and tablet. Today 82% use all three.

Declining Supply and Increasingly High Demand of Physicians

72% of physicians believe there is a physician shortage.

Scenarios that impact demand:

  • Changing Demographics
  • ACA expanded medical insurance coverage
  • Integrated care delivery model
  • Expanded use of retail clinics
  • Increased use of advanced practice nurses

Low Supply and High Deman Means Increased Need to Reach Passive Candidates

  • 11% of physicians are searching for jobs
  • 76% are interested but not proactive
  • 13% are happy with their current position

Success Factors for Effective Recruitment

Identify the controllable variables that you can leverage for successful outcomes

Employ modern recruitment technologies and techniques that provide a competitive recruitment edge

Create benchmark metrics that will measure recruitment performance and return on investment

It Takes Both Art and Science

The Art of relationships and experiences.

The Science of systems, tech, and data.

Utilize both sides of your recruiting brain by keeping your program agile, keeping up with market insights and marketing technology, as well as tapping the time-tested principles of relationship building and delivering a superior experience.

3 Steps to an Artistic and Scientific Recruitment Process

Establish trusting relations with recruitment partners, physician candidates, and your own internal hiring team.

Innovate and drive your recruitment process to reach a wider pool of physicians – particularly passive physician candidates – with digital recruitment and networking tools.

Build an agile, well-structured recruiting system coupled with a highly personalized, first-class candidate experience – utilize both high-tech and high-touch communications.

Read the rest of this case study by clicking the download button.