< Jackson Physician Search Archives - Jackson Physician Search

Newest Physician Salary Calculator Customizes Results, Saves Time

By

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

Connecting Physician Recruitment and Revenue

By

Did you know that physician recruitment and revenue are closely related? Download our presentation on how to connect physician recruitment, retention, and revenue for a full-scale review of the current physician recruitment landscape as well as a pointed direction on how to improve recruitment to improve revenue.

 

Connecting Physician Recruitment Retention and Revenue

Connecting Physician Recruitment, Retention and Revenue

Physician Supply and Demand

Projected physician shortfall between 40,800 and 104,900 by 2030. Demographic trends continue to be the primary drivers of increasing demand from 2015 to 2030. Physician’s retirement decisions are projected to have the greatest impact on supply. If underserved populations had standard care utilization patterns, demand for physicians would rise substantially. Achieving population health goals will likely raise demand for physicians.

Though the total pool of active primary care physicians is growing, it is not enough to keep up with demand and population growth which exceeds these numbers significantly. About 20% of Americans live in rural areas where many do not have easy access to primary care or specialist services. Only 10% of physicians practice in rural areas. From 2007 to 2015 the proportion of physicians over 55 has risen to over 43%.

Physician Compensation Trends

Be as transparent as possible regarding how the compensation formula works – salary, benefits, bonuses, incentives. Examples of popular hiring incentives are a stipend while training, student loan repayment, relocation, signing bonus, CME, paid time off, personalized incentives.

Physician Compensation by Geographic Region
  • North Central – $317K
  • Great Lakes – $303K
  • Northwest – $301k
  • South Central – $300K
  • Southeast – $297K
  • Northeast – $296K
  • Southwest – $292K
  • West – $290K
  • Mid-Atlantic – $282K
Top Earning States for Physicians Overall
  • North Dakota – $361k
  • Alaska – $359K
  • South Dakota – $354K
  • Nebraska – $346K
  • New Hampshire – $337K
  • Wisconsin – $332k
  • Utah – $327K
  • Iowa – $325K
  • Minnesota – $324K
  • Indiana – $322K

To view the rest of the information about physician recruitment and revenue, click the download button.

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

By

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

Jackson Physician Search Presents on Physician Recruitment Topics and Trends

By

Workforce challenges are one of the primary barriers to building a healthier America. Jackson Physician Search has placed a top priority on sharing industry insight and recruitment best practices to help healthcare organizations efficiently and effectively hire the physicians and advanced practitioners needed to ensure access to care.

Upcoming Physician Recruitment Presentations and Webinars

This Fall, the firm’s executives will deliver presentations from coast to coast:

Missouri Hospital Association
Three Smart Moves for Physician Recruitment Success

Tara Osseck, Director of Recruiting
Thursday, Sept. 21, 2017 Noon – 1:00 pm CDT

­Interactive Webinar

In a competitive physician recruitment environment, how do some organizations consistently outperform all others? Learn the secrets on how to hire more efficiently and at a more affordable cost by recruiting efficiently, recruiting for fit and recruiting continuously.

 

Montana Hospital Association 2017 Fall Convention
Leveraging Social Media for Provider Recruiting

Becky Casias, Senior Search Consultant
Friday, Sept. 22, 2017 10:30 am – Noon CDT

Billings, MT

Embracing social and digital media as a core strategy in recruiting physicians and other providers has become central to recruitment success. This includes hands-on experience and practical techniques to effectively engage “passive candidates” and achieve recruitment objectives through “Social S.E.A.R.C.H.”

 

Medical Group Management Association (MGMA) 2017 Annual Conference
The Connection between Physician Recruitment, Retention and Practice Revenue

Andy Davis, Chief Operating Officer, Erie County Medical Center
Tony Stajduhar, President, Jackson Physician Search
Tuesday, Oct. 10, 2017 1:00 – 2:00 pm PDT

Anaheim, CA

With the growing complexity of reimbursement, ensuring a return on investment from recruitment activity is critical. Attendees will explore and review compensation trends, incentives and best practices such as measuring essential benchmarks.

 

2017 Ohio Association of Community Health Centers (OACHC) 2017 Fall Operations Conference
Recruitment, Retention, Revenue: Critical Success Factors for Growth and ROI

Tim Sheley, Executive Vice President
Thursday, Oct. 19, 2017 11:00 am – 12:15 pm EDT

Columbus, OH

Sustainable growth requires accountable recruitment and retention strategies. This program distills best practices and proven methodologies for retention and measurable ROI that can be implemented by community health centers.

 

Northeast Physician Recruiters (NEPRA)
Three Smart Moves Score Recruiting Success

Tony Stajduhar, President
Thursday, Nov. 9, 2017 from 4:00 – 5:00 pm EST

Uncasville, CT

In a competitive physician recruitment environment, how do some organizations consistently outperform all others? The session will demonstrate how they hire more efficiently and at a more affordable cost by recruiting efficiently, recruiting for fit and recruiting continuously.

 

More Information

Resources, including white papers, presentations, case studies and guides on these topics and more are available in the Thought Leadership knowledge center of the company’s website.

PRWeb

###

About Jackson Physician Search

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. As a certified Great Place to Work® and one of the Best Places to Work in Healthcare and certified Great Place to Work® Jackson Physician Search attracts and retains the most talented and motivated recruitment professionals in the industry.

Visit https://www.jacksonphysiciansearch.com to learn more about our company and the services we offer.

Follow Jackson Physician Search on LinkedInFacebook and Twitter.

How to Use Social Media for Physician Recruitment

By

Embracing social and digital media as a core strategy in recruiting physicians and other healthcare professionals has become central to recruitment success. But leveraging social media successfully requires both a keen understanding of the candidate pool and proficiency in social media to engage with them.  This presentation will review nationwide trends as well as explore what hospital administrators and recruiters can do today to better utilize social media for physician recruitment.

 

Social Media for Recruitment_Download

 

How to Use Social Media for Physician Recruitment

Who do we target on Social Media

87% of physicians ages 26-55 are using social media – Source: CDW Healthcare 2015 Healthcare Social Media Report

65% of “traditional” physicians ages 56-75 are using social media – Source: CDW Healthcare 2015 Healthcare Social Media Report

94% of all physicians use smartphones for professional reasons – Source: Maximizing Multi-screen Engagement Among Clinicians, Epocrates, Inc.

31% of all physicians use social media for professional networking – Source: Maximizing Multi-screen Engagement Among Clinicians, Epocrates, Inc.

Why do we target on Social Media

  • Projected physician shortfall between 40,800 and 104,900 by 2030
  • Demographic trends continue to be the primary drivers of increasing demand from 2015 to 2030
  • Physician’s retirement decisions are projected to have the greatest impact on supply
  • If underserved populations had standard care utilization patterns, demand for physicians would rise substantially
  • Achieving population health goals will likely raise demand for physicians

Source: Jackson Physician Search White Paper, Physician Workforce through 2030

Though the total pool of active primary care physicians is growing, it is not enough to keep up with demand and population growth – Source: AAMC 2016 Physician Specialty Data Report

About 20% of Americans live in rural areas where many do not have easy access to primary care or specialist services. Only 10% of physicians practice in rural areas. – Source: Trend Watch, American Hospital Association and Doximity

  • 11% of physicians are actively seeking
  • 76% are passively seeking
  • 13% are not seeking

Embracing social and digital media as a core strategy in recruiting physicians and other providers has become central to recruitment success. But leveraging social media successfully requires both a keen understanding of the candidate pool and proficiency in social media to engage with them.

What is Social Media

LinkedIn – Great for networking and building relationships with slightly more formal tone. (36% Job Seekers)

Facebook – Great for highlighting the greatness of your target audience and offering them pointed and valuable job search tips. (83% Job Seekers)

Twitter – Great for sharing industry news, articles, stats. (40% Job Seekers)

Doximity – Great for sourcing candidates and potentially sharing relevant content through Doximity’s many recruiter tools. (70% Job Seekers)

How do we use Social Media

Create Brand Awareness 

Hospital Brand – 56% of job seekers ranked employer brand, the company’s reputation as a great place to work, as the deciding factor

Recruiter Brand – Have a professional looking account that uses keywords, high-quality photos, and relevant content to establish your personal brand

Industry Brand – Make sure that your social media strategy reflects your understanding of the industry

Share Content

Sharing high quality, engaging content is the best way to be successful on social media.

Build Your Network

Use your CRM for targeting

Connect with influencers

Boost posts to targeted audiences

Join Groups

Promote your social presence at Networking Events

Source Candidates

Doximity – Talent Finder Tool

LinkedIn – Linkedin Recruiter Tool

Post Jobs

Highlight interesting or unique positions

Make your job posts visually appealing

Include important information and a link to the position

Remember this Acronym

  • Segment
  • Engage
  • Authentic
  • Relevant
  • Credible
  • Habit

You can find more physician recruitment tips here.

Resident’s Job Prep Guide: Countdown to Landing the Right One

By

Resident’s Job Preparation Guide: Countdown to Landing the Right One

You’ve been working hard through medical school and residency. The culmination of your lifelong dream and years of hard work is fast approaching – with yet another challenge: finding your first job as a practicing physician and laying the foundation for a successful career.

If your first job will start next summer, then the clock is already ticking on your job search. We have compiled a list of the critical things you should be doing in the coming months to make sure you aren’t forced to “settle” when it comes to your first job.

Start with Research. The following steps should be accomplished before the Fall of 2017, with much of it being able to be accomplished with over the course of a few focused weekends.

  • Create a Game Plan –With your family or significant other, decide what the personal and professional “must haves” are in your first position. Are there locations that will be ruled out right off the bat? Are you looking to start in a large organization, or would you prefer a smaller practice? What are your financial needs? How much flexibility do you have in any of the above decisions? Do you have “nice to haves” that are not deal-breakers? Document your thoughts and prioritize what is important to you and your loved ones. Clear criteria and a rational decision-making process will help you identify the right opportunity.
  • Talk to Colleagues and Mentors – The best way to gather information about finding your first job is by speaking with people who have been through it. The more information you have, the better you will be able to discern what makes sense in your situation.
  • Keep an Open Mind about Location – The most obvious place may not end up being the perfect place for you, your family or your practice. Stay true to the criteria in your game plan, but think outside the box. The location that may not seem to be the most apparent choice, may actually check most of those boxes.
  • Consider Cost of Living – Do you have a firm idea of what you want to earn? Be sure that you are also putting the cost of living into that equation. Big numbers can grab your attention, but how far will it stretch when housing, taxes and other budget busters are factored in?
  • Talk to Recruiters – Professional recruiters, such as Jackson Physician Search can be invaluable in sharing their experience and knowledge to help you identify opportunities. They can provide insights into various practice and compensation models, as well as incentive trends. Best of all, they have contacts nationwide to keep you informed of the latest developments in your prime target locations.

Acing the Interview Process (Start in September). Now that you have done all of the legwork and created a game plan, it is time to start lining up interviews. This process should be started no later than September or October because of the length of time it takes to get everything on the schedule, especially with the holiday’s right around the corner. There are some key things to keep in mind before scheduling your first interview.

  • References and Letters of Recommendation – One of the biggest mistakes new physician’s make when preparing for the interview process is to wait until the last minute to determine who is going to be a reference or provide a letter of recommendation. If you truly want quality people to provide you with documentation espousing your virtues, then it will take some time.
  • Prepare Your Resume – As a new physician, you are still in resume territory versus putting together a Curriculum Vitae (CV) which stands for life’s work. By the time you are applying for that department head position, you will have enough life’s work to put into an extensive CV, for now, a resume will suffice in most cases. Make sure you have someone dutifully proofread your resume several times. Nothing puts your resume into the circular file faster than spelling and grammar mishaps.

The Home Stretch (Start in January). As the calendar flips to 2018 and the holiday rush subsides, you should be in a position where you are fielding offers and determining what opportunities make the most sense for you.

  • Examine offer letters and preliminary contracts carefully – The excitement of receiving an offer letter from your first choice opportunity is no reason to accept it sight unseen. You are in a competitive environment and should treat your skills and education as valuable assets. Be aware that an offer will most likely have an expiration within about two weeks. That is standard in the industry. It keeps the process on track and is fair to both the organization and the candidate. Preliminary contracts are negotiable, and if you plan to have a lawyer review it, make those arrangements in advance and focus only on the variables that are up for negotiation. You don’t want to become caught in “analysis paralysis.”This stage of the process is another one that is much easier when you are working with a recruiter. Given that they already know the organization and community, they can help you better understand the components of the offer, help in the negotiation process and provide perspective on how well the opportunity fits your interests and your family’s needs

Licensing and Credentials. Once you have accepted your first job, the last thing you want to encounter is a delay in licensing and credentialing process. All too often, a physician’s start date slip due to delays in acquiring the proper licensing. Keep in mind that in some states the process can take three months or more. Ask questions to be clear on what is expected of you in this process, watch closely for the paperwork that will arrive, and adhere to deadlines.

Your final year of training will fly by and end with a flurry of activity. Make sure you pace yourself so you can strategically pursue – and carefully choose – your first job as a physician.

Check out our articles on Location and Compensation to gain more insight. Or, connect with us for help as you launch your career.

 

 

IMG Assistance Program Offers Hope for Many IMGs Seeking to Re-enter the Health Workforce

By

Edwin Bogonko, MD, MBA, lead hospitalist at St. Francis, recently co-authored an article in “Metro Doctors” referencing the important role that internationally trained physicians play in Minnesota’s healthcare landscape.

“Minnesota is now the first state in the nation to implement a comprehensive program to integrate immigrant and refugee physicians into the physician workforce, taking an innovative step to realize the potential of these uniquely qualified professionals to address the state’s health care needs.”

Read the Article >>

[Infographic Guide] Physician Trends – Physician Networking

By

Download our infographic about recent trends in Physician Networking.

 

Physician Networking

31% of healthcare professionals use social media for professional networking – Source: MedTech Media

61% of physicians scanned social media for medical information at least weekly – Source: 2012 study published in the Journal of Medical Internet Research

46% contributed information to social media on at least a weekly basis – Source: 2012 study published in the Journal of Medical Internet Research

AMA membership has fallen from a high of 70% of U.S. doctors in the 1950 to 15% in 2011. Meanwhile, social networking and crowdsourcing sites have seen a substantial increase in the number of physician users/members – Source: AMA Annual Reports 2010-2014, Sermo, Doximity, Figure 1

Read more about physician trends here.

 

[Infographic Guide] Physician Trends – Physician Engagement

By

Physician engagement is a critical, though often overlooked, component of hospital health and culture.  In fact, The Advisory Board reports that 3 in 5 physicians do not feel engaged with their current employer.  Download our comprehensive infographic to get a better understanding of the physician engagement landscape and learn how to better engage your physician team.

JPS-Physician-Trends-PT1-FINAL

Learn More

To learn how to reach physician candidates in their digital spaces, review our

Three Smart Moves for Physician Recruitment Success

 

Physician Engagement

Physician Engagement Gap

A Jackson Healthcare Physician Engagement Survey in the Spring of 2016 found large gaps between the degree to which physicians are engaged and the degree to which hospital administrators believe physicians are engaged.

41% gap – Physicians involved in clinical decision making

34% gap – Problems resolved in a fair and satisfactory manner

30% gap – Hospital treats physicians with respect

28% gap – Physicians involved in administrative policy decision making

21% gap – Physicians trust hospital leadership team

3 in 5 physicians who are employed are not engaged – Source: Advisory Board Company 2014 Medical Stagg Engagement Benchmark Report

Achieving a State of Active Engagement

Physicians are willing to make decisions in the best interest of the system without tunneled focus on their individual practice. – Source: Steve Corso, Managing Director, MSIGHT Physician Engagement

Hospital Systems actively seek to optimize the physician experience, even if cultural and organizational structures must be modified. – Source: Steve Corso, Managing Director, MSIGHT Physician Engagement

Impact on Success

Creating system-wide physician alignment is one of the most challenging initiatives for hospital executives, and one of the most crucial to success on a wide range of cost, quality, and experience initiatives. – Source: Health Care Advisory Board

51% more inpatient referrals were given to the hospital from fully engaged physicians – Source: Gallup Study on physician engagement quoted in What Too Many Hospitals are Overlooking

3% more outpatient referrals were given to the hospital from fully engaged physicians – Source: Gallup Study on physician engagement quoted in What Too Many Hospitals are Overlooking

5 Key Drivers for Physician Engagement

  1. Alignment of executive team actions and clinician goals
  2. Open/responsiveness of organization to physician input
  3. The interest of physician in leadership opportunities
  4. Autonomy of physician in managing individual practice
  5. Support of organization in the economic growth and success of the physician’s individual practice

Source: Bill Heduc, June 25, 2015, Advisory Board Company, The 12 Statements that Define Your Physicians’ Engagement

Find more information about physician recruitment and retention here.

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

By

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.

.