< Physician Recruiting Archives - Jackson Physician Search

Community Health Center Physician Recruitment Checklist


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.

Balancing Compensation and Culture for the Right Fit


Balancing Compensation and Culture for the Right Fit is a look into compensation trends, quality of practice, quality of life, practice location, and how they contribute to culture and fit.

Jackson Physician Search_Balancing Physician Compensation and Culture


Balancing Compensation and Culture for the Right Fit

Finding the Right Fit

  • Comp
  • Quality of Practice
  • Quality of Life
  • Location

MGMA Data – Most used benchmarks

Compensation: Total compensation as reported on the W2.

Work RVUs: Reflects the relative time and intensity associated with furnishing a Medicare PFS (Physician Fee Schedule) service

Compensation to Work RVU Ratio: Total compensation divided by the Work RVUs

  • This reflects only the sample of individuals that had both compensation and wRVUs submitted.
  • This is an important aspect of the Provider Compensation.
  • So many organizations pay based on productivity.
  • This measurement reflects what those providers are paid per wRVU

Key Trends in the 2018 MGMA Provider Compensation Data

Primary care physicians’ compensation rose by more than 10% over the past five years

Depending on medical specialty, the difference in physician compensation between the highest-paid state and the lowest-paid state range between $100,000 and nearly $270,000.

Over the past five years, overall nonphysician provider compensation has increased at a rate of 8%. Looking at the changes over the past 10 years, the rate has doubled to 17%.

Successfully Benchmarking Compensation

Filter the data to get the most relevant data to compare against. MGMA filters include:

  • Organization Ownership (Hospital vs Physician owned)
  • Demographic Classification (Metro vs Nonmetro)
  • Geographic Section (Eastern, Midwest, Southern, Western)
  • Number of FTE Physicians
  • Practice Type (single Specialty vs Multispecialty)
  • Years in specialty
  • ETC.

Ensure you are looking at the correct group of physicians

  • Academic vs Non-academic
  • Newly hired providers


Download the entire Balancing Compensation and Culture of the Right Fit presentation by clicking the button below.

Finders Keepers Physician Recruitment and Retention Practices That Work


We take a hard look at how technology, company culture, and team roles can influence physician recruitment and retention practices. We discuss how technology can help with recruitment, what physician turnover can do to your bottom line, when retention should be a priority, and much more. You’re invited to download the entire 49 slide presentation by clicking the download button. If you would like to discuss how we can help you with recruitment and retention, feel free to contact us.


Finders Keepers: Physician Recruitment and Retention Practices That Work

Learning Objectives

  1. Identify fit as the critical success factor for high-performance recruitment
  2. Describe systematic approach to onboarding that results in long-term retention
  3. Understand team roles and responsibilities to create a seamless continuum from recruitment through retention

Pieces in the Recruitment Puzzle

  • Place
  • Pay
  • Practice
  • Culture

Focus on Fit in Sourcing Process

Use Segmenting Technology >> Laser-Target Candidate Research >> Customize Outreach to Identify “Best Fit” Candidates

Beware… You Must Be Relevant

  • 16% of Physicians are contacted once per week
  • 39% have multiple contacts per week
  • 55% get weekly job opportunities
  • less than 10% of recruiter communications are relevant

Culture and Engagement

Who sells the vision?
Who shows the culture?

Physician Turnover: Early Years Are Most Critical

Annual physician turnover is at an all-time high: 6.8% average
Highest turnover rate by years of service is 12.4% at 2 to 3 years

Key Takeaways: Find and Keep Top Providers

Adopt modern recruiting technologies and techniques enhance targeting, and leverage social networking

Identify candidate with communities ties – or create them

Tailor recruitment champions and interview team to match candidates and their spouses

Establish onboarding best practices, including designated lead, full-year program with mentorship

Benchmark key performance indicators, set goal metrics and seek feedback for continuous improvement

 Critical Success Factors: Recruitment and Retention

Involve key players from the entire team

Personalize the process for your organization, the physician, and their family

Manage expectations: keep promises and deliver no surprises

Remember to survey and adjust the process for continuous improvement

Your current physicians are your greatest recruitment and retention resources


Click the button below to download the entire 49 slide Finders Keepers: Physician Recruitment and Retention Practices That Work presentation.

Bend Key Trends to Achieve Physician Recruitment Success


This presentation demonstrates how you can achieve physician recruitment success by leveraging 4 trends we have identified. We invite you to get in touch with our physician recruitment experts if you have any further questions.

How to Bend Key Trends for Physician Recruitment Success

Workforce Trends

The Physician Shortage ranks in the top three concerns for hospital CEOs

Each physician vacancy costs an average of $1 million in lost revenue per year

Compensation Trends

Family Medicine Comp is Up – Family medicine physicians saw a 12% rise in total compensation over the past five years

Benefits are Rising in Importance – Practices offered more benefits to attract and retain physicians

Compensation Isn’t Everything – Two elements have the strongest relationship to satisfaction: trust in the health system’s leadership and quality of communication

Digital Recruiting Trends

Reaching Passive Candidates are the largest and best source of candidates

Social and Digital Media – 87% of physicians ages 26-55 are using social media and 65% of physicians ages 56-75 are using social media

Be Efficient and Strategic – Accelerating your search by even 30 days can equate to tens of thousands in revenue/reduced vacancy costs

Cultural Fit

Culture and Engagement –

  • Tailor the interview team to the candidate
  • utilize your best facility and community advocates
  • ensure a consistent message
  • explore the candidate’s priorities

Organizational Alignment –

  • Examine the average age of your physicians to determine how much of your workforce is nearing retirement
  • review turnover
  • Align recruitment and retention to your organization’s broader priorities

Lower the Cost of Hire and Maximize Revenue

  • Reduce the interview-to-hire ration from 5:1 to 3:1 for a cost savings of $18,000
  • Improve acceptance rate from 70% to 90% for a cost savings of $24,000
  • Shorten vacancy time by 60 days for a revenue gain of $138,000

Key Takeaways

Strategically align your recruiting objective with community needs and realities of supply and demand in key specialties

Follow best practices that leverage social and digital media to efficiently network and attract top candidates

Communicate transparently, build trust and foster ties to the community based on the values, motivations and needs of the candidates and their families

Ensure the team is hitting key recruitment metrics to maximize return on investment


Click the button below to download the Bend Key Trends to Achieve Physician Recruitment Success presentation.

Successfully Recruit Physicians to Rural Communities


It’s challenging to successfully recruit physicians and even harder for rural communities. Let’s look at the current state of physician recruitment, address some of the challenges rural communities face, and dive into how you can improve your recruitment process.

Physician Shortage

The Association of American Medical Colleges states the projected physician shortfall by 2030 is between 40,800 and 104,900. One factor is, though the amount of medical school graduates increases every year, there still aren’t enough residency slots. But, the biggest contributing factor to the projected shortfall is physician retirement. The current shortage makes it hard to recruit physicians and it will only get more difficult as the shortfall increases.

Rural Access to Medical Care

According to the Health Resources and Services Administration and Rural Health Information Hub, access to medical care for rural communities is highly disproportionate. Approximately 20% of the population of the nation lives in rural areas but less than 8% of physicians practice in rural areas. That means rural communities have less access to basic medical care and specialist care. Additionally, the population of rural areas has a higher percentage of people aged 65 and older.

Recruiting Passive Candidates

76% of physician candidates are considered passive. That means they are interested in a new position but not proactively seeking one. Using digital recruiting tools, you can consistently and effectively reach these candidates. Social media is a great place to start. 31% of all physician use social media for professional networking and over 70% of all U.S. physicians are on Doximity, a physician only social network. Leveraging email is also crucial. 95% of all physicians prefer to receive info about job opportunities via email.

Culture and Physician Engagement

Treat an interview as a window to your organization’s culture. Personalize and strategize for every interview. To successfully make a connection you’ll need to tailor the interview team to each candidate. Explore their priorities and motivations to affirm that your community and culture matches well with their values. See how each candidate reacts to your organization’s vision and make certain they see the impact it has on the community. Get the candidate’s spouse and family involved. Show off the best aspects of your facility and enlist your community advocates to impress them.

Improving Your Physician Recruitment Process

The best way to improve your process is to define benchmarks for each step of the process and work to improve them all. We use benchmarks for placements, time-to-fill, interviews-to-hire, acceptance rate, recruitment spend-per-hire, and retention to evaluate ourselves. By better understanding the steps in the recruitment process we become more efficient. Maximizing efficiency allows us to pay extra attention to quality and ensure that we place the right candidates in the right positions.


For additional resources on how to recruit physicians to rural communities, check out our thought leadership page. You can also use the form below to contact our physician recruitment experts.

Selling Your In-Person Healthcare Organization Brand


In our continuing series on Healthcare Organization Brand Management, it is time to turn our attention to the importance of having your brand on display during face-to-face interactions with potential physician hires, suppliers, corporate partners, and most importantly the patients receiving care. As discussed in our previous post, your online presence has to support your brand in every aspect.  At the same time, in-person interactions are just as, if not more important than what someone experiences when visiting a website or social media page. Context is diluted or lost online that is present in a conversation. Let’s explore ways that healthcare organizations can ensure that their brand is being supported in personal interactions.

Sell Your Organization Brand from the Inside Out.

The brand that your healthcare organization is building is not just an executive wing program based on feedback from a hired marketing firm.  If your branding is truthful and reflective of organizational goals and values, then it must be embodied by every employee from staff working the information desk, to the medical professionals, all the way up to the C-suite.  Your branding message should be clear, concise, and understood by everyone.

How to Make Your Organization Brand Known.

If the expectation is that your brand is on display within every face-to-face interaction between employees and those they are engaging, there should be a clear understanding for everyone on what the brand is and what the brand looks like.  Most organizations who have undertaken efforts to develop a brand or re-brand, utilize brand ambassadors. Think Disney! Since 1965, Disney Resorts have used brand ambassadors to act as real-life examples of what Disney is all about.

Your organization already has staff that embodies the qualities, skills, and values of your brand and they can be the catalyst for cultivating that brand attitude from the bottom up.

Interviewing for Brand, Culture, and Fit.

Competition for healthcare professionals, especially physicians, is fierce.  Hospitals and healthcare organizations understand the costs of making the wrong hire and are re-doubling their efforts to find physicians who fit the culture and values they are building around. The surest way to hire individuals who will thrive in your culture and naturally embody your brand is to have your best brand ambassadors involved in the hiring process.  You may have someone on your interview team with skills and knowledge that are critical to the organization but may not exemplify your brand outwardly. This person, while valuable to the organization, is not the best person to be involved in attracting the perfect physician to hire.  Instead, make sure your brand is highly visible in those that are “selling” your organization to highly sought-after job candidates.

The time, effort, and energy that has been invested in understanding, developing, and promoting your organizational brand has to be a consideration in any situation or interaction between an employee and someone who is not an employee. Whether it is a nurse collecting medical history, a physician explaining a medical condition to their patient, or recruiting staff working a table at the local job fair, your brand is always on display. When you have hired the right people and shared your branding vision, organizational culture and values come across naturally and serve as an attractive selling point to potential job candidates, patients, and others.

Contact us for further information about solving all your physician recruitment needs.

[White Paper] Physician Workforce through 2030: Social Media for Physician Recruitment


Download our White Paper covering Social Media for Physician Recruitment for insight into how physicians use social media and how hospital and healthcare leaders and recruiters can use these channels to reach them in a meaningful way.

Social Media for Physician Recruitment



Physician Workforce through 2030: Social Media for Physician Recruitment

By Tony Stajduhar, President, Jackson Physician Search

The physician shortage continues to rank among the top three concerns for hospital CEOs, making the need to cost-effectively recruit the right candidates more acute than ever. As the physician workforce evolves, how can your organization recruit faster, more efficiently and at less cost? Embracing social/digital media as a core strategy has become central to recruitment success.

Social Media is at the Intersection of Two Key Physician Behaviors

Physicians are networkers. Through their years of training and beyond, physicians build large personal and professional networks they trust. Physicians rely on these networks for many professional reasons including building practice networks, keeping up with industry trends and news, and opening doors to future practice opportunities.

Physicians are digital omnivores. Their hunger for connectivity keeps them constantly connected through multiple devices, including laptops, tablets, smartphones, and even wearables. Technology keeps physicians, like the rest of us, connected 24/7, both personally and professionally.

Peer-to-peer communication is changing with the rise of physician engagement on social networking platforms. A survey published in the last couple of years reported that 65% of physicians use social media for professional purposes, a number that has surely grown as dedicated physician resources and communities have developed to meet physicians where they are: online.

For example, NEJM Resident 360 connects them to experts for clinical and career insights as well as a supportive community of fellow residents. Another example is SERMO, a self-described “virtual doctor’s lounge.” It was created for verified and credentialed physicians to talk openly with other physicians about the business and practice of medicine.

Doximity is another example of how social media interaction among physicians is growing. As a HIPAA-compliant smartphone application with over 70% of US doctors as verified members, their technology enables doctors and other healthcare professionals to connect and securely collaborate on patient treatment, grow their practices and discover new career opportunities.

Read the rest of this whitepaper by clicking the download button.

Hiring Physicians That Fit, Succeed, and Stay


As competition to fill physician vacancies escalates, the leaders of healthcare systems, hospitals and clinics feel a growing sense of urgency to “just find the docs” to fill them, instead of focusing on hiring physicians that will fit, succeed, and stay.  In fact, a recent study by the American College of Physician Executives places the shortage of primary care physicians in their top three concerns, right behind financial worries. They acutely feel the topline hit to revenue that comes with every vacancy, which can annually exceed $1 million or more, depending on the specialty. Add to that, the hidden costs of morale issues, lost patient loyalty and non-productive administrative time required to manage around the vacancy.

The key challenge amidst this shortage is to develop a recruitment plan and process that will shorten the length of a vacancy, lower your risk for turnover and increase the opportunity for engaging the physician with your organization and community over the long-term. To understand why this is so important, look no further than a Gallup study of one healthcare system in which engaged physicians were 26% more productive than their less engaged counterparts, while generating 51% more inpatient referrals.

Physician engagement also correlates to the success of your recruitment program. Engaged physicians are visibly aligned through their actions and communications with system administrators, colleagues, patients and within the community. The physicians that display the behaviors of the culture you want to build become the best ambassadors to candidates you want to hire. However, it only works as a strategy if it is authentic and visible. While you are interviewing physician candidates, they are also looking for their own best fit.

The benefits of hiring for fit (and, conversely, the costs of making the wrong hire) make investing in a finely tuned recruitment plan and process worthwhile. Start with an objective assessment of your workplace culture and discover how you can highlight your differentiators.  Ensure that what a candidate values is a good match with what your team, organization and community can actually provide. For example: responsiveness, transparency and commitment to work/life balance may top the list for one candidate, while financial security, challenging clinical work and career choices for their spouse may be priorities for another.

With the financial stakes as high as they are, the value of strategic recruitment partners continues to grow. The right partner can both shorten a vacancy and help ensure long-term fit by contributing objectivity, competitive intelligence, resources for finding passive candidates, skills for assessing fit and experience in problem-solving.

Jackson Physician Search has been ranked in the top 15 Best Places to Work in Healthcare by Modern Healthcare two years in a row. Our continued commitment to building a strong culture also empowers our recruitment professionals to assess and find the right cultural fit between candidates and clients.

Contact us for more information about how we can provide you with unique solutions to help you find, hire, and retain the physicians and advanced practice professionals that you need.


Want to know more about the value of hiring for fit? See additional articles and resources:

Guide to Developing a Strategic Physician Recruitment Plan

Declare 2018 the Year of Transparency

How Personal Recruitment Will Ease Your Physician Shortage

Rural Recruitment and Retention Playbook

Discover Your Differentiators to Recruit Physicians


In today’s ultra-competitive environment for recruiting and retaining physicians, many hospitals and healthcare systems have slowly come to the realization that it is about more than money. Compensation will always play a role in a candidate’s choice of a job, but surveys show that other factors are increasingly important to physician engagement and satisfaction. Knowing them can help you establish your own differentiators, set yourself apart from the competition, and successfully recruit physicians who will fit, succeed, and stay.

According to a Rand Corporation report factors such as autonomy and control over their clinical work, organizational leadership style, and perceptions about fairness and respect were as important to physicians as the quality of care they were providing. A more recent engagement survey published by Jackson Healthcare echoed this. Physicians cite trust in the leadership team and quality of communication as important satisfiers, and also as areas where most employers need to do better.

The key is understanding your organizational culture and recognizing how it will fit the motivations, needs, and personality of your candidate. In your recruitment and hiring practices, you can differentiate yourself by demonstrating these important qualities, in addition to the more tangible differentiators.

Rural facilities may emphasize their location away from the chaos of larger metro areas. Candidates will be attracted by the lifestyle benefits, like being able to attend their child’s soccer game or the simplicity of the morning commute. Facilities in a metropolitan area may highlight access to career opportunities for the spouse as a trade-off for the higher cost of living. In both scenarios, administrators can demonstrate that transparent internal procedures, clear communication channels, a collegial call group, and excellent practice support will simplify the physicians’ life and allow them to focus on their patients.

For example, electronic health records (EHRs) play a large role in physician satisfaction. If your current physicians are clearly frustrated with the time-consuming nature of your EHR technology, it can quickly derail a candidate. Even if you can’t completely overhaul your EHR, the use of a medical scribe or other support staff can relieve physicians of data entry and administrative hassles, allowing the physician to concentrate on patient care. An affordable resource investment can show that you respect your clinicians’ time and offset the million-dollar-plus cost of turnover.

The problem is that many organizations do not have the objectivity and competitive intelligence to effectively package their differentiators and successfully display them during the interview. Avoiding the heavy lifting on the front-end is the most frequent – and costly – mistake you can make. Likewise, putting every candidate through the same stagnant interview process is a recipe for disaster.

Engaging a trusted recruiting partner will help you eliminate the derailing factors and reveal the differentiating factors to attract candidates who will fit and flourish there. The recruiters’ groundwork with you and the candidate will help determine which interview team members best exemplify the culture and are the natural “brand ambassadors” for that candidate.

Remember: Your organization is being interviewed by the candidate and their spouse. The interview process and the people involved will be key in displaying your organizational culture, the quality and type of communication practiced, and what makes your organization a place where the physician will feel engaged and appreciated.

The competition for quality physicians is fierce, and the stakes for making the right choice are very high. Knowing – and highlighting – what sets your organization apart geographically, operationally and culturally will reveal the type of physician who will thrive in your environment. That is the critical foundation to being able to successfully recruit physicians.

Contact us for more personalized consultation into your unique differentiators.

Want to know more about how to discover your facility’s differentiators? See additional articles:

How Personal Recruitment Will Ease Your Physician Shortage

Guide to Developing a Strategic Physician Recruitment Plan

[Case Study] The Art and Science of Recruiting | Canton-Potsdam Hospital

[Infographic Guide] Physician Trends, Physician Engagement

Rural Recruitment and Retention Playbook


Download this Rural Recruitment and Retention Playbook for insight on the state of the industry as well as trends in rural physician recruitment, emerging strategies for recruitment into rural communities, and examples of optimized recruitment and retention outcomes.

Please reach out to us directly for more personalized consultation into your unique community.

Rural Recruitment and Retention Playbook


Rural Recruitment and Retention Playbook

Rural Recruitment Playbook Outline

  • State of the industry and trends in rural physician recruitment
  • Emerging strategies for recruitment into rural communities
  • Examples of optimized recruitment and retention outcomes

State of the Industry

Projected physician shortfall between 40,8000 and 104,900.
Physician’s retirement decisions are projected to have the greatest impact on supply.
Demographic trends continue to be the primary drivers of increasing demand from 2015 to 2030.
If underserved populations had standard care utilization patterns, demand for physicians would rise substantially.

Trends in Rural Recruitment

  • Medical school graduate outnumber residency slots
  • Limits on treatment activity by advanced practice providers
  • Visa processing backlog and foreign travel restrictions
  • Adverse Malpractice Climate

Acute Shortage Outside of Major Cities

About 20% of Americans live in rural areas where many do not have easy access to primary care or specialist services.

Less than 85 of physicians practice in rural areas.

Rural Primary Care Candidate Pool

Active Primary Care Physicians – 296,353

Estimated Physician Under 60 – 117,812

Available due to 7% Turnover – 12,447

3Y Residents – 40,674

Estimated 8% Choose Rural – 3,254

12,447 + 3,254 = 15,701

Community Impact

Adding one physician to a community of 10,000 people is associated with a 5.3% reduction in average mortality.

Each physician supports 14 jobs and $2.2 million in economic input for a community.


You can read the rest of Rural Recruitment and Retention Playbook by clicking the download button.