[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.

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.

Rural Recruitment and Retention Playbook

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…

Physician Recruitment and Retention Practices That Work

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 li

Need Help Recruiting Physicians?

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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.

Case Study: Physician Recruiting Success

[Case Study] Recruiting with Confidence for Community Health Centers

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…

Recruitment

Creating Growth and ROI through Recruitment, Retention, and Revenue

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…

Need Help Recruiting Physicians?

Click the Get Started button if you’re ready to speak with one of our physician recruitment experts.