A Texas-sized Opportunity

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Sometimes, a career move leaves you wondering if it was the right move after all. This was the case with Dr. J., a Board-certified OBGYN who left his native Texas for an opportunity at a Women’s Hospital in the state of Ohio.  While his wife and kids stayed behind in Lubbock, waiting for their house to sell, Dr. J. quickly ingratiated himself into his new community, even becoming involved with a local church.

Dr. J. was in a good position at the hospital and knew he had an opportunity to be successful there, but the longer his house was on the market back in Texas, the more he missed his family, his parents, and their extended family. It was around this time that Dan Rixon, a recruitment Specialist with Jackson Physician Search, posted an OBGYN opportunity for a client in the panhandle of Texas.  Because of its more rural location, the CEO was looking for someone familiar with the panhandle lifestyle who could lead their expanding OBGYN Department.  Dr. J. saw the job on an online job board and immediately reached out to Dan to casually learn more about the opening.  He explained his situation but told Dan that he wasn’t quite ready to express any formal interest.

Over the next three months, Dan spoke with Dr. J. about once a month to monitor the progress of the home sale back in Lubbock.  Finally, on an evening in June, Dr. J. and Dan had a long conversation about his situation. The length of time it was taking for his house to sell made him revaluate whether or not he wanted to stay in Ohio. They spoke about Dr. J.’s “true” career plans and also what it would mean to be closer to family. Ultimately, Dr. J. decided that he wanted to speak with the CEO and see if the opportunity in Texas was a good fit.

Once they spoke, Dr. J. sensed an immediate connection with the CEO and agreed to a site visit.  Prior to the visit, the CEO’s wife reached out to Dr. J.’s wife to get her involved in the process. This made Dr. J.’s wife feel very comfortable, and they made plans for her and the kids throughout the upcoming site visit.  During the four-day visit, Dr. J. and his family were overwhelmed by how everything seemed to click. They attended the local high school football pep rally, met many of the other physicians at a dinner in the CEO’s home, and other staff members and several local dignitaries at a well-attended barbecue picnic.  And, to cap off the incredible karma that was being generated, Dr. J. found out that he and the CEO had ties to the same college, Abilene Christian University.

Within ten days, Dr. J. was presented with a contract to be the Director of the OBGYN Department.  He felt a great sense of relief because he knew that this opportunity was going to be perfect for him.  From the connection he felt with everyone he met to how well he and his family were treated and made to feel special during the site visit, Dr. J. is thankful to be back in Texas and closer to his roots.

Whether you are actively or just casually considering a change in your physician career, contact a recruitment professional at Jackson Physician Search today.

Don't Sabotage Your Physician Job Search

Keeping up with the Dr. Joneses… and Other Ways to Sabotage Your Physician Job Search

As an in-demand physician, the chances are pretty good that you have plenty of opportunities to consider when and if you are in the market for a new practice…

Physicians Going Country

JPS Recruiters Live: The Benefits of Physicians Going Country

There are three main benefits of practicing in a rural area: an elevated skill set, quality of life, and compensation. Even though you probably…

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Why an Experienced Recruiter is Invaluable

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A 15-bed, critical access hospital, in remote, rural Colorado contracted Jackson Physician Search to recruit a Family Practitioner who has additional training in Obstetrics (FPOB).  The story behind this search illustrates the advantages of partnering with seasoned physician recruiters like Brian Goldman.  The combination of Brian’s years of experience, a good relationship with the hospital, and above all else, the generous hospitality of the community were all factors in successfully finding a physician that is a great fit.

The first challenge of any primary care recruitment undertaking is the limited supply.  Add to this hurdle the very rural and remote nature of this town, coupled with having no local hotel to even accommodate candidates during an onsite interview, and the implications of this challenge were compounded.

Following a search kick-off phone call Brian was quickly able to find and contact an FPOB candidate, Dr. M.  One of the keys to a successful placement is to keep the recruitment process moving as quickly as possible. With the demand for physicians so high, physicians, whether actively seeking a new position or not, regularly receive job solicitations.

The next challenge occurred right after the introductory phone call between Dr. M and the hospital’s CEO.  The CEO resigned leaving the process at a standstill.  With his contact at the hospital no longer available, Brian did some investigating and reached out to the Hospital’s Board President to carry on the recruitment process with Dr. M.

Next steps included an onsite interview.  Dr. M has a family with three young children and had no one with whom she could leave her children to allow her and her husband to make the trip to Colorado alone.  With the closest hotel to the facility 40 minutes away, the Board President graciously offered to have Dr. M, her husband, and their three children stay with him and his wife. Their home was well equipped for littles having grandchildren of their own, and they even prepared home-cooked meals for the weekend.  As if playing host was not enough, they also watched the children throughout the weekend while Dr. and Mr. M explored the community.

As luck would have it, Dr. M’s interview was to take place on the same day the interim-CEO candidate was visiting the hospital. Even the greatest amount of strategery and best laid out plans are sometimes spoiled. Dr. M interviewed under the impression she would be joining a staff that included two other FPOBs; however, one of the FPOBs called out “sick” that day and ended up resigning shortly after Dr. M’s interview.

After the onsite interview, Brian spent a great deal of time working with the Board Chair, the interim CEO, Dr. M, and both party’s legal representation to keep the recruitment process moving forward. Given the position went from joining two to only one other provider, Dr. M was very concerned about the workload, call requirements and other issues created by being short-staffed. Miraculously, through trust, open communication, and professionalism by all parties, mutual interest continued.  Before making an official offer to Dr. M, the hospital needed to first onboard the interim CEO.

Working together as a team, the greatest contributing factor to this search’s success, Brian, the Board Chair, and interim CEO were able to alleviate Dr. M’s concerns.  4 months after the interview date Dr. M signed her employment agreement!

This successful placement story is a strong reminder of how an experienced recruiter can be such a valuable resource throughout the recruitment process. One of the difference makers in this scenario was Brian’s wherewithal to seek out and involve the Board Chair after the CEO’s resignation.  It was then the generosity and hospitality of the Board Chair, his wife, and the community that sealed the deal. Dr. M even commented afterwards that she had interviewed with large systems in the past, and to experience the level of community involvement in helping facilitate the site visit, was a breath of fresh air.

It is the genuine partnership between Jackson Physician Search and this hospital, each playing their respective yet collaborative roles, a small community in Colorado got new access to quality healthcare close to home.  If your physician recruitment process could utilize the experienced partnership of recruitment professionals, like Brian, contact Jackson Physician Search today, and learn more about what our national team of consultants can do for you.

Doctor and Hospital Admin Meeting with a Recruiter

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Rural Primary Care Physician

How Smart Recruitment Helped An FQHC Expand Services

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Top Ten Components of Successful Physician Recruitment

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Today’s physician recruitment environment is incredibly competitive.  This is caused by many factors including increased demand due to an aging population and the pending retirement of up to 30% of our active doctors.

It is important for healthcare administrators to develop and maintain a successful physician recruitment plan.  Make sure you are familiar with the top ten components that every successful physician recruitment plan should contain.

Develop and Promote Your Brand

How your organization is perceived by those on the outside is what constitutes your brand.  It starts with a clear, concise organizational vision and the values that drive the decisions that are made. An important factor in recruiting physicians to your organization is how much they relate to your values and workplace culture. Your brand messaging is their first exposure to that culture.

Don’t Neglect Your Corporate Website

Once you understand the importance of brand management, ensuring that your website supports that brand is a logical next step. Having a website that looks professional, is easy to use, and allows candidates to navigate your open positions and even apply online is critical. Also, either through internal IT sources or a corporate partner, being able to understand web traffic data and analytics allows you to determine the effectiveness of your web presence and ways to improve it.

Cultivate Your Best Recruitment Team

We’ve already addressed how important your brand is to physician candidates, it is equally important to ensure that the individuals who are part of the recruitment process embody the values and cultures of your entire organization. Never underestimate the value of brand ambassadors and the connection they can make with a candidate.

Recruit Passive Candidates

If you limit your candidate pool to just candidates who are actively looking for a position, you are missing out on a much larger group of potential physician hires.  Passive candidates are described as currently working, but are casually keeping their eyes open for new or better opportunities. These candidates can be reached by utilizing digital recruitment strategies found here.

Utilize the Power of Social Media

In today’s connected world, one of your best recruitment tools is an effective social media strategy.  Effective utilization of social media is an extension of your brand strategy. Specific social media platforms, like Doximity and LinkedIn, can be leveraged to reach both active and passive candidates.

Maximize Email Marketing

One of the most efficient components of your recruitment plan is your email marketing strategy.  In addition to a professional appearance and quality content, you want the information presented to be of interest to your audience. Additionally, utilizing a Customer Relationship Management (CRM) platform gives you access to improved data and tracking resources that can be utilized to improve results.

Hire for Fit

Physician burnout is occurring at higher rates than ever before and is a contributor to increased turnover rates and the overall physician shortage. In a LinkedIn survey, 70% of respondents said they wouldn’t work at an organization with bad workplace culture.  Physicians want to work in an environment that embodies and is aligned with their values. Understanding the type of physician that can be successful within your organizational culture allows you to recruit and ultimately hire physicians who fit.

Create Memorable Site Visits

Successful recruitment means setting yourself apart from the other organizations that are in the process of recruiting your candidate. Even large healthcare systems make the mistake of relying on reputation and not putting forth the effort to create a memorable site visit.  The site visit is your opportunity to convince the candidate that your organization is the best fit. Tailoring site visit activities to the physician AND their family, by highlighting what they are interested in, will help seal the deal.  Generic meet and greets will never compete with planned outings that demonstrate that you have done your homework.

Recruit Continuously

Another mistake healthcare organizations make is treating a physician vacancy as a one-off occurrence.  Instead, subscribing to a continuous recruitment philosophy allows you to keep your potential candidate pipeline full at all times.  Maintaining relationships with physician candidates means that when you have a vacancy that interests them, you are not forced to start from scratch.  Continuously recruiting candidates also keeps you in position to quickly adjust to unforeseen issues during the hiring process.

Understand the Value of Retention 

Much of what has been outlined above is directly related to improving retention as much as it has been about recruitment. When you recruit and hire for fit, you are also fostering an environment that breeds retention.  When your physicians are aligned with the culture and values of an organization, they are less inclined to suffer from burnout and are significantly more engaged.  According to Gallup, physicians who are more engaged in their work environment generate more inpatient and outpatient referrals than those who are not engaged.

There are no magic steps to immediately improve your physician recruitment results. What your organization can do right now is benchmark your recruitment process to ensure that you fully understand what is and what isn’t working.  Taking the time to understand the key metrics like time-to-fill, acceptance rates, retention rates, and more will give you the insight to make the necessary changes and improve your process.

If you need a trusted partner to help your organization recruit and retain physicians, contact Jackson Physician Search and tap into our team of industry experts.

 

The True Cost of Physician Vacancies

The True Cost of Physician Vacancies

According to a 2018 Association of Physician Recruiters’ (ASPR) survey, 40% of physician vacancies in 2017 went unfilled.

Create a Cultural Blueprint for Successful Physician Recruitment

How to Create a Cultural Blueprint for Successful Physician Recruitment

Culture is defined as “values, beliefs, attitudes, and behaviors that employees share and exhibit on a daily basis in their work and in the community”.

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Recruiter’s Commitment Leads to Win-Win Physician Placement

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It is no secret that finding your ideal job as a physician can be an overwhelming process.  Once you’ve taken the time to figure out what is most important to you – be it compensation, flexible hours, or time spent with patients – the sometimes grueling process of sifting through job postings to find a position that seems like the right fit can make anyone want to throw their hands in the air. Thankfully, working directly with a physician recruiter can make the job search process a pleasant one, as was the case for Dr. Joe and Don Evans, Senior Search Consultant here at Jackson Physician Search.

Don was tasked with the search for a new physician at a rural clinic in South Dakota. With three of their physicians retiring in the near future, clinic leadership knew they needed a partner to help them fill their upcoming vacancy. As is so often the case, the rural location in South Dakota was going to be a challenge, but the clinic had many positive aspects to balance out that equation. It has been in operation for 85 years and has successfully established an on-site pharmacy, labs and imaging facilities, and very efficient processes for scribing and medical records.  All of this means the physicians can spend more time with the patient.

During the process of recruiting for the clinic, a fellow Jackson Physician Search recruiter forwarded Don the contact information for a family medicine physician whose practice of 15 years had been bought out by a large health system. He was located in the state of Washington and had recently begun testing the waters to see if other opportunities were available.  Don established contact with Dr. Joe, and the two quickly established an important rapport.  Dr. Joe can be described as a “Doctor’s Doctor.”  He puts patient care above all else and was resistant to the time constraints and other changes that were implemented by the health system. The bureaucracy and inefficiencies in the medical records systems were adding hours to his already long days.

Don and Dr. Joe spent a lot of time on the phone talking about life and family, and what that might look like in a new setting should Dr. Joe find the right opportunity. Currently, work was consuming all of Dr. Joe’s life, and he barely had time to see his family and never had time for hobbies or personal activities. Together, through many hours of communication at all hours and even on weekends, they began crafting a plan of what the right opportunity would look like.

Eventually, Don realized that the clinic in South Dakota would provide Dr. Joe with everything he was looking for, both personally and professionally.  Dr. Joe was hesitant because he was unsure about making such a major move from the state of Washington to South Dakota. During one of their frequent calls, Don asked Joe when the last time was that he had sat down with his family and had a meal together.  After a long silence, Dr. Joe realized it had been three years.  He then agreed to at least make a site visit and hear what the clinic leadership had to say.

The clinic administrator knew that their location was always going to be a hurdle that they had to overcome when recruiting physicians to work there.  He made sure that the entire staff was onboard and prepared to make an invaluable first impression on Dr. Joe.  During the visit, Dr. Joe met with the other physicians, most of which are partners in the practice, and they even went out on a hunting expedition. A hobby that Dr. Joe never has time for in his current situation.

The visit was highly successful, but Dr. Joe still had trepidation. He was worried that his family would not be happy in such a small community.  After a few more weeks, Dr. Joe’s family was able to make a site visit, and as fate would have it, his wife fell in love with the family-friendly community and also learned that a childhood friend lives an hour away in Sioux Falls.  From that point on, she played an integral role in convincing Dr. Joe that the move would be the best thing for their entire family. Another important factor in Dr. Joe eventually agreeing to accept the offer was the level of trust and the friendship that developed between himself and Don. Because they built up that bond through all of their conversations, Dr. Joe felt comfortable listening to Don’s insight and trusted his expertise while making a life-changing decision for him and his family.

The result was a win-win for the physician and the clinic. Dr. Joe got the work/life balance he wanted and the clinic got a physician that is dedicated to outstanding patient care.

If you are ready to make a change in your physician career, trust the experts at Jackson Physician Search.  Our recruitment professionals take the time to learn and understand what is important for you, your family, and your career.  Contact us today.

Rural Community Parade Placement Story

Welcomed With a Parade

It is undeniable that physicians practicing in small rural communities are a renowned and respected member of the community.

Physician Recruiters Help You Change Jobs

Working With a Recruiter to Make a Change

Based in Boise, Dr. M. had been traveling all over Idaho and other western states as the Medical Director for a correctional facility conglomerate.

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Welcomed With a Parade

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It is undeniable that physicians practicing in small rural communities are a renowned and respected member of the community.  Typically, when a doctor is hired to fill an opening at the local health center, it is a big deal, and word travels around town at the speed of light.  What doesn’t happen very often is that the physician is introduced to the community via parade!  That was recently the case in a small, rural western Oklahoma community of 1,500 people.

Dane Altman, Senior Vice President, Business Development for Jackson Physician Search was born in a small rural community in Oklahoma.  When the Medical Director/Physician working at the local 24-bed critical access hospital was planning to retire, Jackson Physician Search received the contract to find his replacement. Dan Rixon, a JPS recruitment professional, began the search by visiting the community and meeting with facility leadership to develop a picture of the town and also the position he was tasked with recruiting.  In setting expectations with the client, he made it clear that it might take some time to find the right physician who would be willing to relocate to such a small community.  To keep things light, he informed the team that if he were to find the right physician before April 20th, he would participate in the town’s 50th Annual Cow Chip Throwing Tournament to be held at the county fair.

As is often the case, the search to find an experienced general practice physician who was willing to relocate to a small community was challenging.  After four months, with little luck, everything changed.  Dan was holding an online career fair when he was contacted by a physician, Dr. M., currently practicing in Florida.  Dr. M. was unhappy in his current position and was looking for a new opportunity.  As luck would have it, Dr. M. had family in the Dallas area, only a six-hour drive from the rural opportunity.

Dan coordinated a meeting between the leadership team at the hospital and Dr. M., and it was clear early on that this would be a very good fit. Dr. M. was looking for a position where he would be valued and treated with respect and also where he could be laser-focused on his career. As the new Medical Director, he would have that opportunity.  Dr. M. was very excited about the opportunity to practice at the small hospital, manage the team of Nurse Practitioners, and also rotate through two other community health centers that were in neighboring areas.  Within a month, everything came together, and Dr. M. accepted his offer.

This brings us to the World Championship Cow Chip Throwing competition. Both Dan and Dane attended the fair, and as promised participated in the tournament along with Dr. M.!  Later, the local community gave their new physician the warmest of welcomes as he was introduced while riding in the festival parade.

Not every new small town physician will ride down Main Street in the back of a convertible waving to the crowd, but that feeling of being a valued and a respected member of the community is not uncommon.  Small communities across the country have openings for physicians, and most if not all will make the community experience a highlight of the recruiting process.  Community leaders are never shy about being invested in partnering with the town’s medical providers, and they typically play a role at some point during recruitment.  This type of access to community influencers should not be discounted when on a site visit.  There is much to learn from them about how their small, tight-knit community can offer a tangible change of pace from larger urban settings.  Cost of living, quality of life, culture, and fit are all part of the consideration when looking at opportunities in rural America. Not every community can boast about their world champion cow chip tossers, but many of these opportunities offer more work/life balance, a slower pace, less noise and bustle, and a true appreciation for the work.

If you are looking for a new opportunity, whether you are willing to consider rural America like Dr. M., or you want a position in a larger urban setting, Jackson Physician Search has openings for you to consider.  Contact one of our physician recruitment professionals and get started today.

 

Physician Recruiters Help You Change Jobs

Working With a Recruiter to Make a Change

Based in Boise, Dr. M. had been traveling all over Idaho and other western states as the Medical Director for a correctional facility…

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Working With a Recruiter to Make a Change

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Based in Boise, Dr. M. had been traveling all over Idaho and other western states as the Medical Director for a correctional facility conglomerate.  The hours and the travel were taking a toll, and on top of that, Dr. M. and his wife had a newborn at home.  He saw the posting for a rural medical center position and knew he had to pursue the opportunity.

As is often the case with many small rural communities, the magic of living there is completely unknown unless you have visited or passed through at some point.  This was true for a small town of 990 people in rural Idaho, located near the “Craters of the Moon” National Monument and about 3 hours outside of Boise. The town, most noted for being the first in America to be lit by atomic energy is also famous because esteemed writer Ernest Hemingway occasionally brought his friends here to go hunting and fly fishing.

The people in this friendly town have their medical needs served by a single community medical center which also provides care to several surrounding towns. When their current Chief of Medical Staff decided to leave, it became a bit of concern for the entire community. After all, he was the only full-time Family Practice physician at the facility with other family practice doctors out of Boise rotating through part-time.

Jackson Physician Search recruiter Becky Casias knew that she had to find the right physician who could take over as Chief of Medical Staff and manage the Nurse Practitioners and the few specialty physicians that were practicing in the medical center.  In the job posting that she put out, Becky highlighted all of the benefits of living in the charming community.

As fate would have it, Dr. M. knew all about this quaint town and had visited there with a longtime friend who lived within a short drive in a nearby town. They had taken trips to hunt and fish in Mackay, a community of 700 that was also served by the medical center.  Dr. M., a military veteran and pilot, came with a wide range of experiences including Flight surgeon. Becky and Dr. M. agreed that they should move forward with the process.

Once that decision was made, things happened rather quickly. Dr. M’s contract with the prison system was up for renewal, so he didn’t have any entanglements to delay his pursuing the new opportunity.  Dr. M. met with the CEO of the medical center, the staff, and several community leaders.  From the beginning, it was very apparent that Dr. M. was the perfect fit for both the hospital and the community.

Jackson Physician Search has dozens of similar opportunities in both large and small communities across the United States.  Let our team of recruitment professionals guide you to the perfect fit for your career and for your family.  Reach out today to secure your tomorrow.

Finding Physician Opportunities

Finding Non-traditional Physician Opportunities with the Help of a Recruiter

In today’s hot physician job market, many physicians assume that when the time comes for a job search, it will seem like catching fish in a barrel.  While partly true because the demand far exceeds the supply of available physicians, many doctors are missing out on opportunities that only a recruiter can help them find.

What You Should Know About Physician Compensation

What You Should Know About Physician Compensation

Different physician employment models can have a significant impact on how a physician is compensated. If you’re like the 69% of physicians that are employed, then your compensation formula can look much different than a self-employed…

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Announcement: Physician Recruitment ROI Calculator

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Do you know where your candidates are coming from and how much they cost you to find?

If your answer to either of those questions is negative, then you’ll want to check out the Jackson Physician Search ROI Calculator when it launches later this quarter. In today’s competitive environment, it is critical for healthcare facility administrators to understand how much return they are getting for each recruitment dollar spent. And even more importantly, how much the return could be if placements were made faster.

Using the JPS ROI Calculator, you can look at your recruiting dollars in new ways by learning how much it costs when your time-to-fill averages are lagging.  The ROI Calculator also illustrates, in real dollars, how much revenue is lost with each physician vacancy.  Check out the ROI Calculator when it launches, and give Jackson Physician Search a call to learn how we can help improve your ROI.

 

The True Cost of Physician Vacancies

The True Cost of Physician Vacancies

This article is the first in a series of content that reflects upon the findings in a recent white paper published by Tony Stajduhar, President, of Jackson Physician Search

Physician Recruitment ROI

What You Should Know About Physician Recruitment ROI

When it comes to Physician Recruitment ROI, there are three key concepts you should know. How to determine ROI, steps you can take to improve ROI, and the impact a physician recruitment partner can have on ROI.

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How Smart Recruitment Helped An FQHC Expand Services

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The state of Healthcare for FQHCs and Rural Communities

According to data published by the Association of American Medical Colleges (AAMC), the U.S. will have a projected shortage of physicians that could reach over 120,000 by the end of the next decade.  Especially hard hit are rural communities, served by Federally Qualified Health Centers (FQHCs), which are dealing with primary care shortages and also a lack of resources to address other healthcare needs.  In communities throughout the U.S., healthcare providers are struggling with an increased demand for behavioral, mental health and addiction treatment services.  In rural America, the problem is compounded because FQHCs are often relying on family practice physicians to provide these expanded services to the community.

In 2000, Congress passed the Drug Addiction Treatment Act, known as DATA 2000, allowing physicians to prescribe FDA-approved medications for the treatment of addiction and other mental health needs. Originally, DATA 2000 was enacted with restrictions limiting the number of patients a family care practitioner can treat at one time under the plan.  As the mental and behavioral health needs of the community grow, practitioners at FQHCs are applying for waivers that expand the number of patients they can treat under DATA 2000.

This scenario serves to illustrate how critical it is for FQHCs in rural communities to effectively recruit and retain primary care physicians who not only have the skills but are willing to earn the certifications necessary to meet the behavioral and mental health needs of their communities. Today, according to the National Association of Community Health Centers, almost 70% of Health Centers have a physician vacancy.

How one Rural FQHC Expanded Services and Access to Care

In many communities, the local health center is the sole healthcare provider available to the residents who live there.  FQHCs operate under federal funding and often rely on grants and other creative funding sources for recruitment purposes and expansion of services when needed.  Recently, an FQHC located in rural Vermont was dealing with a primary care vacancy at the same time they were trying to expand their mental health services offering.  Because of the length of time needed to fill vacancies in the past, they turned to Jackson Physician Search for help in meeting the stringent timeline associated with a federal grant they had received.  The grant funding was set to expire within a few months leading the FQHC to find a recruitment partner with national reach and a proven success rate.  Their requirement called for a family care physician who had experience treating all age groups and would also be willing and able to meet the certification requirements for a DATA 2000 waiver.  The waiver was a critical component of the FQHCs expansion of services for the growing mental and behavioral health needs of their community.  Ultimately, JPS presented a successful candidate that met the family practice requirements, was open to an accelerated relocation process, and will have the DATA 2000 waiver certification completed within the time required.

The above recruitment story is all too familiar to many FQHC Administrators.  As the primary care shortage continues impacting the healthcare industry, health centers will be navigating these challenges while finding new ways to serve their communities.

If your organization has a physician recruitment need, contact the professionals at Jackson Physician Search to find out how we can help.

Physician Recruitment Issues Affecting FQHC

What to Do About the Biggest Physician Recruitment Issues Affecting FQHC’s in 2019

As physician recruitment becomes even more competitive each year, Federally Qualified Health Centers (FQHC) are feeling the brunt of the challenges. Jackson Physician Search…

Extreme Physician Shortage

What You Should Know About Physician Recruitment ROI

The combination of the current workforce shortage and an ineffective recruitment strategy can be costly to your organization and the community. The physician shortage…

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Finding Non-traditional Physician Opportunities with the Help of a Recruiter

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In today’s hot physician job market, many physicians assume that when the time comes for a job search, it will seem like catching fish in a barrel.  While partly true because the demand far exceeds the supply of available physicians, many doctors are missing out on opportunities that only a recruiter can help them find.  One such recruiter story involves Board-certified General and Forensic Psychiatrist Dr. S.

Dr. S began working in correctional medicine in 2010, after his impressive educational studies at the University of Hawaii and Fellowships at Yale School of Medicine, and University of Florida. He chose to work in corrections because it provided him with a quicker path to becoming a U.S. citizen by working with an underserved population.  Dr. S’s wife is a Pharmacist, originally from the Orlando area, so after five years of working on-site at a correctional facility in Georgia, the family moved back to Florida.

In 2018, Irven Stacy, a physician recruitment professional with Jackson Physician Search, learned of a client with a very specific need to fill.  The organization needed a Forensic Psychiatrist to lead clinical trials for a pharmaceutical manufacturer.  The reason they were experiencing challenges finding the right candidate is that they needed someone who had experience treating diverse groups of patients from children through the elderly. After spending several months, convincing the client that he could help them find the perfect candidate for this non-traditional job opportunity, Irv landed the contract.

During this time, Dr. S was not actively looking for a new position, but he was open to considering offers that piqued his interests.  Irv utilized all of the tools at his disposal and found Dr. S.  He knew right away that he had found someone who had the unique skill set that the client needed.  In addition to psychiatry, the candidate needed General Practice skills to be able to determine which patients fit the criteria for the clinical trial.

Dr. S was intrigued by the uniqueness of the new opportunity.  He relished the thought of utilizing more of his medical skills and training and also working in a more traditional office setting.  When Irv presented Dr. S to the client after only a 30-day search, they were excited about his background, training, and accomplishments.  They ultimately brought him onboard with a plan to train him for the role of lead investigator.

“It is very rewarding for me to help bring these drugs to the market,” Dr. S explained.  “It gives me a sense of accomplishment, and it is also nice to be able to provide the clinical trial patients with free healthcare.”

This scenario serves as a prime example of why working with a trusted recruiter can be so beneficial to a physician looking for their own perfect career opportunity.  In the case of Dr. S, he may not have ever known about the opportunity, nor even know that a position existed that would allow him to combine his General Practice skills with his Forensic Psychiatry background.  For both client and candidate, this was a “win-win” for all involved.

Physician Bonuses and Benefits

Understanding Physician Bonuses and Benefits

Hospitals and health systems are finding other ways to compensate physicians than base salary. 

get your foot in the door

How a Recruiter Can Help You Get Your Foot in the Door

Dr. Iswanto Sucandy had an impressive background and was in the process of finishing up his…

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The Job You Want May Not Be the One You Need

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We’ve recently worked with a physician who thought it was time to make a move from a small rural community setting into a large metro area.  By working with a recruiter at Jackson Physician Search, he found a position that met all of his personal and professional needs.  Here is his recruitment story.

Our physician, let’s refer to him as Dr. Smith, had been working in rural Northern Kentucky for several years.  Having recently married, Dr. Smith felt he was ready to explore opportunities in larger metropolitan areas.  He began by considering cities like Chicago, hoping for access to cultural activities and better schools for his daughter.  He quickly learned that his personal and professional needs might be better met in a mid-sized community and practice. It surprised him to find that the large group he was interviewing with wasn’t very responsive and he felt that working there, he would be just another number.

He began working with Helen Falkner, Sr. Director of Recruiting at Jackson Physician Search, who has been helping doctors, and other medical professionals find their perfect job for years. They began by narrowing down the things that were most important to him and his new family. He wanted a position affording him a better work/life balance and a location that offered the amenities of a larger metropolitan area.  When Helen told Dr. Smith about an opportunity she had in a Midwestern university town, he was unfamiliar with the community and initially skeptical.  However, Dr. Smith knew that keeping an open mind is critical and that it would be worth it to do his due diligence on the job.

The first thing that struck Dr. Smith when he arrived for his interview was that he was meeting directly with the CEO of the clinic.  He felt very comfortable having that direct line of communication with the CEO, and it allowed for a streamlined decision-making process. Dr. Smith was pleasantly surprised to find that the facility was very physician-centric and they were extremely motivated to learn more about him and his family. He knew if he joined them, that he would be more than just another doctor.

Being a college town, and also located less than an hour from a major metropolitan area, Dr. Smith and his family found that they would have access to vibrant cultural scenes, concerts, great restaurants, and a top school system.  The organization was very accommodating with Dr. Smith’s salary and scheduling preferences, and he gladly accepted their offer to join the team.

Dr. Smith’s story is not unlike many others in today’s ultra-competitive physician search environment, and it includes some key takeaways for consideration. Dr. Smith kept an open mind throughout the process and working with his recruiter, stayed focused on the things most important to him and his family.  He also recognized that in a smaller setting, he had the opportunity to become a part of the community and work in a more comfortable, inclusive environment. The only investment Dr. Smith had to make was the time he spent interviewing.  By overcoming his preconceived notions of what he thought he wanted, Dr. Smith ended up as part of a tight-knit team in a location that met all of his family’s needs.

If you are ready to find your next opportunity, check out our job portal to search for your next job or connect with Helen directly on her LinkedIn page.

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