Jackson Physician Search: New Name. Winning Culture.


ATLANTA (PRWEB) – Jackson Physician Search announced its ranking as one of the top 15 Best Places to Work in Healthcare, as revealed at Modern Healthcare’s annual awards dinner, held October 6th in New Orleans.

Company representatives marked the occasion as a double celebration of being a first-time honoree and a fitting debut for their new name and brand identity.

The company, formerly known as Jackson & Coker Permanent Placement, introduced their new name and logo in September to highlight their leadership and to clarify their role in the permanent physician placement industry. They credit the company’s growth to their outstanding track record of results, built on the trust their clients place in their skilled team and the transparency of their recruitment process.

 Jackson Physician Search placed 14th overall in the Best Places to Work contest and 11th in the supplier category. These rankings validate their strategy of empowering their employees to provide clients and candidates with the best possible services and customer experience.

“Our growth in physician recruitment and our recognition as one of the Best Places to Work in healthcare are rooted in our healthy culture,” stated Tony Stajduhar, President. “People are the greatest differentiator for us. We have people who are great to begin with, and then we further equip them with the right training and tools in an environment where they can be happy. That is the blueprint for building a culture that enables our team to deliver great results and an exceptional experience for our clients and candidates.”

Investing in innovation and future growth is also a priority for Jackson Physician Search. This was reflected in the company’s 4th place rank for having the most engaged and most satisfied group of millennials on staff. The rank was based on the percentage of millennials in the company’s workforce and the number of employee satisfaction surveys completed by millennials.

Jackson Physician Search is part of the growing family of Jackson Healthcare companies. Jackson Healthcare has been named Atlanta’s Best Place to Work for three consecutive years by Atlanta Business Chronicle.

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 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 https://www.jacksonphysiciansearch.com and Jackson Physician Search on LinkedIn.

Follow @JacksonPhysicianSearch on Facebook and @Jackson_Search on Twitter.

For the original version on PRWeb visit: http://www.prweb.com/releases/2016/10/prweb13749333.htm





Finding Passive Candidates


Jackson Physician Search– Physicians are in high demand, and their time is at a premium. So it’s no surprise that even active candidates attempt to stay under the radar. They prefer to remain insulated and virtually undetectable by most recruiters. And with job boards advertising as many as 40,000 postings in Family Medicine alone, searching a database is daunting to even the candidates most motivated to finding a new opportunity. Finding passive physician candidates can be quite the challenge.

At the same time, in-house recruiters find that sorting through an avalanche of CVs can be extraordinarily time-consuming, while moving them no closer to finding Dr. Right.

In reality, some of the most successful and enduring placements occur when a physician, who isn’t even looking, and a client, who is looking for the right fit, enter each other’s orbit at the right time and in the right way.

Known in the industry as “passive candidates,” experienced physicians and advance practice providers are likely to be satisfied with at least one of three key influencers: location, practice and/or compensation. Their bar is high and their motivations to make a change are highly individualized. As a practicing physician, they are likely to ignore the steady avalanche of job opportunities they receive.

This is why standardized recruiting techniques will not enable you to find and hire a qualified physician with the right motivations to choose your practice and community.

These snapshots demonstrate how our skilled recruiters adapted their tools and techniques to make excellent placements that mutually benefited the candidate and the client:

Cropped image of a child kicking a soccer ball

 Springboard to Sports Medicine


A Family Medicine physician with a specialty in Sports Medicine was well-established as a Medical Director and shareholder in a large practice. He was very happy with the community. Yet with his varied responsibilities within the overall practice, he was struggling to find the time to fully develop his sports medicine practice.


The recruiter’s localized search and focused social media engagement revealed that this physician would be an excellent fit for a nearby employed foundation group. Although the physician was at first under the impression that an employed position would never allow him to do what he was passionate about. However, with support from the hospital, partnered with the foundation, he is able to have his primary care practice, which created a springboard for becoming a regional expert in sports medicine.


Without having to relocate, the physician is now leading a regional concussion program with the foundation group’s outpatient practice.

Parents and their two children eating at kitchen table

 Balance Can Happen


A Gastroenterologist was a partner in a multi-specialty group, but practicing in a higher cost of living metropolitan area. This brought with it a high workload that kept him away from his young family. He knew that something “had to give,” but was not actively looking for a new practice.


Originally discovered through a laser focused approach to candidate research, the recruiter discovered that a Gastroenterology Hospitalist position located in a more affordable market could be a solution to the work-life balance challenge.


Though total compensation may be less, the physician’s quality of life affords him a great standard of living, work he enjoys and twice as much personal time, including every other week off to spend with his family. Additionally, compensation is balanced by the move to a market that is significantly less expensive.

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Selling The Community To Physician Candidates


Doximity Blog– You know these three words well: recruiting is selling. The product you’re selling is your healthcare facility. Physician candidates are your sales leads. And since you’re selling a position at your facility, it’s imperative to know everything possible about it. But that goes well beyond patient volume – you also need to sell the community.

Selling the community doesn’t equate to job posts filled with prose about scenic beaches and waterways, either. When you truly sell the community, you create a sense of belonging. Sure, that might include a beach, but that’s one small part.

In real estate, sales are about location, location, location and in many ways, physician recruitment is no different. Somewhere in your pipeline is a physician who’s looking for a community just like yours. Urban, rural, every community has a unique strength. If your opportunity is in a rural town where the only stoplight in town is on Main Street, sell that one stoplight and sell Main Street. Something as simple as sidewalks and parks can translate to a more livable environment because sidewalks and parks encourage people to get outside and interact – and that fosters a sense of community and belonging.

To sell the community, start by selling lifestyle. Ask yourself how moving to your city or town will fundamentally change a physician candidate’s lifestyle. The town’s events, food, shopping, cultural offerings, and recreational opportunities are all things that weave together to form a community’s unique personality. By showcasing these aspects you become not just a recruiter but a lifestyle consultant. And isn’t that why people move? Read More>>