Guide to Strategic Digital Recruitment

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Our Regional Vice President of Recruiting, Christen Wrensen, presented the Digital Recruitment Strategy Guide to members of the Texas Hospital Association at their 2019 annual conference. This guide will help you quickly and cost-effectively engage the right candidates and score better hires.

 

From this Presentation You Will Learn

WHY you need social and digital media

HOW to engage and recruit them

WHO uses social and digital media for networking and finding jobs

 

Not only are candidates scarce, but it is becoming more and more difficult to reach and engage them.

 

11% of Candidates are Actively Seeking – Searching for jobs.

76% of Candidates are Passively Seeking – Interested, but not proactive.

13% of Candidates are Not Seeking – Happy in their current position.

 

Where are the passive candidates?

36% of job seekers are active on LinkedIn

40% of job seekers are active on Twitter

83% of job seekers are active on Facebook

70% of doctors are active on Doximity

 

Rise of the Digital Omnivore

94% of all physicians use smartphones for professional reasons

87% of physicians age 26-55 are using social media

91% of physicians prefer to receive jobs via email vs phone or other traditional outreach

 

Embracing digital media has become central to recruiting physicians and other providers. But, leveraging it successfully requires a keen understanding of the tools and the proficiency to effectively engage them. 

Click the download button below to view the entire presentation.

Key to Your Digital Recruitment Strategy

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Need Help Recruiting Physicians?

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

Focus on Fit: A Cultural Blueprint for Successful Physician Recruitment

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This presentation, given by our President at the 2018 MGMA Annual Meeting, explains why cultural fit is so important and how to create a physician recruitment blueprint that focuses on fit.

Focus on Fit: A Cultural Blueprint for Successful Physician Recruitment

Learning Objectives

  • Analyze the motivations and personal needs of physicians, advanced providers and their families
  • Outline a blueprint for a sustainable culture that accelerates recruitment and fosters retention
  • Differentiate their organization in the best marketplace through recognition as a best place to work

Presentation

  • Culture: What and Why?
  • Examples
  • How To’s

Pathway to Culture as a Competitive Advantage

Align-Assess-Design-Evolve-Sustain

  1. Apply for Certification as a Great Place to Work
  2. Survey Employees – Get Results
  3. Interpret Results – Tie quantitative business results to outcomes
  4. Share Results with Leaders – Set up an Executive Insights Session to help your leaders understand results and align around next steps
  5. Reflect & Respond to Employees – Execute a communication plan that builds trust
  6. Confirm Focus Areas – Collect additional insight through focus groups, interviews, or a customized full census or pulse survey
  7. Take Action – Design a support and accountability plan to drive change

 Evaluating Best Workplaces

For All – A great workplace for everyone regardless of who you are or what you do in your company.

Innovation – A culture that enables a company to continuously improve, adapt quickly, and generate game-changing opportunities.

Executive Team Effectiveness – A high functioning executive leadership team that inspires followership and strategic cohesion at every level of the business.

 

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Create a Cultural Blueprint for Successful Physician Recruitment

How to Create a Cultural Blueprint for Successful Physician Recruitment

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Need Help Recruiting Physicians?

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

Balancing Compensation and Culture for the Right Fit

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

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

This is Part 1 of our complete Guide to Physician Recruitment. With any process, it is best to start by assessing your unique needs and developing your strategy. This handbook helps you do…

Need Help Recruiting Physicians?

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

Finders Keepers Physician Recruitment and Retention Practices That Work

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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.

Jackson-Physician-Search_Finders-Keepers-Recruitment-and-Retention-May-2018

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.

Recruit Physician to Rural Communities

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…

Meeting Urban Recruitment Challenges

The Challenges of Urban Physician Recruitment

While the expansion of community-based facilities is a welcome development for inner cities and rural settings where most are located, it is not without challenges. The National…

Need Help Recruiting Physicians?

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

Bend Key Trends to Achieve Physician Recruitment Success

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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.

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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…

Need Help Recruiting Physicians?

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

Rural Recruitment and Retention Playbook

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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 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.

Recruit Physician to Rural Communities

Successfully Recruit Physicians to Rural Communities

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In a competitive physician recruitment environment, how do some organizations consistently outperform all others? Learn how to recruit faster…

Need Help Recruiting Physicians?

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

Utilizing Metrics and KPIs for More Successful Recruiting

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Healthcare is an outcomes-driven industry. However, many organizations lack a structured method and accountability for measuring efficiency, successful recruiting, and return on investment for the recruitment of physicians and other healthcare professionals. As a result, there is no formalized process to continuously improve and maximize results.

This presentation focuses on best practices and benchmarks when it comes to recruitment metrics and key performance indicators (KPIs).  Additionally, we show how data can be used to find process gaps and inefficiencies, isolate the true costs of recruitment, track and report KPIs, and improve overall performance.

Physician Recruitment Guide: How to Execute Physician Site Visits

[Recruitment Guide] How to Expertly Execute Physician Site Visits

Part 2 of our Guide to Physician Recruitment focuses on site visits. How you execute a physician site visit has a huge impact on the decision of your candidate. 

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…

Need Help Recruiting Physicians?

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

Connecting Physician Recruitment and Revenue

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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

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.

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

This is Part 1 of our complete Guide to Physician Recruitment. With any process, it is best to start by assessing your unique needs and developing your strategy. 

Cultural Blueprint for Successful Physician Recruitment

Focus on Fit: A Cultural Blueprint for Successful Physician Recruitment

This presentation, given by our CEO at the 2018 MGMA Annual Meeting, explains why cultural fit is so important and how to create a physician recruitment blueprint that focuses on fit.

Need Help Recruiting Physicians?

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

How to Use Social Media for Physician Recruitment

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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.

 

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.

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Need Help Recruiting Physicians?

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

Creating Growth and ROI through Recruitment, Retention, and Revenue

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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 is measurable!

 

Recruitment. Retention. Revenue.

Critical Success Factors for Growth and ROI

What Best Practices Drive Return on Your Investment in Recruiting Physicians

Investing in best practices makes “dollars and sense,” when $1 million in annual revenue per physician is at stake.

  1. Define accountabilities for leadership and recruitment teams that impact time to fill and retention.
  2. Identify key performance indicators for measuring the efficiency of your recruiting efforts.
  3. Determine the benchmark data points for building your ROI model.

 

What is the Key to ROI

Efficient Recruitment & Recruiting for Retention

Faster fill with physicians who fit!

Be Fast and Strategic

  • Streamline the Process
  • Shorten the Search
  • Control your Expenses

Accelerating a search by 30 days equals $80,000 in revenue.

Rise Above the Noise

1 in 4 practicing physicians receive between 24-40 potential job opportunities a month.

  • 95% prefer job info via email
  • 94% use smartphones
  • 88% use personal and professional referrals
  • 46% attentive to job board alerts
  • 16% read direct mail

Continue reading this whitepaper by clicking the download button.

Utilizing Metrics and KPIs for More Successful Recruiting

Healthcare is an outcomes-driven industry. However, many organizations lack a structured method and accountability for measuring efficiency, successful recruiting, and return on…

Physician Recruitment and Revenue

Connecting Physician Recruitment and Revenue

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…

Need Help Recruiting Physicians?

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