Jackson Physician Search Named One of Healthcare’s Best Places to Work by Modern Healthcare

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ATLANTA (Oct. 1, 2019) –  Jackson Physician Search, a firm specializing in the permanent recruitment of physicians and advanced practice providers to hospitals and other healthcare providers, is pleased to announce that it has been named one of healthcare’s Best Places to Work by Modern Healthcare for a fourth consecutive year.

“It is an honor to once again be recognized by Modern Healthcare and our associates as one of the best places to work in this field,” said Tony Stajduhar, president, Jackson Physician Search. “We have exemplary associates, and we strive to provide them the best tools, training, environment and culture so they are happy at work. They are the foundation of our success.”

Inclusion on the 2019 list of Best Places to Work is based on both employer and employee surveys. Employers complete a survey detailing company policies, practices, benefits, and demographics. Employees then anonymously respond to a survey analyzing several areas of employee satisfaction, including leadership and planning, culture and communications, role satisfaction, work environment, training, pay and benefits, and overall satisfaction.

“Just as we are committed to finding fulfilling positions for physicians that produce long-term relationships with our client partners, it’s important that we build this for our associates,” said Stajduhar. “Our mission is to help physician candidates find the best professional position possible that also achieves a balanced lifestyle, which is what we seek to create for our associates as well.”

Jackson Physician Search

Jackson Physician Search is an established industry leader in physician recruitment and pioneered the recruitment methodologies standard in the industry today. The firm specializes in the permanent recruitment of physicians and advanced practice providers for hospitals, health systems, academic medical centers and medical groups across the United States. Headquartered in Alpharetta, Ga., the company is recognized for its track record of results built on client trust and transparency of processes and fees. Jackson Physician Search is part of the Jackson Healthcare® family of companies. For more information, visit www.jacksonphysiciansearch.com.

What Recruiters Wish Administrators Knew About Recruiting

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The process of finding, recruiting, offering, and ultimately hiring a physician to fill your vacancy is complex.  Each step has to be planned, practiced, and executed flawlessly to ensure that your offer is the one that is accepted over that of a competing healthcare system.  In days past, hospital systems were in a position to pick and choose candidates for their vacancies, and it may have been commonplace to take the recruitment process for granted.  Today, the dynamics have changed, and physicians are a heavily recruited group with multiple opportunities available. Missteps at any stage of the recruitment process could be the difference between making a placement and having to start from scratch.  We asked dozens of physician recruitment professionals to help us understand the difference between why physicians choose one offer over another, and not surprisingly, it isn’t always about the money!

Timing is Everything.  Unanimously, recruiters list timing as one of the most important factors in the recruitment process. Timing is needed to keep the process moving, and unnecessary interruptions or delays can grind you to a halt. Timing encompasses everything from acting with a sense of urgency from the time a candidate is presented to scheduling an interview, a site visit, and ultimately an offer.  Trust between the candidate and potential employer is built on a timely chain of events. If a candidate asks a question and weeks pass before an answer is provided, an interested candidate will probably move on to another offer.  One recruiter summed up the importance of timing.

“Timeliness is making the first point of contact and acting with a sense of urgency throughout the entire recruitment process. Remember, if they are speaking with us, they are speaking with others – it is a very competitive market!”

Be Prepared With a Plan.  The most effective way to keep the recruitment process moving and avoid unforced timing errors is to have a strategic recruitment plan. While each search is a separate occurrence with the potential for unique variables, effective recruiting means executing a well-designed plan every time. From the team members who are involved in an interview to having buy-in from key stakeholders who may be needed to answer questions that arise, successful recruitments require communication and collaboration. Another key to preparedness is understanding your market and having a solid, pre-approved compensation package that can be justified with the historical/anticipated patient or procedural volumes. Terms are still going to have to be flexible, but having an anticipated offer and contract template ready to go keeps the process moving.

Make Site Visits/On-site Interviews Count.  When a physician agrees to an on-site interview, they are already interested. It is important to create a memorable site visit to set yourself apart from the competition.  The way to make this happen is to understand as much as possible about a candidate’s work and family expectations.  Always put forth the effort to create an atmosphere that is not only welcoming to the candidate but also demonstrates that they can be successful in your facility and community. Catering to the family unit is as important as meeting the professional needs of the physician and helps you earn the trust of the candidate and their partner.  Another mistake that occurs in today’s competitive environment is expecting a candidate to be available for a second interview.  Avoid losing a top candidate by making sure everyone that needs to be involved is committed to the timeframe. If you try to schedule a second interview, you have probably lost this candidate.

“The interview is the client’s time to win a candidate over. From a welcome basket in their hotel room to a detailed itinerary that includes social events catering to the interests of the candidate and their spouse.   A red carpet experience should be arranged!”

The Recruiter is Your Partner.  Aside from timeliness, one of the things most often mentioned by recruiters is how important it is to keep the lines of communication open throughout the process. After a candidate is presented, it is still critical to keep the recruiter in the loop. Their expertise can be very helpful in keeping things moving in the right direction. Recruiters are a valuable resource in planning the perfect site visit because they have undoubtedly gotten to know a lot about the candidate and their family situation. Recruiters can also provide valuable insight into why a candidate has chosen a competing offer over yours. They experience a lot on the front lines of this competitive environment, and tapping into that expertise can help you adjust your process for the better.

If you want to know more about how Jackson Physician Search can help you streamline your recruitment process, contact our team of industry professionals today.

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Why Relationships and Workplace Culture Matter to Physicians

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Close Recruitment Gaps

How to Close Physician Recruitment Gaps and Improve ROI in 2019

This is the final article in an ongoing series summarizing the findings in a recent white paper published by the President of Jackson Physician Search…

Need Help Recruiting Physicians?

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

[White Paper] Physician Recruitment: The Cost to Hire and Return on Investment

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President of Jackson Physician Search, Tony Stajduhar, gives insight into how vacancies and recruiting can quickly become costly. If you’re looking to reduce your cost to hire and optimize your return on investment when it comes to physician recruitment, this white paper is for you.

Physician Recruitment: The Cost to Hire and Return on Investment

by Tony Stajduhar, President, Jackson Physician Search

Healthcare organizations depend on recruiting and retaining physicians and advanced practice providers to support their mission to offer quality patient care. A critically important vacancy can be costly to the organization, patients and community as a whole, impacting healthcare delivery, quality of life and the local economy. 

Maintaining continuity of quality care is of chief importance. Yet, a sense of urgency to fill a costly vacancy must be combined with a clear understanding of how investing in a strategic recruitment process can accelerate the fill and reduce the risk of making a poor hire. 

Return on Investment is a straightforward concept that is familiar to leaders in healthcare’s outcomes-driven environment. Yet, in the area of recruitment, many organizations lack a structured method and accountability for measuring recruitment success, efficiency and return on investment. Too frequently, recruiters do not know if their definition of recruitment success is the same as their boss’s or the board’s. As a result, there is no formalized process to measure efficiency and maximize results. 

Click the download button below to read the rest of the whitepaper.

Cultural Blueprint for Successful Physician Recruitment

Focus on Fit: A Cultural Blueprint for Successful Physician Recruitment

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.

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…

Need Help Recruiting Physicians?

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

Third Consecutive Best Places to Work Award for Jackson Physician Search

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May 15, 2018 –  Alpharetta, GA – For the third consecutive year, Jackson Physician Search is one of the Best Places to Work in HealthcareTM for 2018, according to Modern Healthcare. The annual program recognizes outstanding employers across the industry.

 

“As a physician search firm, there is extra significance in being recognized again as a great place to work,” said Tony Stajduhar, president. “Clients and candidates look to us as the experts in identifying cultural fit. It’s the single biggest factor in successful recruitment and retention.”

 

“In building our team and our blueprint for cultural fit, we embrace the core values of the Jackson Healthcare companies: Others First (Put others before self), Wisdom (Do the wise thing) and Growth (Keep getting better),” Stajduhar added.

 

Jackson Physician Search first made the list in 2016 as one of the top 15 Best Places to Work. In 2017, they advanced into the top 10, ranking as ninth with the additional distinction as fourth Best Place to Work for Millennials, in the supplier category. Modern Healthcare released the 2018 alphabetical list on May 14, and will publish the rankings in September at the Best Places to Work in Healthcare Awards Dinner.

 

Jackson Physician Search is 25th on Fortune’s list of best small and medium companies and certified as a great workplace by the independent analysts at Great Place to Work®.  Its parent organization, Jackson Healthcare, has been recognized on the Atlanta Business Chronicle’s “Best Places to Work” list since 2005.

 

Jackson Physician Search specializes in permanent recruitment of physicians and advanced practice providers to hospitals, health systems, academic medical centers and medical groups 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 and fees.

 

Visit www.JacksonPhysicianSearch.com and Jackson Physician Search on LinkedIn. Follow @JacksonPhysicianSearch on Facebook and @Jackson_Search on Twitter.

 

 

Media Contact for More Information:

Lori Schutte: 770.643.5533 lschutte@jacksonphysiciansearch.com

Mary Barber: 314.494.6952 mbarber@jacksonphysiciansearch.com

Declare 2018 the Year of Transparency

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Outlook.

According to Merriam Webster, the word has nuanced meaning.  It can be “a point of view” or “a prospect for the future.”  Charging headlong into 2018, you may first think in terms of the future: What can we count on to remain constant next year?  What changes do we expect?  What will utterly shock us in 2018?

The truth is, we can’t predict the future – and only a few of the factors that influence the future outlook are under our control.

That’s why our point of view really matters.  If we look at our challenges as opportunities – and communicate about them with transparency – we will expand the positive impact of the work we do for our organizations and communities.

What Influences Point of View?

Each person’s experience informs their unique point of view. But for anyone who has had a seat at the table with fellow administrators, providers, policy makers and civic leaders, it is clear:

  • Strong relationships amplify positive impact
  • Transparency is the foundation of strong relationships

What Influences Recruitment in 2018 (and Beyond)?

In 2018, there will be no relief in the pressure to recruit physicians and advanced practice providers, especially in rural, remote and low-income areas. But viewing physician recruitment as an insurmountable challenge can sometimes cloud our vision and cause us to overlook the opportunity to build on our foundation of relationships and exercise transparency, creativity and resourcefulness.

Certainly we will be more constrained by limits on compensation and resources.  Fortunately, those are not the only criteria that motivate providers to practice in our communities.  Physicians and advanced practice providers want to become valued members of a community in which teamwork and partnerships extend beyond the clinic exam room and hospital walls.  Yes, we need physicians, but they need community partners to help them fulfill their life’s work and use their training to promote health.  They respond well to clear expectations, transparency about the realities of a practice, and no hidden agendas.

At Jackson Physician Search, it is our job to understand the needs of the hospital or clinic, discover the motivations of candidates, and find the fit that works for everyone from the facility and the community to the physician and his or her family.

Communicating and acting with transparency has the power to transform our communities to become the places where the best providers want to work and live.

If we can declare 2018 as the Year of Transparency, the outlook for recruiting physicians who will fit, success, and stay will be positive.

Learn more about the Jackson Physician Search policy on transparency …or Contact a consultant now to start building a transparent and rewarding relationship.

Physician Hiring Outlook

2019 Outlook for Hiring Physicians

For several years, reports of the ongoing physician shortage have dominated the headlines. To give healthcare leaders the comprehensive information they need to invest and adjust…

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Get Ahead of the Physician Shortage Curve in 2017

The conversation around the physician shortage is often about “the numbers,” and the complexity of meeting the needs of a patient population that is growing faster than…

Need Help Recruiting Physicians?

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

Jackson Physician Search in Top 10 Best Places to Work in Healthcare

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Oct. 4, 2017 – Alpharetta, GA — Jackson Physician Search advanced to the top ten Best Places to Work in Healthcare, as revealed at Modern Healthcare’s annual awards dinner, held September 28th in Las Vegas. This year’s ranking as 9th among suppliers represents the second consecutive year of recognition for the firm, which also again ranked as 4th Best Place to Work for Millennials in the supplier category. Modern Healthcare’s program, now in its 10th year, recognizes outstanding employers across the industry.

“Empowering our employees to provide clients and candidates with an exceptional experience is central to our culture,” stated Tony Stajduhar, President. “Recognition as a Best Place to work results from providing our team with the right training, tools and environment to deliver great results and enjoy working here.”

“Being a top-ranked workplace for millennials also signals that we understand the critical success factors for building the workforce of the future,” Stajduhar noted. “We translate that awareness to helping our hospitals, health systems and medical groups successfully hire the new physicians they need to serve their communities.”

Jackson Physician Search was certified this year as a great workplace today by the independent analysts at Great Place to Work®. Jackson Physician Search is part of the growing family of Jackson Healthcare companies.

 

Jackson Physician Search specializes in the 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 www.JacksonPhysicianSearch.com and Jackson Physician Search on LinkedIn. Follow @JacksonPhysicianSearch on Facebook and @Jackson_Search on Twitter.

 

Media Contact for More Information:

Lori Schutte: 770.643.5533lschutte@jacksonphysiciansearch.com

Mary Barber: 314.494.6952 mbarber@jacksonphysiciansearch.com

[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?

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

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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.

Modern Healthcare Again Selects Jackson Physician Search as one of the Best Places to Work in Healthcare

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For the second consecutive year, Jackson Physician Search has been named as one of Modern Healthcare’s Best Places to Work in Healthcare.

In sharing news of the repeating the award in 2017, Tony Stajduhar, President of Jackson Physician Search, said, “The consistent recognition we receive as a great place to work is a win not only for our employees, but for our customers. These rankings validate our strategy of empowering our employees to provide clients and candidates with the best possible services and customer experience.”  Read More
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Jackson Physician Search: New Name. Winning Culture.

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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