Physician recruiter serves as an extension of the team, quickly bringing two providers to a pediatrics group in Nevada…with more to come.
After months of searching for physicians and advanced practice providers to join his private pediatrics group, Dr. Z was understandably frustrated. His long-term plan to more than double the size of his ten-provider practice was indefinitely stalled. Dr. Z could not find one provider who met his criteria, let alone ten! He posted the job on several widely known job boards, but no one in the handful of applicants met his parameters. It was time for a change.
Despite his frustration, Dr. Z resisted when Dylan Frost, Senior Manager of Business Development at Jackson Physician Search, reached out to offer assistance. He had experience working with a contingent physician recruitment firm and thought he preferred that model. Dylan and Dr. Z spoke several times about the value of a dedicated partnership and the difference it makes. While a contingent recruiter might forward a handful of applicants, the Jackson Physician Search recruiter would serve as an extension of his team, diving in to fully understand the position and provide recommendations to make the position more marketable. Unlike a contingent firm, the Jackson Physician Search recruiter would leverage a targeted digital strategy to source candidates and screen them before presenting to ensure a good fit. Dylan understood Dr. Z’s pain points and demonstrated how Jackson Physician Search could provide relief.
Eventually, Dr. Z agreed that this was the new plan he was looking for, and a partnership was born.
Narrow Parameters, Limited Candidate Pool
Dylan introduced Dr. Z to Search Consultant Stefan Gonzalez, who would lead the search for a pediatrician and a nurse practitioner. The practice was growing quickly, so Dr. Z’s urgency was high. Because he felt it would expedite hiring, Dr. Z would only consider Nevada-licensed providers. Stefan warned him that such narrow parameters would significantly limit the candidate pool, but Dr. Z insisted.
Stefan moved forward, leveraging the arsenal of tools available to him through Jackson Physician Search. He posted the job ads on a vast network of applicable job boards and Doximity, the largest online network of physicians and advanced practice providers. Despite casting a wide net, as Stefan predicted, the Nevada license requirement excluded most otherwise qualified and interested candidates.
A Small Change With a Big Impact
One month into the search, Stefan returned to Dr. Z to restate his recommendation to relax the licensing requirement. While licensing in Nevada takes three to four months, Stefan stressed that finding an interested candidate already licensed in Nevada could take at least that long. Dr. Z reluctantly agreed.
Soon after the adjustment, Stefan received an inquiry from Dr. H, a pediatrician practicing in California. She saw the ad on the Jackson Physician Search website and wanted to learn more. After speaking with her by phone, Stefan thought she would be a great fit. He presented her to Dr. Z, who quickly scheduled a call. The initial call went well, and she came to Las Vegas within the month for an interview. A few weeks later, she accepted an offer. They had absolutely made the right decision by opening it up to other physicians.
Meanwhile, Stefan received an application from a nurse practitioner already working in Nevada. She was looking to relocate to Las Vegas and felt the position would be a good fit. After speaking with her, Stefan agreed. He presented her to Dr. Z, and things moved quickly from there. Two weeks later, she went for an interview and signed a contract just a few weeks after that!
Secrets of Physician Recruitment Success
After months of independently searching for pediatricians and APPs, Dr. Z’s clinic had not found anyone they wanted to hire. So, what did Stefan and Jackson Physician Search do differently? First, Stefan stepped in to serve as an extension of Dr. Z’s recruitment team, thoroughly getting to know the organization and its needs. With this level of understanding, Stefan could make recommendations and design a strategy to meet the group’s needs.
Dr. Z’s initial licensing requirement left them with an extremely limited candidate pool, so rethinking those parameters was critical. Stefan’s strategic use of the Jackson Physician Search job board network also helped achieve the level of exposure needed to attract the best candidates. Once they had viable candidates for the position, Stefan and Dr. Z worked together to move them through the process quickly, ensuring they remained engaged and were never at risk of losing interest. As a result, the time-to-hire, or the length of time between a candidate entering the pipeline and signing a contract, was less than two months for both candidates. This physician recruitment metric, though often overlooked, significantly impacts the process and is one of the few metrics employers can control. Dr. Z and Stefan did an excellent job streamlining the process, so they wasted no time getting qualified, interested candidates to the point of contract.
Dr. Z was so happy with Stefan’s results that he immediately asked him to open two more searches for another pediatrician and nurse practitioner. After years of working with contingent recruitment firms, Dr. Z learned firsthand the difference it makes to work side-by-side with a trustworthy physician recruitment partner.
If your organization is struggling to find the right physician, the recruitment team at Jackson Physician Search has the digital tools to cast a wide net and the expertise to screen applicants, presenting only those candidates who are certain to be a good fit. Reach out today to begin a dedicated physician recruitment partnership.
