Search Consultant Maya Becker leveraged a combination of digital tools and techniques to help a rural FQHC hire three physicians in the span of just six months.
As demand for healthcare services increases nationwide, Federally Qualified Healthcare Centers (FQHCs) are experiencing exponential growth. FQHCs treat patients regardless of their ability to pay and often serve as the sole source of care for their communities. However, their ability to provide access to care hinges on recruiting and retaining healthcare providers — a challenge amplified by funding constraints and, at times, the location of these clinics.
The rising demand in northern Indiana led one FQHC to open five new locations in 2024 — all of which would need to be staffed with primary care physicians and other providers. The leader of the group wanted to ensure the rapid growth wouldn’t dilute the organization’s commitment to quality care. Aware of Jackson Physician Search’s record of successful rural physician recruitment, she enlisted their help to find primary care physicians who were passionate about serving the underserved.
Physician Jobs with Flexibility and a Cause
Search Consultant Maya Becker met with the FQHC’s leader and was immediately impressed by everything she learned about the group. It was a collegial, supportive environment focused on quality of care. The offered compensation was not as competitive as some hospitals in the region, but the schedule flexibility and generous time off made up for it. It would be an ideal opportunity for physicians who prioritize work-life balance and want to make a difference.
Maya knew that finding the right cultural fit was critical. She focused on crafting both a Family Medicine job ad and an OB/GYN job ad that would speak to mission-minded physicians and highlight the schedule flexibility as well as the lack of call and weekend shifts. She also noted that the small-town locations were easily accessible from Chicago.
Maya distributed the job ad via Jackson Physician Search’s extensive job board network. Then, she turned to the multiple physician databases in her toolbelt to identify mission-minded family physicians and OB/GYNs with ties to Chicago. She began reaching out to these physicians one by one. Her first strong lead, Dr. A, reached out to her during this process.
A Physician Drawn to the Rural Location
Though Maya initially saw her client’s location as an obstacle to overcome, Dr. A reached out because of it. An experienced OB/GYN, Dr. A was practicing in an underserved neighborhood of Chicago, where she rented an apartment. However, she owned a home in the town where Maya’s client had an opening and was looking for an opportunity to move back.
Maya couldn’t believe their luck. She knew the marketing strategy that put her job posting in Dr. A’s feed deserved most of the credit. Maya was thrilled to have a qualified, interested candidate, and she knew after the very first conversation that Dr. A would be a great fit. Her client agreed and quickly arranged a site visit. Upon visiting, Dr. A loved everything she learned about the group. The people were warm and welcoming, and the patient population closely aligned with her current practice.
Her only concern was the compensation, as she was interviewing with other organizations offering more. With Maya’s guidance, Dr. A decided the mission, culture, and growth opportunities made the FQHC her first choice.
Family-Focused Resident Seeking Work-Life Balance
From the start, Maya knew the candidates most likely to be interested in the position would be those who prioritized work-life balance, such as a physician with a young family. This was exactly the situation of Dr. L, a resident in New York whose database profile indicated an interest in Chicago. Maya reached out to Dr. L because of the job’s proximity to the city. However, Dr. L had young children and a partner who worked long hours, so the schedule flexibility was what she found most appealing. The FQHC’s flexible scheduling options and the job’s lack of weekend or call requirements were ideal. The on-site interview went well, and Dr. L was thrilled to sign on for a four-day workweek with no call. This was the perfect scenario for her young family.
A Promising — but Hard-to-Get — Candidate
Maya continued to pursue promising leads, but there was one she simply couldn’t pin down. Dr. E’s CV had come to her attention thanks to a Jackson Physician Search colleague who spoke to her about a different opening. Dr. E had recently finished her residency in Texas and was looking for opportunities to serve in Chicago, where she was originally from. Maya reviewed her colleague’s notes from the call, and, on paper, she seemed like a perfect fit. However, she was not returning Maya’s calls!
Maya did not give up, emailing or calling once a week about the opportunity with her client. After eight weeks without a response, Dr. E finally called Maya back. Thanks to the client’s swift action, a week later, Dr. E met on-site with the team. A week after that, she had an offer in hand. Maya helped her understand the contract terms, compensation package, student loan assistance, and what she could expect in those first days and weeks on the job. Dr. E appreciated Maya’s “hand-holding” and was thrilled to have an opportunity to serve patients in a town so close to her family in Chicago.
Secrets of Physician Recruitment Success
Maya opened the search for her client in December 2023, and all three candidates accepted offers by June 2024. The vast Jackson Physician Search job board network and its arsenal of digital tools were key to helping Maya connect with potential candidates from all over the country. Once Maya knew who she was targeting, her persistence and ability to incite excitement about the position were critical in getting candidates on-site. She also understood each candidate’s job search preferences well and then showed them how her client could meet their needs.
Maya also credits her client for recognizing the limitations of the offered compensation and making up for it with schedule flexibility. They were also quick to provide feedback and invite candidates on-site. They seized on a candidate’s interest and kept the process moving until the contract was signed. As a result, northern Indiana has three more physicians providing much-needed quality care to its residents.
If you are hiring physicians or APPs at your organization, the recruitment team at Jackson Physician Search has the network, tools, and expertise to accelerate your search. Reach out today to learn why so many organizations put their trust in Jackson Physician Search.
