In a rapidly evolving healthcare landscape, CEOs of health systems are laser-focused on one paramount goal: improving patient care outcomes. According to Becker’s Hospital Review, this priority tops the list of health system C-suite initiatives for 2025. Yet, achieving this goal hinges on having the right physicians in place — a challenge that underscores the value of a robust physician recruitment function.

A strong recruitment strategy does more than fill vacancies. It also accelerates the time to hire, secures top-tier talent and minimizes the organizational and financial costs of prolonged vacancies. Here’s how:

1. Faster Hiring = Better Patient Outcomes

Physician vacancies create a ripple effect throughout the organization, impacting patient care delivery, staff morale and operational efficiency. Overburdened physicians may experience burnout, leading to errors, patient dissatisfaction and even higher turnover. A well-oiled physician recruitment function ensures your health system hires quickly, keeping teams fully staffed and maintaining high quality care standards.

Key Insight:

Every day a critical physician role remains vacant, patients may face longer wait times and diminished access to care. This can jeopardize a health system’s ability to meet quality benchmarks, adversely impacting patient satisfaction scores and reimbursement rates.

2. Quantifying the Financial Benefits of Reducing Time-to-Fill

Beyond quality-of-care metrics, unfilled physician roles have a direct financial cost. The average physician generates $2.4 million annually in net revenue for their organization, meaning every day a position goes unfilled translates to lost revenue.

Organizations can quantify this impact using tools like MissingPhysician.com, which calculates the financial windfall associated with reducing time-to-fill. This data allows CEOs and CFOs to see the tangible benefits of investing in physician recruitment infrastructure.

Example:

A specialty like cardiology, with an average time-to-fill of 180 days, could result in a $1.2 million revenue loss during that period. Reducing time-to-fill by even 30 days can recapture $200,000+ in revenue.

3. Investing in Recruitment Yields Long-Term Gains

Physician recruitment isn’t just about speed; it’s also about building relationships, understanding market dynamics and strategically aligning talent acquisition with organizational goals. By investing in a dedicated recruitment function, health systems can:

• Access a larger, more diverse candidate pool.
• Strengthen employer branding to attract high-caliber candidates.
• Enhance retention by identifying candidates aligned with organizational culture and long-term objectives.

Practical Action Steps:

• Utilize data-driven strategies to forecast workforce needs.
• Partner with recruitment specialists skilled in reducing time-to-fill for hard-to-recruit specialties.
• Integrate tools like MissingPhysician.com to align recruitment goals with measurable financial outcomes.

As CEOs champion better patient care, they must recognize physician recruitment as a cornerstone of this mission. A seamless, efficient recruitment function ensures that the right talent is on board to deliver on the organization’s promise of quality care. Moreover, linking recruitment success to financial metrics, such as reduced time-to-fill and lost revenue recovery, can secure buy-in from key stakeholders across the C-suite.

Physician recruitment is an operational necessity, but it’s also a strategic lever to achieve top-tier patient care and financial sustainability. By prioritizing recruitment, health systems can address the CEO’s #1 priority for 2025 while simultaneously unlocking significant financial gains.

Want to explore the financial impact of reducing time-to-fill at your organization? Start your journey toward recruitment excellence today.

We’re spending more than ever! Why aren’t we getting applications?

Over the past 2–3 years, I’ve heard the same thing from just about every client we work with: “Our job postings aren’t getting the candidates they used to provide.” Budgets are climbing rapidly, sometimes doubling, just to get the same number of candidates clients would have received a year ago. The worst part? Not knowing if this is a trend or our new reality (I’m leaning towards the latter).

As I look back over my career, this all seems very familiar. It started years ago, when classified advertising in the back of newspapers was the king of talent attraction (yes, I’m old). You’d receive your weekend paper and there were hundreds of local jobs to sort through as you tried to find the right position to email (or fax, again, I’m old) your resume. Like what we are seeing today, these channels became oversaturated, the candidate experience was challenging, and it gave rise to job boards like CareerBuilder, Monster and others. For hard-to-fill roles, we’ve seen the same trend in direct mail and email. It worked early, but eventually everyone started doing it and now the ROI has fallen to a point that makes these marketing tactics almost impossible to recommend.

So … what’s next? What’s the answer? How can you combat these diminishing returns?

If your job postings are yielding fewer results, it’s time to rethink your strategy. Here are five tips to enhance your recruitment efforts creatively and proactively:

1. Revamp your career site. Enhance your candidate experience by ensuring seamless navigation and a clean, attractive design. A well-designed career site reflects your brand positively and can significantly improve candidate experience, making it easier for potential applicants to find and apply for jobs. The key is to refine your candidate pathway to make it as simple as possible to:
   • Find the role they are seeking (candidate experience matters).
   • Learn about the opportunity and the organization (a strong employer brand can help reduce your cost-per-hire by 50%, and increase the number of qualified applicants by another 50% – LinkedIn!).
   • Complete an application (make sure this can happen in less than 15 minutes).
2. Leverage employee advocacy. Encourage your employees to share their experiences and job openings on social media. Authentic testimonials and stories, both written and in video, from current employees can attract high-quality candidates by providing a genuine glimpse into your organization. With younger generations not trusting advertising, yet finding tremendous value in reviews, this is your way to provide real-life reviews of your mission, vision, culture and values. They may not trust the message when it comes off as a sales pitch, but when they hear it from someone they know, or from someone who is in the role they are hoping to be hired into, it matters.
3. Implement proactive recruitment strategies. Start building a talent pipeline by strategically identifying and engaging with potential candidates you know you will need now and well into the future. Use networking events, industry conferences and social media to connect with professionals who might fit your needs. Build awareness now to attract talent in the future—and the word ATTRACT is the key. Using this approach helps us to stop spending reactively and replaces these efforts with a long-term goal of attracting talent that has heard of your organization and is looking forward to their future as part of your team.
4. Use targeted content marketing. Create valuable content that appeals to your ideal candidates. Blog posts, videos and social media content that showcase your company’s personality, culture and values can attract passive candidates who align with your organization’s mission and vision. This approach showcases your thinking and approach to your industry and can provide exciting views into your organization that candidates can’t otherwise find. It also can provide some of your best advocates with a voice and avenue to deliver messages on what they see as most valuable within their career and your organization.
5. Get creative. When others continue to zig, it’s time for you to zag. What’s that Egon Spengler said (again, I’m old)? Print is dead. While old, stale postcards and letters are getting poor results, 3D mailers delivered as a package are still getting great responses. After all, who doesn’t love getting a package that needs opening in the mail? The key: keep it unexpected and positive. Relate it to the role you are trying to fill and refine your target audience. What’s not working the way it used to, and what can you do to change perspectives on that channel? Have you thought about rolling out the red carpet to candidates who have been referred by employees? What would that look like today? Potentially a website built just for them where they can easily find the role they are looking for, and, because they are a referral, an abbreviated application process and guaranteed first-round phone interview with a recruiter. It’s time to think differently and to approach our challenges with creativity.

By employing these strategies, you can rejuvenate your recruitment efforts, attract a higher quality of candidates, and fill positions more efficiently. And, if you need help in any of these areas, AB&C is here to help. Just give us a call (or email, text or … send us a really creative 3D mailer). We’re all about great strategy, creative approaches and most of all, improving your hiring ROI.

In today’s competitive job market, where we are still seeing an unemployment rate lower than 4%, attracting and retaining top talent is becoming a top concern for organizations looking to thrive and grow.

The research is in, and employee advocacy is more important than ever. Both Millennials and Gen Z have a significant distrust of advertising, but they trust and appreciate reviews. As organizations strive for future hiring success, one key aspect that can set yours apart is a workplace culture that employees are so proud to be part of they naturally want to spread the word. A positive and inclusive culture not only boosts employee morale but also fosters employee advocacy. When your team is proud to be a part of your organization, they become powerful advocates, helping attract new talent and enhancing your brand. Sounds great, right? But how do you get there?

Start by taking a closer look at your culture and focus on providing the resources that will help strengthen employee advocacy. Here are 10 tips to guide you:

Tip 1 – Define Your Core Values:

Clearly articulate and communicate your organization’s core values. Make sure employees understand how these values guide decision-making and shape the company’s identity. More importantly, help your team members understand exactly how they, and the work they do, align with these values. When there’s alignment, your team is more likely to become passionate advocates for your brand.

Tip 2 – Invest in Employee Development:

Today, employees want to know there are professional development and growth opportunities. They want to know their employers see value in their professional growth and are offering continuous learning opportunities and professional development programs. When employees feel an organization is invested in their growth they are more likely to be engaged, and engaged employees 2.5x more likely to advocate for their company. While a LOT of companies provide these options for their team, this is an opportunity to put a spotlight on how your offerings differ, just as importantly, celebrate our team members’ success when they achieve their development goals.

Tip 3 – Ask Hard Questions:

We all know some of the things that help to create a positive work environment: encouraging open communication, celebrating achievements, and addressing concerns promptly. But do we understand where we stand honestly in these critical areas of importance? Sometimes getting to the truth of a situation requires asking team members the hard questions, like “Where are we falling short of your expectations?” or “Have you ever referred a friend or colleague for employment?” Asking the right questions, being honest about what was heard, and communicating how the organization is willing to change will build loyalty and a sense of being heard, leading to advocacy.

Tip 4 – Recognition and Rewards Programs:

We know the importance and value associated with employees who feel valued at work. Employees who are recognized for their achievements are significantly more engaged and are motivated to do their best. As we take the time to congratulate and thank our teams and to acknowledge their contributions, they will take the time to advocate on behalf of the team that sees their value. The amazing thing? It doesn’t always have to be a financial reward or a big announcement. For example, here at Aloysius Butler & Clark, one of our most popular Zoom channels is the “Kudos” chat. It’s where we celebrate and recognize one another, letting our fellow team members know their contributions are seen and appreciated. A culture of appreciation is a culture that team members are willing to advocate for.

Tip 5 – Encourage Employee Feedback:

Providing opportunities for employees to provide suggestions and insights is an important factor in them feeling heard. Establish channels for regular feedback from employees. Gen Z and Millennials have grown up receiving real-time feedback on their activities, such as video games that provide immediate rewards for specific activities or sharing information on their social platforms and receiving comments or likes. Actively listen to their suggestions and concerns and demonstrate a commitment to improvement. When employees see their input making a difference, they become more invested in the success of the organization.

Tip 6 – Promote Work-Life Balance:

If we want team members to value the organization, then the organization needs to value the things that are important to them. It is becoming clear that a top priority for employees is work-life balance. It’s critically important that we support work-life balance initiatives to ensure employees can maintain a healthy equilibrium between professional and personal life. It’s not enough to just approve vacation requests. We need to monitor our teams and address issues of people pushing too hard and potentially burning out. We need to encourage turning off email and telling team members you won’t be available when you are on vacation or after hours. This demonstrates a commitment to employee well-being, fostering a positive culture.

Tip 7 – Provide Opportunities for Social Interaction:

Foster social interactions within the organization through team-building activities, events, and community service projects. Positive relationships among employees contribute to a strong sense of camaraderie and community. Did your team gather and work on a community benefit project? Great! Thank team members for being involved and share the photos and/or videos! Encourage them to share their thoughts on why the event was so important to them through their own social channels. If we want team members to advocate on our behalf and to share our great work culture, be sure to provide them with the support to do it.

Tip 8 – Flexible Work Options:

Offer flexible work arrangements when possible. This could include remote work options or flexible hours. Sometimes it’s as easy as allowing a team member to start their day an hour earlier so they can leave to watch their child’s recital or sporting event. It may be allowing a team member to use sick time to take a parent or loved one to a doctor’s appointment. Providing flexibility shows trust in your employees and demonstrates you value their contributions enough to work around the things in their life that are important to them. When employees feel valued, they in turn see value in the organization.

Tip 9 – Transparent Communication:

Honesty and transparency matter. No one likes to feel like information is being withheld or that they can’t trust the leadership of an organization. Maintaining transparency about company goals, challenges, and successes is critical. When employees are informed and feel connected to the company’s vision, they are more likely to push to help resolve challenges and to understand when difficult decisions are having to be made. According to Bill Higgs, “All problems are communication problems.” While sometimes news is harder to provide and may require more perspective on what it means, having a culture where employees can trust what is being communicated is a big win.

Tip 10 – Support Employee Well-being:

Prioritize employee well-being by offering wellness programs, mental health resources, and other initiatives that promote a healthy work-life balance. We’ve all been through a lot over the past several years—COVID-19, heightened political tensions, terror threats, rising tensions associated with social injustice, etc. It’s never been more important for team members to feel supported through these and future challenges.

I get it, that’s a LOT to focus on and all these elements are critically important to building a culture that employees would want to advocate on behalf of. But the most important thing is the first step. What are the quick wins that you and your team can influence and get started on right away? Take the first step … and communicate it. Hold yourself accountable to your team and start down the path. Employee advocacy is a powerful tool in attracting and retaining top talent, ultimately contributing to the long-term success of the business. It’s worth the investment.

Millennials and Gen Z are at the forefront of a remarkable shift in consumer behavior. The traditional landscape of recruitment marketing now faces an unprecedented challenge from these generations, who exhibit a marked reluctance to blindly trust a job posting. 

These cohorts, born into a world saturated with marketing messages, have developed a keen eye for discerning authenticity from manipulation. They are embracing a new paradigm—one driven not by flashy ads but by the collective voice of reviews and user-generated content. 

Studies indicate that nearly 70% of Millennials and an even more staggering 85% of Gen Z distrust traditional advertising. They’re wary of glossy campaigns that seem more focused on selling than informing. 

This disillusionment stems from a desire for authenticity and transparency, qualities often found in peer-reviewed content rather than scripted promotions. It’s a generation that craves real experiences and values the opinions of their peers, seeking guidance from those who have tested and experienced an organization’s employment culture firsthand. 

What does all this mean? Your most powerful talent attraction messages just might come from your own employees … not your marketing department. 

Understanding Brand Ambassadors vs. Natural Advocates 

Brand ambassadors are typically organization-designated individuals whose role involves promoting and defending their company. They’re guided, prompted, and usually trained by marketing to “speak the language” of the organization. In the past, this was sufficient and was received positively. But, today, as Millennials and Gen Z become more aware, these “organizational mouthpieces” are quickly losing their influence and becoming less relevant.  

However, natural employment advocates are organic supporters who genuinely believe in their organization and willingly advocate on its behalf—without training, without prompting, and using their own voice. They come to their organization’s defense when they read a comment that is false or misrepresents what they know to be true. Employment brand advocates see the mission and vision of the organization as something that personally aligns with their values. And, to this end, when the company is criticized or spoken about unfairly, they stand up for their truth.  

Understanding this distinction is pivotal in recognizing the value of a naturally positive work culture. 

It’s getting harder to recruit, and advertising can’t be your only answer.  

With unemployment rates reaching 50+-year lows, the battle for talent is a top priority for leaders across all industries. According to DDIworld.com, “Rising to the top of the list of CEO concerns, retaining talent was the #1 concern identified by 59% of CEOs this year.”  

It’s never been more critical to identify and leverage every possible benefit when it comes to attracting and retaining talent. It’s time to focus on building an employment culture that encourages and empowers employee advocacy. 

What are the outcomes?

• Retention Rates and Employee Satisfaction
  Research consistently demonstrates that organizations with a positive culture enjoy higher retention rates and increased employee satisfaction. A welcoming environment fosters loyalty and dedication, reducing turnover and associated recruitment costs.

• Enhanced Productivity and Innovation
  A culture that nurtures positivity encourages creativity, collaboration, and innovation among employees. They feel more engaged, leading to higher productivity and a dynamic work atmosphere that fuels growth.

• Cost Savings in Recruitment and Training
  Reducing turnover through a positive culture not only provides savings on recruitment expenses, but also minimizes the need for extensive training for new hires. This translates into substantial cost savings for the organization.

• Impact on Revenue and Business Growth
  Studies indicate that companies with happy employees tend to outperform competitors. A positive culture correlates with increased customer satisfaction, thus boosting revenue and fostering sustainable growth. Need an example? In 2023, FastCompany.com reported, “A study by Alex Edmans found that companies with high levels of employee satisfaction tend to outperform their competitors in the long run. In fact, a portfolio of companies ranked in the top 10% by employee satisfaction outperformed those ranked in the bottom 10% by 2.3% to 3.8% per year in stock returns.” Simplified, happy employees equate to better financials.  

• Creating a Culture that Fosters Natural Advocacy
  Leadership plays a pivotal role in shaping an organization’s culture. Encouraging open communication, recognizing achievements, and prioritizing work-life balance are strategies that cultivate a culture where employees willingly advocate for their workplace. Additionally, it’s important for organizations to ask questions and to listen actively to their team members. In today’s work environment, it’s more important than ever to understand the values and purpose with which your team aligns. Explore opportunities for them to give back to the communities where they work. Provide options for them to contribute in meaningful ways. For example, taking part in pride celebrations, coaching a youth sports program, participating in volunteer days to celebrate Martin Luther King Day, etc. All of this adds up to a culture where employees feel valued, heard, and, most importantly, appreciated. 

How do you build an employee advocacy program from scratch? 

Strengthening an employment culture and building natural advocates doesn’t happen overnight. It takes planning, a willingness to listen and change, and time. But there has never been a better time to start developing this essential tool for recruitment and retention success. Are you ready to take the leap? In my next blog, I will share my top 10 tips for getting an advocacy program off the ground. 

We’re here to help guide you into a better recruitment future. Let’s talk.  

In the ever-evolving landscape of healthcare, the recruitment of talent stands as a pivotal challenge for hospitals and health systems. Understanding and aligning with Millennial and Generation Z preferences and priorities and the evolving trends within these demographics becomes critical for healthcare providers’ financial and recruitment/retention success.

1. Embracing Technology and Telehealth

Millennials and Gen Z have grown up in a digital era. They are accustomed to seamless technology integration in all aspects of life, including healthcare. Remember, these generations hate the expression “We’ve always done it that way.” Change, especially increased efficiency, through technology is sought after, not feared. Telehealth and digital health solutions have surged in popularity, not only as a response to global events but also due to their convenience and accessibility. Indeed reported a 392% increase in remote nursing jobs in 2023. Five years ago, this would have been considered impossible. Hospitals and health systems need to highlight their technological advancements, promoting the integration of telehealth services and innovative technologies within their facilities to attract tech-savvy talent, but also to show their willingness to innovate and look to the future.

2. Focus on Work-Life Balance and Flexibility

Both Millennials and Gen Z prioritize work-life balance and flexibility more than any previous generation. In November of 2023, I had the privilege of attending the Northeast Physician Recruiter Association’s annual conference. One conference highlight was Matt Clancy of the NEJM/NEJM CareerCenter’s presentation on “Understanding Millennial Physician Job Seekers.” The research results came with a big reveal. In all the years the NEJM/NEJM CareerCenter has produced this research, the number one incentive for physicians was, you guessed it, compensation. Today, physicians are telling us, “Balance is the new compensation.” Flexible work hours, remote work options, initiatives allowing employees to work at the top of their license, and a focus on employee wellness are critical for attracting and retaining Millennial and Gen Z healthcare professionals. Make no mistake, it’s still critical for organizations to be competitive financially, but health systems that promote their robust wellness programs gain a competitive edge in recruitment efforts.

3. Diversity, Equity, Inclusion, and Belonging (DEIB)

Millennials and Gen Z are considered “social justice” generations. They are known for, and passionate about, their commitment to diversity, equity, inclusion, and belonging. Transparent and proactive efforts to create a diverse and inclusive environment resonate strongly with these generations. You may be thinking, “We put our EOE statement on all our jobs, we post our jobs to the minority-focused websites, we make sure we show photos of diverse groups of employees working for us,” but that’s just a start. A true and genuine commitment to DEIB is evident in everything you share with candidates and patients. It’s included in every job posting, not as a footer but weaved throughout the description and responsibilities/requirements. It’s included in your website content and even more importantly is truthful and resonates throughout the hiring and employment experience. This isn’t something that can be faked. It’s something that needs to be lived, from a candidate first learning about your organization through the hiring process and through the entire employment experience. Don’t say it, live it.

4. Career Development and Continuous Learning

The desire for continuous learning and career advancement opportunities is high among Millennials and Gen Z. While their battles with older generations’ priorities and workstyle have been discussed and debated for years, health systems that push for more experienced generations to invest in their more youthful counterparts’ professional development are more likely to attract and retain this talent. Both Millennials and Gen Z seek mentorship programs and educational assistance. They WANT to be great at what they are doing, and they are seeking someone who is willing to come alongside them and to guide them. Emphasizing internal mobility and offering opportunities for skill development are crucial.

5. Purpose-Driven Work

Purpose. We all seek it, but these generations have an innate drive to make their work about more than financial compensation. In addition to a competitive compensation package, Millennials and Gen Z are drawn to organizations that align with their values and contribute positively to society. They want to be excited about what they are doing and the difference they are making. They want positive stories to share with their family and friends. They want to wake up in the morning and know the long hours and frustrations they are about to face are making a positive change in their community. Hospitals and health systems emphasizing their mission, community engagement, and social impact resonate deeply with Millennial and Gen Z professionals.

As we move into 2024, you should be focusing your efforts on:

• Enhanced Digital Presence: Utilize social media, employer branding, and digital recruitment platforms to reach and engage talent.
• Personalized Recruitment Approach: Tailor messaging and recruitment strategies to align with the values and preferences of Millennials and Gen Z.
• Highlight Technological Advancements: Emphasize the integration of cutting-edge technology and telehealth solutions. Don’t be afraid to show how you are innovating.
• Promote Work-Life Balance: Showcase flexible work options, wellness initiatives, and a supportive work environment.
• Embrace DEIB Initiatives: Highlight a commitment to diversity, equity, inclusion, and belonging across all facets of the organization.
• Invest in Career Development: Emphasize opportunities for growth, mentorship, training, and continuous learning.
• Emphasize Purpose: Showcase the organization’s mission, community involvement, and societal impact. Share stories that candidates will want to share with their friends and family.

2024’s healthcare landscape is unlike anything we’ve experienced in the past. It necessitates a deep understanding of the preferences and values of Millennials and Gen Z. Health systems that can adapt and flex their recruitment strategies to align with these trends and priorities will be better positioned to attract, engage, and retain the talented workforce needed to drive the future of healthcare.

Are you unsure where to start? We are passionate about helping our client partners recruit and retain great talent. It all starts with a conversation. Let’s talk.

Physician vacancies pose a significant financial threat to healthcare organizations, affecting both short-term revenue and long-term sustainability. As healthcare institutions grapple with the challenges of physician shortages, the financial implications of these vacancies become increasingly pronounced and will determine who leads the industry into the future and who falls to the side along the way. 

At the forefront of the issue is the immediate impact on revenue generation. Unfilled physician positions translate to missed patient consultations, diagnostic procedures, and treatments, directly affecting billable services. The revenue potential associated with these unrealized services can quickly accumulate, creating a considerable dent in the financial performance. For example, did you know the national average revenue generated by a physician is $2.4 million per year? It’s easy to understand how vacancies can quickly add up to financial crisis.

MissingPhysician.com emerges as a valuable resource for healthcare recruiters and administrators seeking to quantify the financial risk posed by physician vacancies. This platform provides insights into at-risk revenue, allowing organizations to calculate the potential income lost due to unfilled positions. By leveraging such tools, healthcare leaders can make informed decisions about resource allocation and recruitment strategies — all with a focus on decreasing the time it takes to fill these needed roles.

Beyond the immediate financial setback, physician vacancies contribute to increased operational costs. When roles go unfilled, existing staff members bear the burden of additional responsibilities, leading to burnout and decreased productivity. Overtime pay, temporary staffing solutions, and recruitment expenses further escalate the financial toll associated with physician shortages.

Moreover, the reputation of the healthcare provider is at stake because extended physician vacancies can hinder patient trust and satisfaction. Negative patient experiences resulting from longer wait times and reduced access to care can lead to patient migration to competitors, affecting the overall patient volume and consequently the organization’s revenue stream. 

As healthcare providers are struggling with all the challenges associated with providing services in today’s challenging environment, their top priority should be attracting the individuals their patients are paying to see: their doctors. As the shortage worsens, it’s critical that organizations take a proactive stance in addressing these challenges to mitigate the immediate and long-term financial risks. As the healthcare landscape continues to evolve, addressing physician shortages becomes not only a clinical imperative but a crucial financial strategy for the sustainability of healthcare institutions.

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As a staff recruiter, you have to target physicians precisely, and then differentiate yourself from your competition — and do it all on time and on budget. That budget may be tight. You may be a team of one. And the physician shortage sure doesn’t help. But you press on.

Because your bottom line relies on the income physicians bring into your organization.

In AB&C’s 10 + years of helping physician recruiters, we’ve seen the challenges you face. And we’ve helped healthcare organizations find and bring in the physicians they need to keep the bottom line in the black.

But even if you can’t hire an agency just yet, we can still help with your recruitment strategy. Here are four areas you should focus on:Read full post...

A website portal is an excellent way to brand your organization and offer members something more specific then the general information on your website. We recently updated one of our client’s physician recruitment portals by asking these three simple, strategic questions:Read full post...

It’s smarter and less expensive to invest in your own employment brand identity, rather than depend on outsiders to fill your pipeline.

The best physicians deliver better care. But what’s the best way to find those physicians?

Investing in locum tenens to fill vacancies can certainly deliver the physicians your patients need, and there will always be a need for them. But at what cost? The physicians’ longevity and loyalty are uncertain, and they’re only a short-term solution.Read full post...

Nobody has to tell you times are tough. Budgets are tight. And senior execs at your hospital or health system likely believe your efforts to attract physicians and advance practitioners are getting more expensive. And to an extent, they’re right — because they only look at recruitment as an expense.Read full post...

What is a stronger employment brand really worth?

If you want to recruit and retain top talent, visit our recruitment marketing page. 

An interesting collection of statistics showing the current state of physician recruitment

If you want to recruit and retain top talent, visit our recruitment marketing page. 

23 percent plan to leave medicine or are at least considering doing so.

In August, I’m headed to sunny Tucson, AZ, for the annual Association of Physician Recruiters (ASPR) Conference. Along with my friend and colleague Emerson Moses of One Medical Group, I’ll present on how technology is changing recruitment. Thanks to our partnership with MDLinx.com, we’ll have great data from our 2013 market research survey on physicians and how they seek employment.

We’ll take an in-depth look at our research study details during our August 13 presentation, but here are some other fascinating statistics to hold you over until then (cardiologist turnover rates are really high!).

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