It happens all the time in the physician recruitment game: you reach out to a candidate who simply never responds. You know being unresponsive has nothing to do with a candidate’s skill set or suitability for an opportunity, but what about the candidate who’s gone through step after step with you, then simply stops calling back? When a candidate goes dark it adds more stress to your job, but there are a few things you can do to minimize radio silence.
When a candidate goes dark,
Minimize radio silence with physician candidates,
What to do when a candidate stops calling
The medical profession is still experiencing uncertainty and transition, and the demand for physicians is becoming increasingly competitive. What are you doing to ensure your recruiting breaks through? Here are five trends that are impacting physician recruitment now.
physicians are mobile,
Recruiting physicians for rural America,
Growing U.S. physician shortage,
Physician Recruitment Trends,
Physicians are aging and retiring
Face-to-face is clearly the ideal way to communicate with physician candidates, but these days that’s just not feasible. We live in a digital world, and most of your communications are likely done via some form of electronic communication – yet the impression you make is rarely the same. When you communicate electronically, your writing style reveals a lot about your personality and professionalism, but the message you’re trying to convey isn’t often what ends up in the candidate’s inbox.
Writing effective DocMail messages,
Boost your recruitment messages,
Why effective communication takes time
We're proud to announce that more than 1,000,000 licensed medical professionals are now using Doximity to connect, collaborate, and collectively provide better care for their patients! The million members consist of around 700k physicians, 150k NPPAs, and 90% of graduating residents - as well as PharmDs and Medical students.
Because Doximity Talent Finder is the platform that enables social physician recruiting on this massive network – the largest one in the country – it's changing the way physician recruitment is done, too.
70 percent of the nation's physicians,
Doximity physician members,
The good physician treats the disease; the great physician treats the patient who has the disease.’’ – Sir William Osler, FRS FRCP
Physician recruiters are in the business of understanding the many skills and credentials a doctor needs to be considered a great fit for their job. Being a physician is much more than diagnosing and treating patients, though, it’s demonstrating compassionate patient care and a commitment to those patients. So, beyond academic degrees, residencies, clinical training, and board certifications, there’s another set of skills you need to assess: soft skills.
Physician empathy improves patient outcomes,
Soft skills complement hard skills,
Recruiting beyond clinical qualifications,
What soft skills mean in physician recruitment
Part 5 of our Physician Recruitment ROI Series. Just arriving? Start here!
If Return on Investment is the tip of the iceberg, what’s beneath the surface of the water? We’ve written a lot about measuring the Return on Investment (ROI) of your recruiting tools, but there’s a new concept in marketing and now recruiting that just as important: Return on Impression.
Return on Invement,
Measure the effectiveness of your recruiting tools,
Return on Impression
One of the most important metrics for measuring the Return on Investment (ROI) of your recruiting tools is analyzing Sourcing Channels. When you measure these metrics over time, you’ll discover trends based on seasonality and more. Then you can invest in channels that actually deliver quality candidates – and are the most cost effective.
Analyzing sourcing channels,
How to calculate ROI for sourcing channels,
How to evolve your sourcing campaigns
Many physicians depend heavily on Nurse Practitioners (NPs) and Physician Assistants (PAs) to provide care within their practice. In fact, these clinicians now play some of the most crucial roles in the healthcare space.
Recruiting NPs and PAs,
Physician recruiters are all too familiar with the Candidate Funnel, often called the Talent Pipeline. Simply put, this is the process of finding, engaging with, and hiring prospective candidates. Physician recruiters know they need to be constantly looking for quality candidates, even when there’s no immediate opening, so your funnel is vital over the long term.
Maximize your candidate funnel,
Improve your physician recruitment ROI,