It’s a great time to work in healthcare. Despite high rates of burnout and job dissatisfaction among doctors, being a physician ranks #8 overall on the Best Jobs in the U.S. and #6 among Best Healthcare Jobs. According to the U.S. Bureau of Labor Statistics, the unemployment rate for physicians is also a mere 0.5%.

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What’s the lifeblood of all medical specialties? Graduates fresh from medical residency training. They fill open positions created by physician turnover; they replace physicians retiring from the medical field; and they bring new ideas and the latest medical information. Most importantly, they are our best hope for filling the physician shortage – forecast to be over 100,000 by 2030.

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The more a physician recruiter knows about a candidate, the more value you add to the recruitment and hiring process. That's why getting to know the candidate – beyond just their skills and qualifications – and thoroughly understanding what they’re looking for is critical. But all that sleuthing and sourcing doesn’t mean much if you can’t land the candidate. We constantly speak with innovators in physician recruitment to learn about current trends and to determine what’s helping their recruitment success. Here are some key questions physician recruiters are asking candidates that you should be asking, too.

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Let’s start with a couple of “what if” questions. What if you could streamline your recruiting process and spend more time proactively reaching out to physician candidates? What if you knew about some key online resources that could help?

You’re already reading this, so you’re off to a great start. A plethora of great resources are out there to help you take a step back, discover new trends in recruiting, and chart some interesting dialogue. Who knows, maybe you’ve already jumped into the foray. We’ve created this list of 8 resources—ranked in no particular order—that we believe you’ll find highly valuable. 

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Convincing a doctor to move – whether it’s for a locum tenens position or an opportunity for the doctor to settle down – is easier if your candidate has a personal connection or local tie to your community or state. Did the physician candidate (or their spouse or partner) get their undergraduate degree at a local University? Maybe he or she attended medical school or completed their residency training there? Was the candidate – or their spouse – born there? Perhaps they have family or close friends who live nearby. Candidates are often willing, eager even, to go back to their roots.  

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Telemedicine is transforming health care – and it’s here to stay.

Sure, there are challenges, including licensure: state laws governing the provision of telemedicine services differ widely. Other potential pitfalls include the fear that electronic interactions will replace vital in-person visits with physicians.

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Nearly 40% of physicians today say that they would not choose to enter the medical profession if given the opportunity to do it all over. That’s up from 1973, when fewer than 15% of physicians reported any doubts about career choices. Physician burnout rates are now twice as high in medicine as in other fields – even after adjustment for factors such as age, level of education, and hours worked in the past week (per the 2018 Medscape National Physician Burnout & Depression Report).

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In an earlier article we pointed out that technology can challenge doctors of all ages. What’s important to note, though, is technology that’s challenging to one doctor (think fax machines) may not challenge another (think EHRs) – largely because undeniable differences increase the gap between doctors of different ages. We’ve always believed that understanding generational differences can drastically change your recruitment strategy, and this is especially true when it comes to technology.

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Technology – from telehealth services to wearable medical devices – has been a driving force in healthcare for decades. Doctors are overwhelmingly early tech adopters (think Apple Watch), yet we hear a lot of complaints about technology in healthcare: younger doctors are frustrated because they’re forced to use ancient technologies in the workplace (think fax machines), still others are challenged by digital health/medical records (EHRs or EMRs).

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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.

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