Physician recruiters make a myriad of decisions every day based on professional and personal experience. Since you’re in the business of people, you’re well aware that you can’t allow prejudice or bias to affect your decisions. 

What about unconscious biases that affect decisions, though? It’s important to understand that even though we may not realize it, we all have some sort of unconscious biases. 

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Doximity is about to kick off a new Telehealth Fellowship in November. This year-long program for medical professionals interested in technology and health care innovation arose from the knowledge that the best ideas come directly from clinicians.

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The American population is becoming more diverse. The chance that two people chosen at random are from a different race or ethnic group increased exponentially since the last U.S. Census. However, it probably won’t come as a surprise that the physician workforce hasn’t followed suit. Among the many stats, Black and Hispanic Americans account for nearly a third of the population, (per the U.S. Census Bureau), yet only 10% of them are doctors (per the AAMC) As for current medical students, just under 11% are Black or Hispanic (also per the AAMC). 

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It's not surprising that hospitals and healthcare executives are more focused on recruitment and retention than ever before. After all, large portions of the healthcare workforce were forced to find new careers and employment during the pandemic. 

The good news is that nearly 50,000 new healthcare jobs have been added since January 2021. The bad news? The U.S. will need more than 500,000 jobs to get back to pre-pandemic levels (per the U.S. Bureau of Labor Statistics). While demand for physicians was increasing year-over-year for three years leading into 2020 (per Doximity) – and despite the increased demand for healthcare workers overall – the pipeline of doctors training for many of these roles has slowed to a trickle (per Stat).

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Recruiters are busy, and time is precious, so productivity is essential. The problem is that a lot of us confuse working more (longer hours) with working harder, which doesn’t always equal efficiency or success. That’s where working smarter comes into play. 

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September is National Women in Medicine Month #WIMMonth, as declared by the American Medical Association. We'd like to take a moment to recognize female physicians in medicine by sharing a Physician Spotlight, originally posted to the Doximity Blog. 

We interviewed Amber Robins, MD, faculty family medicine physician at Rochester Regional Health and Associate Director for Diversity, Equity, and Inclusion.

Read the questions below to get a better sense of what doctors are doing on Doximity as well as to hear Dr. Robins' experience as an African American female physician.

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Recruiting goes hand-in-hand with physician retention, but what really works to convince doctors to stay? Offering compelling benefits and ensuring your organization (or the one you’re recruiting for) has a curriculum for addressing physician burnout are two ways to increase physician retention; however, the key to keeping physicians happy long-term starts with the onboarding process.

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There’s no single ingredient or skill that makes a great physician. Medical skills and qualifications are important when you’re looking for suitable candidates for an opportunity; however, some of the most important personal traits and qualities can’t be found on a CV. Physician candidates need to fit in culturally if they are going to succeed at an organization, so some traits are better assessed in person.

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Ever wondered what a doctor really does on Doximity? Although it’s clearly valuable for physician recruiters to have a network of over 2 million clinicians to source from, what’s in it for the doctors who have voluntarily signed up for the tool?

If you’ve wondered why, you’re not alone! In fact, our Doximity Talent Finder team has been asked this question a multitude of times, so we went straight to the source to get answers. We asked doctors how they use Doximity and what their favorite parts of the platform include. Of course, using Doximity to find new job opportunities was a highlight, but in order to share with you some features you may not already know about, here are some of the other reasons why they love using Doximity.

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From the time they start medical school, every medical student thinks about Match Day and where they’ll complete their residency training. The school medical students attend is important, but most physicians believe where you complete your residency training is most impactful on your career. That’s why medical students work hard to get into the best residency programs in their respective specialties, and physician recruiters have an opportunity to help them navigate residency programs. That’s also where Doximity’s Residency Navigator comes into play.

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