There are a lot of factors that affect your recruitment strategy. As a recruiter, you take the time to build relationships with candidates as well as earn trust and credibility. However, some recruiters may overlook a critical step in the process: setting realistic expectations. Starting with clear expectations and maintaining ongoing communication means you can address changes as they happen. It also helps you to drive the recruiting process and keeps candidates informed and engaged. 

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Finding the right physicians for your opportunities can be challenging, and your job as a recruiter is more important than ever. You have a unique opportunity to give physicians a wide variety of patient care options as well as lifestyles that suit their needs. Being strategic in the way you approach physicians with your opportunities is key. Do you know what doctors want in a new job? Do you know HOW physicians prefer to be contacted by recruiters? We recently asked some of our Doximity physician members for their advice on recruiting physicians, and their insights are incredibly valuable. Here are the top 5 tips:

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Physicians don’t wake up one morning and realize they’re burned out. Burnout is usually the final stage of a long, slow process of exhaustion (per the National Institutes of Health). It’s important to understand because 42% of physicians report they’re burned out, and most of them say it started well before the pandemic. There are a lot of contributing factors and many ways to combat physician fatigue and dissatisfaction. Let’s start with technology.

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It’s National Healthcare Recruiter Recognition Day, and today Doximity is celebrating each of you. 

Here’s what we know about physician recruiters: You love to help people. It’s one of the most fulfilling things about your job (and the highlight for most recruiters). Two other things: recruiting takes hard work, and success is no accident. It’s much more than a job for many of you. It’s what makes you tick.

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This week is National Hospital Week, which is a perfect opportunity to highlight and thank the hospitals, health systems, physicians, and every other healthcare worker who helps our communities.

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While compensation is always an important factor in any job search, the pandemic has up-ended a decades-long trend towards growing urbanization and preference towards big city life. Suddenly, there’s been a dramatic shift in our nation’s cities and suburbs. The USPS says over 15.9 million people moved during the past year! Urbanites are looking for more space, and many people have relocated to smaller communities. It’s a phenomenon that has doctors making changes, too. 

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Last year brought significant changes to recruiting, and recruiting the best physicians has never been more critical. The Bureau of Labor Statistics projects one million healthcare jobs will be added by 2024! The landscape is constantly changing, and physician recruiters need strategies and solutions to recruit and hire top talent now. Are you using the right tools? Are you finding the right candidates? Here are some ideas to make the most of your time and tools right now.

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Physician recruiters have the exciting yet challenging task of sourcing quality physicians in a market where turnover is climbing, and more physicians are retiring. Passive candidates (those not actively looking for jobs) have been the Holy Grail for physician recruiters for a long while, but with the pandemic in play, more physicians are keeping their eyes open for opportunities.   

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Predictions of an increasing U.S. physician shortage have been around for years, and the recent pandemic only perpetuated this concern, as physicians are also retiring at a rapid pace. A new study from Jackson Physician Search reveals more insights about physician career satisfaction, and we’re sharing some of its findings, along with what recruiters can do to help doctors maintain career satisfaction.  

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Spring is officially here and for many of us this means a time to clean and organize our living space - but why stop there? At Doximity, we like to go one step further and use spring cleaning as a time to freshen up our recruitment strategy.

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