Doximity Talent Finder had been updated! And while the site looks better than ever, these new features are more than just a facelift. We updated the platform from the ground up, and a few of the new features include: simpler, streamlined workflow to send DocMails, improved text analysis and machine learning algorithms on published Job Posts to match opportunities with the best candidates, and brand new Dashboard to monitor activity and stay up-to-date on your team's outreach. Read on for the details.

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When you think about video chat apps, you probably imagine a father on a business trip video chatting with his kids at home; or perhaps old college roommates catching up from opposite coasts. Charles Butler, MD, imagines video chatting with his ophthalmologist, his cardiologist, and his dermatologist – and he’s made it a reality for countless patients and physicians.

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We write frequently about social recruiting and the feedback we’ve gotten from physician recruiters is this: you know you have to implement social recruiting, but you’re still a little unsure about where to start. So we thought we’d go back to the beginning with a few basics. 

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Over the next seven years, an estimated 6.5 million new healthcare jobs will be have to be filled, according to the Bureau of Labor Statistics. A large number of those positions will be for physicians and based on the current state of physician hires it doesn’t bode well for the industry. That’s where Karen Height comes in.

Height has been the Sourcing Director for Banner Health for nine years now, but strangely her background isn’t in recruiting. She has a degree in Journalism and has worked in media management and advertising for years. She even managed a local television station in Colorado. So why is she a physician recruiter thought leader? Her record of success says it all.

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Scott Robbins calls himself a “Human Capital Executive" and he’s been hugely successful for 18 years. He’s known for his wildly out-of-the-box thinking, which is precisely why Scott joined Matrix Medical Network almost four years ago – they're boldly changing the way healthcare is delivered.

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Wall Township on the New Jersey Shore is just one hour from Manhattan, but it’s truly a world away.

Jamie Haines, MA, a physician recruiter and onboarding specialist at Meridian Health knows this only too well. She says the easy part of recruiting for Meridian Health’s six-hospital system in New Jersey is also the hard part: “We’re close to New York City, but we are NOT New York City. We’re in suburbia. So unless physicians hail from this area, they don’t know what a great place the Jersey Shore is.”

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When Steve Jacobs got his first call about an opportunity to be a physician recruiter, he didn’t realize it was an actual career. He was six years into this recruiting position with a consulting firm when the client came to him with another special request: they wanted to start an in-house recruiting department and Jacobs was to take the lead. Over the next seven years, he built a great recruiting program and built new programs on as needed.

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When you work with Cary Sullivan, there’s one thing you can be certain she’ll say a lot: “I’ll take it on.” 

Sullivan started working in healthcare for a physician practice at just 16, then she landed a spot at an HMO in Buffalo, New York when she was 21. She says the HMO had great vision and it was a perfect fit for her. Sullivan worked in the member services department and then central medical administration, and because she was doing a job that was new and undefined she moved desks frequently. At one point she ended up at a desk in the MIS department – surrounded by graduate students (one of the HMO’s founders taught at SUNY). She joined in football betting pools with the MIS department. She even baked for them. In return, they taught her how the databases were organized. She became proficient at pulling data and presenting graphs that told a story with data. It was undoubtedly a win-win.

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