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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Physician recruiting looks drastically different than it did last January. While there's no denying that 2020 was a challenging year for everyone, we’ve also seen remarkable resilience across the healthcare industry. (We wrote more about how physician recruiters can be resilient both at home and on the job in a previous article.) 

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Doximity just released its annual physician compensation report. The findings reveal the impact COVID-19 has had on the healthcare industry and trends around salaries by location, specialty, gender, and practice type.  

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A few months ago, we wrote an article about how the coronavirus pandemic has supercharged the use of telemedicine. Last week, Doximity published the 2020 State of Telemedicine Report, which estimates that more than 20% of all medical visits in 2020 will be conducted by telemedicine. That represents $29.3 billion of medical services. 

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One of the best things about using Doximity Talent Finder to source and recruit healthcare candidates is knowing that millions of verified clinicians are using Doximity every day. 

You know candidates are finding jobs on Doximity. What other features can really benefit them? We covered a few things doctors do on Doximity (and why they love it) in an previous article, but if your candidates aren't as familiar with the true value of Doximity – or the clever ways they can use it – here are seven things to point out:

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2020 has brought with it some challenges. The pandemic has changed the healthcare industry, including how recruiters source and hire candidates. During these changing times – and any time for that matter – we believe journaling can be a tremendous tool for healthcare recruiters as well as their physician and clinician candidates.

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We’ve all experienced a time when a candidate you were excited about either went unresponsive or flat out told you they were no longer interested in your job. It happens, and it’s part of physician recruitment - especially when clinicians are in as high of demand as they are today. The good news is that there are some tactics recruiters can practice to help keep the conversation going -days, months and even years after an initial rejection. 

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