There are many career paths a physician can pursue in medicine, with clinical practice, research, and academia among the most common. While both clinical and academic medicine involves directly caring for patients, academic medicine offers physicians the added opportunity to conduct research and/or educate and train the next generation of doctors.

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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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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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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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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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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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