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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Good communication is a “soft skill” that’s essential for building great relationships. It’s important for physicians to communicate effectively with patients and their families, plus honing communication can lead to stronger relationships with colleagues and vendors, too. In fact, soft skills are often what separates a good physician from a great one.

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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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One mistake many recruiting managers make is assuming social media, including social recruiting, is just another tool to add to an existing workflow. But social media is a strategy, not a tool. It requires forethought, planning, and dedicated implementation across the recruiting team. Social media isn’t a passive strategy, either – it requires engaging with passive candidates actively. This is critical to physician recruiting because a whopping 86% of physicians are passive candidates.

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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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A 2014 Social Recruiting Survey from Jobvite revealed some interesting data about social and mobile recruiting (you can download the full report). Recruiters now credit social networks like Doximity with improving the physician recruitment process in several ways: 44% said social recruiting increased both the quality and quantity of candidates (social networks allow you to vet candidates before and after the interview); 34% said social recruiting improved the time to hire; and 30% said social networks improve candidate referrals.

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If you’ve ever spent a day cold-calling candidates, you know it can be exhausting. Besides, all of us—including physician candidates—have put up a lot of barriers to traditional communications these days: fewer people answer their phones; fewer open their emails; and if a banner ad or an email smells of anything promotional, we run in the opposite direction.

What if you could communicate with candidates in a place where they’re already hanging out? That’s part of social recruiting, and if you’re using Doximity Talent Finder to source and nurture prospects you’re already a social recruiter.

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