How does a recruiter find success using Talent Finder, Doximity’s physician recruiting tool? We recently held a webinar featuring some of our most experienced users from MedSearch, who shared insights on how they keep a competitive edge with Doximity Talent Finder. Their ideas were so impactful that we decided to discuss some of their secrets to success here.

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Hospitals and healthcare organizations are not just evaluated on the quality of healthcare they provide. Each patient interaction is critical to optimizing customer service and patient satisfaction. In fact, 82% of patients say quality customer service is the most important factor they consider when choosing a healthcare provider or system (per Silverline). 

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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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Recruiting physicians is like playing a sport: it takes time and practice to be at your best. But what if the best players in the game could share their advice with the rest of us to give us a head start?

Lucky for us, our Talent Finder Client Success Team took the initiative and asked some of our seasoned recruiters for their most valuable lessons learned in physician recruiting. Here’s what they had to say:

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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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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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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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