Why use a Physician Recruiter?
Sep 14
posted by Joe Knighton in
Jobs, Physician Recruiting
| 0 Comments
I began my career in healthcare recruiting in the role of a third party recruiter. Helping physicians find jobs is my passion. This industry is full of seasoned professionals, each promoting their version of the recruitment process. One company proudly touts their 44 step recruiting process. Impressive? I moved to the client sales side of the business and I currently work with hospitals and facilities who are trying to identify the best tools and methods of finding doctors. The truth of the matter is that doctors are looking for jobs. The methods they use to accomplish this are the real question. Some may do their searching using their own resources, trying to get in touch with the hiring authorities directly. They might use recruiting resources like ePAS or one or more of the many job boards. Some decide to use a recruiter and leave all of the contract/travel negotiations and arrangements up to that third party.
Doubtless third party recruiters have their place, but are they necessary? In fact consider this, if a hospital or practice recruiter has seven potential candidates to review and four will have large fees payable to a third part recruiters, which candidates will be the first selected? Correct: the three without large placement fees attached.
Finding that new opportunity as a Physician, Nurse Practitioner, or Physician Assistant does not have to be hard. Many candidates successfully manage their own job search. Some things to consider are:
1. Job Boards – Posting information on these sites will allow recruiters to mine your information. Think judiciously about the number and type of sites you choose. Remember that data on the internet can live long after the search is filled. Job boards can be excellent places to see what is available in your market.
2. Homework - Decide where you want to live and do some market research. Get realistic data on cost of living, housing, and amenities. This data is all over the internet. Then review the open opportunities and get a feel for salaries and benefits. Again, this data is available from sources like the AMA and the MGMA at no cost to you. Hospital websites and internal recruiters can provide vast amounts of reliable information.
3. Email – Managing email can be a daunting task. Sift through those from third party recruiters, and only reply to those that come from actual hiring authorities. Sending a polite reply to a recruiter is important. (The person on the other side could be the CEO from the hospital.) A hiring entity that displays an interest in you is meaningful even if it is not the exact job you want. This is a small industry and people frequently move between facilities.
4. Voicemails -You will be getting phone calls, a lot of them. Don't let this scare you; these people want to talk to you about a job. One option is to use your voice mail to ask them to send you an email and schedule a time for a phone call.
Your job search doesn't have to be complicated by a recruiter who may be interested in channeling you to an opportunity that is not really what you want. Remember, third party recruiters are paid at the time you are placed at the job they have posted. Not necessarily the job that is right for you.
Take a hint from Nike and "Just Do It " As more and more physicians turn to services such as ePAS hospitals are more likely to consider those candidates first rather than those that come with a big placement fee. Ensure that your qualifications aren't lost behind those big fees. Comments are always welcome.
jknighton@epasonline.com @joe_knighton
