eDoctorJobs.com Blog

Where have all the Primary Care Jobs Gone?

Tue, 15 May 2012 12:12:00 -0500

After 7+ years of school you can't find a job where you want? Consider this... The major Metropolitan areas are saturated with physicians. Maybe it's time to broaden your scope; maybe even make more money! There are always considerations but looking at the map, reveals finding a job in your "ideal" location may not be as easy as you think. Major city hospitals have training programs that retain most of their graduates throwing off the whole "supply and demand" theory. If you look a bit closer you will see many opportunities exist within reasonable driving distances. Community Health Centers and rural health clinics often offer loan forgiveness as part of the compensation package (all dependent upon the HPSA score). If you are seriously looking for a new job or know someone who is- we can help! Let us put you directly in contact with the hiring authority. No head hunters, no pressure.

Another Physician Shortage – Really?

Wed, 14 Dec 2011 13:08:00 -0500

From the early 1930's prognosticators reported physician shortages. Several times governments, hospitals and the populous prepared for shortages that never materialized. One shortage prediction actually resulted in a physician surplus. No wonder today's predictions of physician shortages are met with less than a dramatic response. The Third Party Physician Recruiting industry is often the source for much of the data associated with physician demographic and employment information. Each year the surveys and studies quoted are by those tasked with finding employment for physicians. In an industry where there is so little trust between third party recruiters and those they work for it is no wonder that there is some skepticism. However, organizations outside the recruiting industry are confirming what the industry is reporting. The Association of American Medical Colleges predicts that by 2025, the US health system will have 46,000 fewer primary care physicians than it needs. The Bureau of Labor Statistics predicts there will be 212,000 physician openings by 2014 due to growth and net replacement of retiring physicians. That number represents more than 25 percent of the current physician work force. Adding to the shortage is the aging population. The National Ambulatory Healthcare Administration says people ages 66 and older average six physician office visits per year; individuals ages 46 to 65 average 5.4 visits annually; and people 25 to 35 years old average 2.2 visits a year. Increasing numbers of older patients mean heightened healthcare demand (PhysiciansPractice.com). My father lives in a community of about 111,000. He reports wait times of up to six (6) weeks to see his primary care physician and then he frequently sees the PA or NP. In 2008, he experienced extreme fatigue. His primary care office suggested some blood work to see what was going on and "waiting to see how he was feeling in a few days." Fortunately my mom was not "waiting to see." She insisted they drive 30 miles to see a Cardiologist. In less than a week, he was on the table for bypass surgery. Good thing he did not wait on his primary care doctor. Hype or not, the physician market is dramatically realigning as: • The list of hospitals and practices looking to recruit grows daily. • The shortage of Internists or Family Practitioners in rural areas or densely populated cities is expanding to areas previously unaffected. • Increasingly more graduating physicians are opting to specialize • The future of health care reform will move delivery of primary care from the emergency rooms to the practice office as the uninsured receive medical coverage. • The recent health care reform and emphasis on government spending is causing doctors to move to employed positions in hospitals and facilities to avoid the risks of private practice. • The shortage notwithstanding, many facilities are still not interested in foreign medical graduates or older more experienced physicians. So, empirical evidence and the experts seem to support the shortage. If you are a doctor looking to move or one about to graduate, how does this affect you? What are your thoughts?

What's in a Name?

Tue, 06 Dec 2011 15:16:00 -0500

What's in a Name? Apparently a lot! You told us that you love the functionality and service of epasonline.com, but the name was confusing. We do not want confusion. Therefore, while we were upgrading the site and enhancing the tools and technology, we thought it would be a good time for a name change: Introducing: eDoctorJobs.com: same great tools and doctors, less confusing name. At www.eDoctorJobs.com posting new jobs is even easier. The updated technology provides a state of the art job board. Doctors, clients and the search engines will readily connect the name with the service and you can continue on finding candidates and filling jobs. Just give us a shout if you would like assistance setting up your opportunities. We are happy to help and to acquaint you with the new features. We are sure you are going to love www.eDoctorJobs.com.

The Best is Yet to come!

Tue, 18 Oct 2011 10:55:00 -0500

Hello All, You may have seen my title change over the past week. We have been trying to determine the best use of my time during our R&D quarter. At this time The Inline Group, which is another division of our company, is refocusing their service. I have been asked to help lead the Inline team in marketing the new Inline Group. The Inline Group will be launching a new website in 4 weeks and we already have a new video to promote the service, http://www.theinlinegroup.com/video/index.html. The Inline Group will introduce their new model at the MGMA show in Las Vegas, NV on October 22, 2011. As for ePAS, Jim Eisenhauer, our lead developer, will launch the job board in November and increase the functionality of the site. Jim will invest his time in SEO optimization and candidate acquisition. As a part of our candidate acquisition strategy, a mailer will go out from ePAS to physicians in the United States. If you are a physician in my network, please be on the lookout for this ePAS mailer. We feel that reaching out to the physician market during the winter months will increase ePAS usage now and into the spring and summer. We will also be ramping up our advertising in physician journals, such as Journal of Medicine, and will invest in banner ads on multiple sites, such as www.mdpreferredservices.com . Since ePAS has acquired a large portfolio of some of the biggest names in healthcare and some of the best places to work in the nation, we feel that it is time to let ePAS become a referral base service. We appreciate each one of our clients and the referrals that have come and continue to come in due to your comments about the service. We are focused on optimizing the service for our existing partners and will strive to maintain our partnerships by keeping renewals high for the 2012 year. In order to accomplish that goal we are determined to have a higher volume of quality candidates than anyone else in the market. If you are a customer of ePAS, I will still be your account manager even though I will be marketing for The Inline Group. My email and phone number will remain the same. I am excited about the new challenge that has been laid out before me and look forward to having each of you on the ePAS service for the 2012 year. If you have any questions, please feel free to contact me anytime. Thank you! Joe jknighton@epasonline.com

Five Questions to ask Yourself About Your External Recruiter

Wed, 21 Sep 2011 10:07:00 -0500

Can you imagine needing a CPA or attorney and getting a phone call from a marketer? Can you imagine paying a retainer to a law or accounting firm and not meeting the lawyer or CPA doing your work? Can you imagine not knowing if they passed the CPA exam or the Bar? Wouldn't you want to know if they kept up on their continuing education? Can you imagine the marketer for that company calling to tell you that it was going to cost twice what they originally told you? Of course you can't. When you need the services from a professional firm, you interview the professional, not the marketer. You talk to the CPA and discuss your situation, your position, your desires. You talk about how he or she will approach your relationship. You determine that they have passed the appropriate exams and training for their profession. You choose each other. This is the way that professionals do business. When you last signed up with a third party physician recruiter did you meet the recruiter before you signed the agreement? Did you choose your recruiter from a list of biographies? Did you even have any input on the choice or the level of experience? Did you ask if they passed the ethics exam for their profession? Did you ask about their training? In most cases third-party physician recruiters contact you via marketers, get you to sign sometimes a hefty contract and don't introduce you to your recruiter until the ink has long ago dried. Does it make sense? You tell me.

Why use a Physician Recruiter?

Wed, 14 Sep 2011 17:59:00 -0500

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

The Evolution of Physician Search

Fri, 09 Sep 2011 18:33:00 -0500

As we approach the 10th anniversary of September 11, 2001, most of us recall vividly where we were on that fateful day. The internet allows virtually limitless access to video clips, stories, and memories of the tragedies that played out. I find it as painful to watch now as it was then and our thoughts and prayers go out to those who lost loved ones on that day. Reflecting back ten years reminds me that we entered the physician-recruiting world that year also. As a small firm, we watched the events unfold from our first company offices. September 11, 2001 changed the way many of us viewed the world. This last decade has also dramatically changed the way we work. Our first company office was "networked" but we wondered who really needed internet access? In 2001, the "Blue Book" provided us client data in hard copy form. The US Postal service connected us to doctors via thousands of pieces of printed and stamped mail (aka personalized invitations). In 1998, Google's creative founders wanted, "to organize the world's information and make it universally accessible and useful". Google, the company, went public in 2005. "Google" the verb became official in the 2006 editions of the Oxford and Merriam-Webster's dictionaries. In 2001, Wikipedia, the on-line encyclopedia, revolutionized research. LinkedIn, the professional on-line connection site, arrived in 2002; today it reports 120 million active users. Facebook began connecting people in 2004, today boasting 750 million active users. YouTube gave us videos and television shows on line starting in 2005 and Twitter first tweeted in 2006. We can call the children tagged as "Generation Z" "digital natives". Digital communication has existed for their entire lives. Those of us from "Generation Old" remember when we questioned the endurance of the internet. Some of us are still surprised it lasted. The internet revolutionized access to physician job information and candidate data. While initially, our industry was skeptical, recruiters and doctors evolved. Email became the preferred mode of communication and database companies exploded, allowing users to search candidates and jobs with ease. However, sometimes you can have too much of a good thing. "Google" physician jobs today and you get 1.9 million entries. Data posted on-line never dies and searching candidate databanks today is as time consuming as making cold calls was in 2001, not to mention pricey! Hundreds of affiliations and companies host databases and charge for the privilege of accessing their candidates. Many entities spend $15-30 thousand dollars a month for such access. Add to that, Facebook, LinkedIn and Twitter accounts. We can 'Facebook, 'Tweet', and follow just about anyone 24/7. Many companies have dedicated employees tasked with the management of social media. If your IT guy is older than about 35, it may be time to get some new blood. What does all this mean for physician search and doctor jobs? Organizations must evolve and find new ways to make their product "Value added". It will be interesting to watch the evolution. Comments?

An Insider’s Look at Physician Recruiting

Tue, 06 Sep 2011 15:30:00 -0500

Physician recruiting as an industry can trace its roots to the 1980s. Today, estimates place the number of physician recruiting firms at between 4500 and 5000. The vast majority of these are very small, local firms or individual recruiters working from home. The National Association of Physician Recruiters, founded in 1985 has attempted to standardize the industry and provide a much needed code of ethics. Firms generally fall into one of three categories. Retained firms receive upfront fees and a placement fee when a physician is found. Contingent firms are paid only at the time of placement. The third category has resulted from the growth of the internet and social networking. These companies provide databases for posting positions and CVs, they offer a variety of candidate screening service levels. As naïve CPAs we entered this industry ten years ago, believing that the placement of physicians would be similar to the executive placement industry. We were quickly disabused of that notion. In our combined 50 years of business experience we have never seen a business relationship as contentious as that between the internal physician recruiter and third party recruiting firms. On the Fox Business Network, Bill O'Reilly claims that his show is "The No Spin Zone." It is my plan for this blog to be just that for physician jobs. Our industry is full of organizations who claim to be "The Experts" in physician recruiting. Here you will get an inside look at what I have learned and experienced in my 10 years in the industry. Sometimes it may be irreverent and perhaps I will irritate some along the way. Our industry is changing and so we should be willing to take an honest look at ourselves. Hopefully we will have some fun along the way. I welcome your comments.

Doctor/Physician looking for a job? Some things to keep in mind...

Wed, 24 Aug 2011 17:48:00 -0500

Get an idea of what you are worth!
- Research the average salary of physicians practicing in your specialty in the area of the country you are interested in. There are many tools on the internet that will help you with this.
- Remember that each region may have distinct economic advantages or disadvantages. Texas, for instance, has a comparatively lower cost of living to a lot of states as well as having no state income tax. Factors such as these should be weighed when looking at the total compensation for an opportunity.
- It can also be very advantageous to educate yourself on how hospitals or medical groups determine their compensation for physicians. Just like in your specialty, knowledge is key here.
Verify your information and past patient and practice history on physician review sites such as Vitals, Healthgrades, or RateMDs
- Although these are private rating companies, physician recruiters will often refer to them as means to check your current and past practice history, education, and other important information. You will want to ensure that they, not only do the ratings sites have your correct information, but that your record also has the correct association (you are you)!
Do not underestimate the importance of social networking
- We are in a new era of connection. If you haven't already, establish a LinkedIn profile and starting joining groups that relate to your specialty and interests, you will find a lot of opportunities there and can build an employment pipeline rather quickly.
- Don't spend all your time looking on job boards, register with them. Doctors are always in high demand, someone will find you. Here at ePAS Online™ we offer just that; a simple tool where you enter your contact information and we provide your completed profile to hiring hospitals and medical groups and alert them that you are interested in their area. Registering is easy and completely free.
Keep your NPI information up to date.
- The Administrative Simplification provisions of the Health Insurance Portability and Accountability Act of 1996 (HIPAA) mandated the adoption of a standard unique identifier for health care providers. The National Plan and Provider Enumeration System (NPPES) collects identifying information on health care providers and assigns each a unique National Provider Identifier (NPI).
- Your NPI number is a unique identifier (think of it like a social security number) that a lot of external collections and databases use to cross reference information about you as a practicing physician or mid-level provider.
Make sure your state licensure(s) is up to date.
- If needing to applying for a state license you must keep in mind the time it can take to complete the process.
- The following article, by FSMB staff, is an excellent primer for physicians seeking licensure.
- Below is a list of all the state licensing boards:
  - Alabama State Board of Medical Examiners
    Alaska Division of Occupational Licensing, State Medical Board
    Arizona Medical Board
    Arizona Board of Osteopathic Examiners in Medicine and Surgery
    Arkansas State Medical Board
    Medical Board of California
    Osteopathic Medical Board of California
    Colorado State Board of Medical Examiners
    State of Connecticut, Department of Public Health
    Delaware Board of Medical Practice
    District of Columbia Board of Medicine
    Florida Board of Medicine
    Florida Board of Osteopathic Medicine
    Georgia Composite State Board of Medical Examiners
    Hawaii Board of Medical Examiners
    Idaho State Board of Medicine
    Illinois Department of Professional Regulation
    Indiana Health Professions Bureau
    Iowa Board of Medicine
    Kansas State Board of Healing Arts
    Kentucky Board Medical Licensure
    Louisiana State Board of Medical Examiners
    Maine Board of Licensure in Medicine
    State of Maine Board of Osteopathic Licensure
    Maryland Board of Physicians
    Massachusetts Board of Registration in Medicine
    Michigan Board of Medicine
    Michigan Board of Osteopathic Medicine & Surgery
    Minnesota Board of Medical Practice
    Mississippi State Board of Medical Licensure
    Missouri State Board of Registration for the Healing Arts
    Montana Board of Medical Examiners
    Nebraska Health and Human Services System
    State of Nevada Board of Medical Examiners
    Nevada State Board of Osteopathic Medicine
    New Hampshire Board of Medicine
    New Jersey State Board of Medical Examiners
    New Mexico Medical Board
    New Mexico Board of Osteopathic Medical Examiners
    New York State Board for Medicine
    North Carolina Medical Board
    North Dakota Board of Medical Examiners
    State Medical Board of Ohio
    Oklahoma State Board of Medical Licensure and Supervision
    Oklahoma Board of Osteopathic Examiners
    Oregon Board of Medical Examiners
    Pennsylvania State Board of Medicine
    Pennsylvania State Board of Osteopathic Medicine
    Rhode Island Board of Medical Licensure and Discipline
    South Carolina Board of Medical Examiners
    South Dakota State Board of Medical & Osteopathic Examiners
    Tennessee Department of Health
    Tennessee State Board of Osteopathic Examiners
    Texas State Board of Medical Examiners
    State of Utah Department of Commerce
    Vermont Board of Medical Practice
    Vermont Board of Osteopathic Physicians and Surgeons
    Virginia Board of Medicine
    Washington State Department of Public Health
    Washington Board of Osteopathic Medicine and Surgery
    West Virginia Board of Medicine
    West Virginia Board of Osteopathy
    State of Wisconsin Medical Examining Board
    Wyoming Board of Medicine

How social media can change your medical practice

Thu, 18 Aug 2011 14:42:00 -0500

There is a great article posted over at KevinMD of another example in how social media is changing our world and especially the way in which we conduct business, and in particular how it can effect your healthcare practice...

Last summer, I joined millions of others in the deluge of social media. I committed one year of effort to see if social would enhance or distract from my pediatric practice. That was my goal, just one year. At that time, I wanted to dip my foot in the pool, and see if it made any ripples. The unexpected consequence was how much social media has changed my medical practice, and me. Ripples have returned as tidal waves. My practice has seen tangible, real valuable benefits. I have been intellectually challenged, and have professionally grown. For my practice: Increasing new patient traffic is creating revenue for our group.I average 1 new patient family per week who came because of our social media presence. I know this because they tell me, "I am here to see you today because I found you on Facebook," or "I found your blog." 52 patients a year x $2700 (average pediatric care for 0-24 mon.) = $140,000 of average billable income over two years. Creating information has added to my "search-ability" in search engines. All my work is available publicly and with fully disclosed authorship, so new patients can find me with ease. Investing time in relevant and complete posts actually saves me time in the long run. Questions I am repeatedly asked, like "How do I start solid foods?", can be answered quickly and completely by directing them to my site. This saves face-to-face clinic time for more specific concerns for their child. I have created opportunities to make my families lives easier by using the tech at their fingertips. Selectively following leaders in the field of pediatrics has allowed me to refresh and update my knowledge daily. The lead article in medical journals, the newest recall, the updated reports are in my information stream. Sharing the headlines and reports that will most assist my patients continues the information stream in real time. I can get help for my patients across the country through online professional connections, and I have experts at my fingertips who can help me answer questions. For me: Being part of the health social media and blogging community has given me a connection and an outlet. I can express myself as a physician and a mom, creating a "professional diary" of my life. I have met amazing people with big ideas and bigger hearts, who inspire and challenge me daily. I have seen a glimpse of how big an effect a group of vocal health writers can have; how active advocates can act to correct falsehoods and incorrect reporting. I am a part of a movement; a way that healthcare is changing. I unexpectedly found how one purpose could be defined, in such a short amount of time. For my patient families: I can actively communicate, acknowledge, and positively influence the choices that my families make for their children between the checkups. My anticipatory guidance can be repeated, reinforced, and repeated again. New websites, blogs, and apps are constantly being added to our fingertips. After review, I can refer my patients to some really cool, applicable tech options to better care for their kids. I would never know about this stuff if I was not involved with social. I can act as a "filter" to promote the good and refute the bad. I can be a source of reliable, real information. But what is all of this really about? It's about the mom who comes to me at the 18-month check up and tells me her child's car seat is still rear-facing. It's about the dad who tells me he went to the health department and got a TDaP before his new son was born. It's about the complete stranger who sees me in my office building and says, "Are you Dr. Natasha? Thanks for writing about kids and fever. I had some questions and it came at just the right time." The beauty of social is that I never talked with these parents about these health and safety issues. Parents made good decisions for their families after getting the information. Period. That's all they needed, and that's all it took. Wow. Offering online authenticity, genuine concern, and experience (sprinkled with a bit of sound medical knowledge) has created an amazingly powerful platform, and helpful practice tool. Although using social media does has some undefined, grey areas to navigate; for me one thing is clear, my goal of one year has been extended until further notice. Natasha Burgert is a pediatrician who blogs at KC Kids Doc.

source: http://www.kevinmd.com