Physician shortages are not going away anytime soon. In fact, the AAMC found that by 2032, the United States will see a shortage of almost 122,000 physicians. What does this mean? Well, it means that new physicians are off the market before they graduate, and experienced physicians need to have a good reason to leave where they are and join your company. These findings can be tough to swallow for even a seasoned physician recruiter. So, how can a new physician recruiter make it?

It is important for anyone in a physician recruiter role to be many things. However, most importantly, they must be an effective communicator and networker, have the ability to handle being told “no” on a somewhat regular basis, and possess a strong desire for success. Successful physician recruiters are willing to put in the research, networking, and creativity needed to implement a strategy, tweak it, then toss it entirely and start a new one. How does one do all of these things? Below are some of the most critical areas that affect the success of any physician recruiter.

Commit to the Cause

If you want to be successful in recruiting physicians to your organization, you have to go all in. Find where the physicians are and make sure your organization is in front of them. Even more importantly, don’t be afraid to hear “no,” because you will, A LOT, until suddenly, you don’t.

• If you are accepting new graduates, make sure jobs are posted with universities throughout your region.
• Build relationships within the community so if people hear of a physician looking for a change, you are first on their mind.
• Source physicians who might not be looking by finding them where they already are. Reach out to quality candidates through LinkedIn, Facebook, and social media specifically for physicians such as Sermo and Doximity. Attend events that physicians attend and speak with as many as possible.

Know Your Organization – Then Sell It!

The last thing you want to do is land the opportunity to sell your company to a potential physician and blow it because you don’t know enough about the opportunity you are presenting. Make sure you understand the position you are trying to fill. Learn about areas potential hires care about – location, schedule, salary, call requirements, CME benefits, local schools, etc. Make them picture themselves at your company! If they can see themselves working there, you are much more likely to get them to the next step.

Verify Your Leads

You found a candidate interested in the company – now what? Do not, I repeat, do not present a candidate to your decision makers that will not fit the culture. Do your research:

• Make yourself familiar with your state’s license verification system and use it. Learn as much as you can about the physician and any potential risks they might bring with them. This is critical to maintaining your organization’s reputation and providing quality healthcare to your patients.
• Read patient reviews. Sure, we all know that most people leave reviews when they are disgruntled, but look anyway. Get an understanding of the reputation they have already built for themselves. This will help you and decision makers within the company decide if this candidate will fit the culture and future of the organization.

If you are thinking to yourself “Yes! This is exactly what I want to do with my career!” then you are ready to jump into the world of physician recruiting. While you will face many challenges and test your creativity and persistence limits daily, the most rewarding part of physician recruitment comes from landing the perfect hire. When you find that candidate who has all the qualities your organization needs, and your organization provides them with everything they could ask for, that is when you know you’ve made it.  In the meantime, build those networks, get creative with your job advertisements, and do your research. It won’t be long before you are celebrating your first successful physician hire!