Steps to Take Now to Keep Your Physician Pipeline Full
Building and maintaining a robust physician pipeline has never been more critical or challenging. Workforce shortages, shifting career priorities, and evolving care models all contribute to a competitive landscape. For physician recruiters and healthcare sourcing professionals, the key is proactive planning and adaptable recruitment strategies.
Here’s how to safeguard your physician pipeline and ensure long-term recruitment success:
Expand Your Recruiting Scope - The pandemic has some Physicians rethinking their professional options. Whether it be due to COVID related lay-offs or working outside of their given specialties to fill shortages, some Physicians are opening to new opportunities. To help you capture these Physicians, consider expanding the range of Providers you contact with new opportunities. Specialties like Primary Care, Emergency, and Internal Medicine are amongst the most flexible specialties when it comes to making career transitions and may be a great place to start.
Step Up Your Multichannel Marketing - COVID-19 has many Physicians heading to the web, making it essential to connect all your marketing efforts online. Launch pages are a great starting point to showcase your organizations’ story. This page can then guide prospective hires across your entire spectrum of social media and marketing initiatives with ease. By connecting channels like email, social media, Instagram, LinkedIn, and home websites with a uniform message, you are more likely to effectively target potential hires.
Target the Future of Medicine -Residency programs and Medical Schools are an important resource for healthcare recruiters. Tapping into these young Physicians can help fill your recruiting pipeline with an ongoing supply of eager recruits needing assistance landing that important ‘first job’.
Offer Something Different - Consider offering individualized benefit packages to attract talent. With more couples working than ever before, many new hires are not looking for the standard array of benefits, as their significant others already have coverage. Benefits like salary increases in lieu of standard benefits, educational opportunities, bonuses, scheduling flexibility, or telemedicine options can be especially attractive to some hires.
Add Some New Features to Your Pitch - Try spicing things up a bit by adding new features to your recruiting pitch. Consider including a Physician or Organizational Profile to help highlight the unique culture and top-notch staff you can offer a prospective hire.
Keeping your physician pipeline full requires more than reactive hiring. By focusing on multichannel engagement, flexible offerings, and forward-looking recruitment strategies, you’ll be well-positioned to compete, even in a crowded market.
Need support? PracticeMatch offers healthcare recruiting tools and recruitment solutions for healthcare organizations designed to help you find and connect with top-tier physician talent faster and more effectively. Contact us today to learn how we can support your physician recruitment strategy.
Originally posted 7/6/2020. Updated 3/20/2025.
With a career focused on healthcare Business Development and Service Line performance, Paul had recently been at the forefront redefining the traditional In-house Provider Recruiting role. In his position as Medical Staff Development Officer at University Hospitals, Lake Health Region in Cleveland, Ohio, Paul integrated collegial interaction, analytics, and provider experience expertise to drive a differentiated recruitment strategy.
Paul has brought that knowledge and experience to Client Sourcing at PracticeMatch. Joining PracticeMatch in 2021, Paul supports Client Sourcing’s pro-active recruiting model that generates a robust prospect pool, creates an effective and efficient recruiting experience, and identifies key metrics to ensure optimal performance for the client. Paul has a commitment to learning, development and passion for building a team of recruiting professionals to leverage their national footprint which benefits its client organizations and their candidates.
