Selected Case Studies
Recruitment is not just about filling positions; it is about building a team of dedicated professionals who align with your organization's mission and values. A strong recruitment process ensures that you attract physicians who are not only skilled but also a cultural fit for your organization. Learn about our track record of excellence in helping organizations in enhancing their sourcing efforts, recruitment processes, team structures, and retention efforts. Our vendor-neutral recruitment consultation modules provide sustainable improvements that will help your organization. We've helped leading organizations overcome their largest challenges and we hope to do the same for your unique organization! Learn more about our track record of excellence.
Review Sample Consulting Case Studies
Urology
- Evaluated the attributes of the job as it related to early, mid, and late career Urologists.
- Competitive analysis of other practices/organizations looking for Urologists in the organization's service area.
- Evaluated service line personnel, equipment, and office efficiency.
- Third-Party research on compensation, signing bonuses and aspects of jobs that were getting filled nationwide.
- Revamped search criteria and messaging for the role.
- Leveraged society and specialty specific conferences for promotion.
Vascular Surgery
- Evaluated the attributes of the job as it related to early, mid-career Vascular Surgeons.
- Leveraged the provider structure including APPs significant role in patient follow up in the office and hospital rounds.
- Evaluated service line personnel, equipment, vascular lab capabilities.
- Leveraged practice physician's personal relationships and involvement in regional educational conferences to identify candidates.
- Leveraged society and specialty specific conferences for promotion.
Med Staff/Credentialing
- 90 day lead time for credentialing was challenged by physician candidates not filling out paperwork in a timely manner.
- The recruitment team leveraged their established relationship with the candidate to engage Med Staff/Credentialing as needed.
- Med Staff/Credentialing was viewing a contract start date as a "date to try to meet" for onboarding. Created a monthly milestone tracking process unique to each candidate to ensure all paperwork and meetings were completed to meet the contract start date.
Business Development & Retention
- New hire physicians were onboarding and starting a "patient schedule" two weeks post start date, marketing lagging by a month.
- Business Development worked with practice managers concurrent to the new hire physician's engagement with the Med Staff/Credentialing team to have all business items and patients on the physician's schedule within the first 3 business days of their start date.
- All marketing activities, including a 120 marketing strategy, will be put in place for any newly hired physician(s) prior to their start date.
- Call set up for CMO to connect with physician candidate two weeks after their start date to welcome and check in on how the first two weeks are going.
- Chief Medical Officer/Service Line personnel led, conversation focused retention strategy that is highlighted by check-ins with the newly hired physician(s) at specific milestones during their first year.
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