We are over halfway through 2023 and most of us are looking at our KPIs and goals wondering how we are going to meet or exceed them by the end of the year.

Well, there is hope.  I believe there is time to make process, tools, and staff changes to impact your organization.

As physician recruiters, a strategic approach is critical for all healthcare organizations, hospitals, and medical facilities to implement. I know this is not new and most organizations have full intention to implement a strategic approach but all too often, the situation changes and you are left to reacting to needs and situations instead of staying proactive.

We've assembled some proactive recruitment strategies that you can implement seamlessly into your existing strategy to yield better results and finish the year strong. Here are some key elements of proactive physician recruitment:

• Branding and Marketing: To attract top talent your brand and reputation is extremely important. Ensure you are highlighting unique selling points, such as state-of-the-art facilities, quality patient care, research opportunities, work-life balance, and other incentives that set you apart from other employers in the area. This must be done within your recruitment process, so look at your vendors to ensure you are looking at all your options to promote your brand and reputation.
• Examples:
• Email
• Text
• Job Posting (with enhancements)
• Digital Marketing
• Virtual and live event marketing
• Direct Mail
• Social Media
• Residency Program Outreach
• Physician Relationship Management: Building and nurturing relationships with your attending physicians will help when candidates are seeking feedback about your organization. Focus on residency/fellowship programs to create a learning experience with this group for CV writing, job-seeking strategies, employment models,  contract review and negotiation, salary negotiations, etc.

Proactive physician recruitment is essential for your organizations to stay competitive, maintain quality patient care, and meet the needs of your communities. By actively seeking out the best-fit candidates and engaging with potential physicians proactively, your organization can increase its chances of successfully attracting talented professionals to its team.

You can start putting these initiatives in play tomorrow to make a positive impact on your 2023 recruitment initiative.  We have the expertise at PracticeMatch to help. Contact us anytime at 800-489-1440 or information@practicematch.com

Clint Rosser is the CEO of PracticeMatch. He has been with PracticeMatch since 2016. He has overseen several departments within PracticeMatch including Inside Sales, Career Fairs, and the Client Services team. Clint, along with his team, has helped elevate PracticeMatch client services to move past a transactional vendor relationship to a full partnership with clients. This has allowed PracticeMatch to build stronger relationships and work with clients closer to ensure they can achieve the most ROI possible.

Prior to Joining PracticeMatch, Clint has been in Client service leadership roles for over 20 years. Clint serves as an AAPPR Board Member for Strategic Corporate Sponsors.