How Physicians Can Prepare for a Site Visit

Physicians know their time is valuable. If you have found a potential opportunity and want to visit the practice and community, you want to make the most of this time. The goal is to get an offer and be sure you have the information needed to make a decision. Practice, lifestyle, and family needs are a few of the puzzle pieces. Productive itinerary for your interview - What every physician needs to include in this process: Make a list of questions for your goals (procedures, patient volumes, referral resources, equipment, compensation, benefits, call schedule, etc.) Is the itinerary structured to (...)

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THE ADVANTAGES OF A PRIVATELY HELD PHYSICIAN RECRUITING FIRM

THE ADVANTAGES OF A PRIVATELY HELD PHYSICIAN RECRUITING FIRM You may have never thought that there could be a difference between a publicly held company and a privately held one. Have you ever thought to ask the recruiter who calls or emails you? Concord(e) Physician Source is a medium size firm by design. We have celebrated our 50th year and have chosen to stay privately held. Whether your needs are for Locum Tenens or Permanent, here is a short list of the advantages. Speak with your Concord(e) Consultant further about our privately held status. #1 reason is Concord(e) has No (...)

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WHEN TO SHARE MY CV WITH A RECRUITER

Helpful Hint for physicians in a job search: Permission to share CV It is imperative that you protect your CV and your confidentiality in your search for a new position. You may send your CV to the Recruiter but they should never release it without your permission. What are the standards that ethical Recruiters follow? Recruiter should tell you... Name of the hospital, clinic or group Location of opportunity With whom the CV will be shared Information on the opportunity/assignment This is the minimum standard in the industry. If you get a vague answer such as Northern Michigan do not (...)

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Why providers work with recruiters

Providers may ask themselves why respond to a recruiter versus submitting my CV directly to the hospital. What is the role of a recruiter? The answer is….Searching for the right practice is a process. Practicing medicine is also a process involving several support professionals. Recruiters have a role to help you gather information and help you through the process. You cannot make a decision about a job or locums assignment until you have gathered the necessary information. This involves the practice details, volume, call, support staff, other providers, and financial package as well the city you will be working/relocating to. (...)

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Better Odds to Sign your Physicians

Hospitals are facing challenges to fill more of their physician recruitment needs. Why are some facilities having more success than others? The answer is simple the process is difficult. Thinking outside of the box is the reason. Being creative and getting the job done is not. Shake up the process. Hospitals are process and procedural oriented so it feels natural to assign procedures to physician recruitment. This is not a good strategy. A process for vetting out problem physicians and questionable credentials is a good procedure. It is not effective though to have rules for recruitment and presenting your opportunity (...)

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The Proper Way to Accept a Physician CV Referral from a Firm

At times working with physician search and locum tenens firms can lead to duplication of efforts or confusion. A reputable firm wants to make your job easier by providing the pertinent information you need as well as not create a dispute around the referral. NAPR (National Association of Physician Recruiters) and NALTO (National Association of Locum Tenens Organizations) have standards by which their members have agreed to abide by. Member Firms agree to do the following. Examine the education, employment, background of the physician and interview them before making a referral Match the qualifications of the physician’s credentials to your (...)

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Thinking beyond Job Boards to Recruit Physicians

A physician shortage is still projected by many sources. Odds are, if you are trying to recruit physicians, you are likely feeling the effects of this in one or more specialties. In order to expand your pipeline of potential candidates during a shortage or hard-to-find specialty situation, you need to be more creative and move beyond the common recruitment practices of job boards, emails and direct mail pieces. Although financial incentives are an effective recruiting tool, they’re not going to necessarily separate you from the crowd. Signing bonuses, school loan repayment and production incentives have become fairly common practice. To (...)

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The Rules of Attracting Physicians during the Shortage

Pointers from Concorde’s 50 Years of Matchmaking Success Are all the good doctors taken? No, there are other physicians in the sea. But with all the options out there for today’s eligible physicians, healthcare facilities must raise their game if they want to land Dr. Right. So what can you do to woo that special doctor? At Concorde, we’ve seen a lot of what works and what doesn’t over our 50 years in recruiting (30 in physician recruitment). Based on our experience, here are four rules to follow in attracting physicians during the shortage. 1. Know your true needs. Not (...)

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Staff Snapshot: Ken Williams

Director, Recruitment for Advanced Practitioners Years at Concorde: 17 years Ken’s deep understanding of the valuable role and the interests of Advanced Practitioners helps Concorde clients find a lasting fit with these essential professionals. What is your role at Concorde? I handle the entire process of Advanced Practitioner recruiting: consulting with clients on the availability of specialties, competitive compensation packages, and assisting to get the candidate signed. How would you describe the Concorde approach? We are problem solvers. With over 15 years in this area, we can consult on any problem you’re having with trying to fill your Advanced Practitioner (...)

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Advanced Practitioners Remain a Cost-Effective Asset

A Few Notes on a 2013 Salary Survey Showing Rising Pay The Clinical Advisor’s 2013 Nurse Practitioner/Physician Assistant Salary Survey was a good snapshot of the rising salaries of all Advanced Practitioners. And these salaries have continued to rise since the data were collected. It’s important to note, however, that these professionals continue to be valuable members of any health care team. Since the survey, we’ve seen salaries for Family Practice PAs and NPs rise from $90,500 to closer to $100,000 today. That’s an increase of 8-10%. For Orthopedic PAs, meanwhile, the average figure has gone from $105,000 to $115,000 (...)

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