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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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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3 Reasons Not to Choose Concorde for Locum Tenens

Otherwise, When Quality Counts, You Should Always Call Us In considering your key criteria for selecting a Locum Tenens staffing partner, certain circumstances just aren’t a good fit with our services and our high standards. 1. You just want the lowest-price option. Concorde holds our candidates and ourselves to the highest standards. That’s why, although we’re competitively priced, we’ll never be your least expensive option. 2. You only want to work with the same physician every time. An expectation that a certain candidate is always open for the job is not a good match with high quality. Why? Because the (...)

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The Affordable Care Act: Where Do We Go from Here?

There’s plenty of speculation, but no one really knows what effects the Affordable Care Act will have on health care staffing. It’s safe to assume the shortage of physicians will intensify due to the influx of new patients. In a few years, the main issue will probably be in Primary Care. But the initial overload may actually be on Specialists – Gastroenterologists, Pulmonologists, Cardiologists, Endocrinologists (diabetes), Oncologists, Rheumatologists, Vascular Surgeons, etc. Why would Specialists be strained before Primary Care? The thinking is that people who haven’t been insured until now haven’t been receiving preventative care. They’re not accustomed to seeing (...)

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Stay Tuned for the New Physician’s Perspective

Coming soon to @ConcordeStaff on Twitter, we’ll be sharing a rare and valuable glimpse into the world of a next-generation recruit. Starting her last year of medical school, Dr. Sophia will offer insights about her experience to help you better understand the expectations and challenges of today’s new physicians. We’re asking Dr. Sophia to address key issues such as: How has the Affordable Health Care Act affected her training? What challenges does she face when considering good patient care vs. the cost of care? What do physicians like her want most when making the transition into practice? To keep track (...)

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Keys to Keeping Your Best Physicians Around

Hint: Think Beyond the Signing Bonus Are you concerned about losing a new physician in the first few years of hire? Wary of spending a lot to recruit a candidate physician – signing bonuses, relocation, search fees – only to see him or her leave? Here are a few ideas to keep good physicians on board. Right now, most financial packages are weighted toward getting the physician signed. A typical signing bonus is $15K-$20K, depending on specialty, often with a loan repayment component, as well. What does that do for the candidate physician or you in the long run in (...)

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Learning from Your Experience

At Concorde, we enjoy long-term relationships with many of our clients. In the coming months, look for testimonials on our website that review our services & approach. We aim to ensure we continue to meet the high standards expected from our team and look forward to sharing our success. From previous research, we know that Concorde clients value our responsiveness and reliability, along with the consistently high-quality candidates we provide. However, we know we’re only as good as our latest interaction. Therefore, in the coming months, we’ll share feedback directly from our clients and candidates on a new page of (...)

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