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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The Physician Offer Package – 10 Tips to Seal the Deal

The MGMA’s In Practice blog recently offered some helpful insights on developing winning physician compensation packages, based on the organization’s 2012 starting salary survey. Concorde expands on the list with these 10 considerations to give your candidates offers they can’t refuse. With 29 years of experience in the industry, we have seen all kinds of variations in employment offers. Our current market observations suggest the following things to keep in mind: Beyond the contract – Physicians are looking for incentive provisions and some idea of what their compensation will be like after the initial contract is over. Job security – (...)

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Get Inside the Mind of a New Physician

Meet “Dr. Sophia.” She’ll soon be starting her Family Medicine Residency. And as a friend of Concorde, you’ll be able to follow along via Twitter. Be sure to join us for this rare and valuable glimpse into the world of a next-generation recruit. Dr. Sophia has kindly agreed to share insights about her residency experience, bringing you a better understanding of the expectations and challenges of the “new physician.” She’ll 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? (...)

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Your World in One Feed – Only @ConcordeStaff

Are you following Concorde on Twitter? It’s your convenient connection to all the latest trends, tips and developments in healthcare staffing. We’re determined to save you time while keeping you in the know. Don’t overload your already busy day trying to spot the important stories in all those newspapers, magazines and journals. Our team is surveying the whole scene – so you don’t have to. You can access it all in one feed, whenever you want, from your smartphone, tablet or PC. It’s the easiest, quickest way to stay on top of what matters in the field. Here’s a sampling (...)

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Locum Tenens Physicians work in 75% of all Health Care Facilities

A recent industry survey indicates that Locum Tenens medical professionals are here to stay. Here are some Locum Tenens facts revealed in a recent survey by Staff Care: The percentage of medical facilities using locum tenens physicians hasn’t been lower than 75% since 2006. On an average day in 2011, more than 40% of all medical facilities were searching for locum tenens doctors. In 2011, most medical facilities used one or more locum tenens doctors every 31 days. Nearly 80% of administrators feel the value of locum tenens physicians outweighs the cost. Locum tenens doctors are most frequently used as (...)

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Physician Compensation Trends – 2012

See where things are headed with physician compensation.  Review the results from a survey taken by nearly 25,000 U.S. physicians across 25 specialty areas. The presentation below provides valuable data on physician income. Explore the latest trends in pay broken down by specialty, geography, gender, practice type and other parameters, and gain various insights into job satisfaction. To discuss what it all means for your organization, contact a Concorde consultant online. Or give us a call anytime at 800-334-6407.We have the experience, physician feedback and relationships to provide informed recommendations on when to offer signing bonuses, loan repayments, etc. View (...)

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5 Tips for Better Billing and Compensation

RVU Maximizing Your Reimbursement? By Kathryne Plato, CPC Director of Coding at ebix Proper dictation and coding is a key to maximizing revenues both for your organization and your physicians – especially if you're using a Relative Value Units (RVU) formula. That's why the following tips on RVUs are a win-win; share them with your physicians. First, a quick look at how RVUs are calculated. They're dependent on the patient encounter being coded accurately and in a timely manner. Physician Work RVUs account for the time, technical skill, mental effort and judgment, and stress to provide a service. Practice Expense (...)

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Why Locum Tenens Candidates Are Better Than Ever

In the current economic and political climate, finding ways to increase revenues and incomes is on everyone's mind. In healthcare staffing, one result of this mindset is an increasing interest in locum tenens positions – and more high-quality candidates available for your staff. Physicians are feeling a little squeezed of late for a variety of reason. Increased paperwork and related overhead costs due to recent changes in healthcare A decrease in federal reimbursements, especially Medicare Fewer patients on account of economic circumstances Overall, working harder for less money To offset these challenges, it's no surprise that more and more doctors (...)

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6 Potential Deal-Breakers in Candidate Screening

In Concorde's stringent qualification process, it's often as much about the candidates we don't send you, as those we do. So we thought you might like to know why some candidates might not make the cut. Here are the six most common reasons: Gaps in employment or residency changes. These issues must be looked at closely, but with proper and verified explanations, they may be fine. Certification delays. It could mean the candidate didn't pass an exam or didn't believe it was important, but sometimes there's a more satisfactory explanation. Departures for "political reasons." Peculiar or vague explanations for leaving a (...)

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