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 (...)
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 (...)
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 (...)
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 (...)
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 (...)
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 (...)
At Concorde, we encourage you to think of our consultants as an extension of your organization. That's the best way to take advantage of the high levels of experience – an average of 14 years – that you'll find on our team. For example, meet our two Directors of Allied Health Recruitment, Andrea Egerton and Ken Williams. Andrea Egerton With over 20 years of experience as a Concorde consultant, Andrea specializes in permanent placements for Allied Health professionals in Radiology, Cardiology and Ultrasound. Before joining Concorde, she worked for several years as a psychotherapist, Director of Marketing for a psychiatric (...)
As the physician shortage intensifies, you need every competitive edge in attracting high-quality candidates. Understanding their mindset is essential. Based on our many years of experience connecting healthcare facilities with the candidates who fit best, here are the top 10 reasons physicians choose one position over another. Being employed vs. joining a practice.With so many practices being absorbed by hospitals, candidates are now more open to an “employed” position with a hospital. They want to avoid the uncertainty and upheaval of a takeover in a private practice. Loan repayment assistance. With individual medical debts as high as $200,000, any help (...)
Can your organization afford to lose more physicians? With the physician shortage intensifying, it’s never been more important to address turnover challenges. And as the liaison between physicians and healthcare organizations, Concorde knows the secrets behind this critical issue. To improve retention, first you need a better handle on why turnover happens. Here are the top six reasons we hear for physicians moving on: Lack of the right physician mix.Large metro areas sometimes have too many physicians in certain specialties, making it difficult to make a living. Smaller areas tend to have too few physicians, leading to burnout and on-call (...)
How We Bring You Better Candidates. Concorde Staff Source isn’t a giant global firm. We aren’t a mom-and-pop shop, either. And we like it that way—because our firm’s medium size plays a key role in our commitment to finding just the right candidates for your needs. The largest healthcare staffing firms typically have enormous pools of candidates, trying to be all things to all organizations, all the time. They may be able to quickly find a physician for your open position. But quickness isn’t your only concern. You need to make sure you find the right fit with a candidate, (...)