Not long ago, physician recruitment followed a fairly straightforward process. A recruiter would reach out to a candidate, introduce an opportunity, answer questions, and serve as the primary source of information throughout the hiring journey. If a physician wanted to learn about compensation, organizational culture, leadership, call expectations, or the surrounding community, the recruiter was…
For years, healthcare organizations have measured their physician recruitment efforts against direct competitors. How quickly are other health systems responding to candidates? What benefits are they offering? How many interview rounds do they require? These are important questions, but they may overlook a more fundamental shift in candidate behavior.
Job discovery followed a predictable pattern. Candidates searched Google, browsed job boards, visited company career pages, and compared listings side by side. Visibility was largely determined by search rankings, keywords, and paid placement. If you optimized for those inputs, you could reliably influence who saw your opportunities.
For decades, recruitment followed a relatively simple formula: post a job, attract applicants, evaluate resumes, and hire the best candidate. It’s a well-tested approach and still works in some cases; however, it is becoming increasingly ineffective for organizations seeking highly skilled talent. The reason is simple: many of the best candidates are not actively looking…