JASPR Spring 2017 • Volume 26 Issue 1
Journal of the Association of Staff Physician Recruiters
In this issue:
Buyers Guide inside! A game plan for choosing and customizing applicant tracking systems Spotting the yellow flags — and dealing with them Practice opportunity profiles — a valuable recruitment tool Formalized onboarding programs improve retention Social media in recruiting
Reprint Policy
Letter from the editor
Permission must be obtained before reprinting any article appearing in the Journal of the Association of Staff Physician Recruiters (JASPR). To obtain this permission, please contact Jacquie Durant in the ASPR office directly at 651-290-7493. The Journal of the Association of Staff Physician Recruiters (JASPR) is published quarterly for members of ASPR by the Association of Staff Physician Recruiters and Ewald Consulting, 1000 Westgate Drive, Suite 252, St. Paul, MN 55114. Phone: 800-830-2777 Fax: 651-290-2266 Email: journal@aspr.org Unless stated, comments in this publication do not necessarily reflect the endorsement or opinion of ASPR or Ewald Consulting. The publisher is not responsible for statements made by the authors, contributors, or advertisers. The publisher reserves the right to final approval of editorial and advertising copy in this publication.
Calendar April 29 - May 3 2017 ASPR Annual Conference
San Diego, CA
www.aspr.org/conference2017
May 17 ASPR Live Webinar Series: Can I Still Recruit Physicians on Visas? Events in Physician Immigration
Online
www.aspr.org/upcoming_webinars
June 21 ASPR Live Webinar Series: June Title – Communication
Online
www.aspr.org/upcoming_webinars
Cover photo from the 2016 ASPR conference featuring Ellen Hammock from Cox Health and other attendees.
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Journal of the Association of Staff Physician Recruiters
Judy Brown, FASPR, Physician and APC Recruitment, Emergency Physicians Professional Association
As last edits and preparations are being made to finalize this issue for publication, we are in the midst of wrapping up interviews for the next editor for JASPR. We have been pleased with the overall interest in the editor posting and are excited with the final candidates who interviewed. The impressive credentials of the finalist candidates leaves me feeling positive about stepping down from this role, knowing that JASPR will be moving forward with a new editor in place who has fresh ideas and energy. An announcement of our new editor should be coming out in the near future. Along with a new editor, the establishment of an editorial advisory panel is planned which will help the editor in identifying content areas for each issue, suggest potential authors for publications, assist in writing/reviewing articles and support and promotion of JASPR. More information regarding the editorial advisory panel will be coming once the new editor has been appointed. This issue is being brought to you in both print and digital mediums. As you will notice when you browse through the publication, the JASPR team has included a vendor resource guide in this edition. We hope that you will find this resource guide to be helpful in your day-to-day activities. Another change going forward with JASPR is that there will be two issues published each year, a spring issue and a fall issue. The spring issue will be published in both print and digital mediums and the fall issue will be digital only. For the last 17 years, it has been my pleasure to have been involved with JASPR as editor or as a member of the JASPR Committee. During this time, I have seen this organization grow from a membership between 500-600 members to close to 1700 at publication date. With this growth in membership, we have continued to grow as a publication. We started out as a newsletter which has evolved into our journal. We have made great strides through the years. Our focus has evolved from basic membership updates to articles focused on educating our membership regarding the latest topics in the profession of physician recruitment and healthcare. I am proud to have helped create and shape this publication through which we can share our knowledge. As this is my last JASPR issue as co-editor, I would like to thank several individuals who have been on this journey with me, especially Laura Screeney and Lori Norris, both co-editors during my time here. They have been my sanity in the midst of publication chaos. I also want to thank the support staff at the ASPR offices including Kate Madonna-Hindes and Laurie Pumper. Producing a publication such as JASPR is no small feat, and I can’t overstate how integral Kate-Madonna, Laurie and the ASPR/Ewald team have been to making JASPR a success. I would also like to thank everyone for their article contributions over the years. I have enjoyed reading each and every one of them. Lastly, I want to thank you, the ASPR membership, in supporting JASPR over the years. I encourage you to continue to contribute articles and to let the JASPR team know how we can make JASPR better. And lastly, thanks for the great memories! To quote Winnie the Pooh –
“How lucky I am to have something that makes saying goodbye so hard.” – AA Milne
Letter from the executive director
Inside this issue
Carey Goryl, Executive Director, ASPR
Has anyone found the mobile app that doubles the amount of time in a day? If you’ve seen such a thing, please message me as soon as possible!
Articles
Page
Becoming certified as a Fellow of ASPR (FASPR)............................................................................7
Wishful thinking aside, doesn’t it seem like we are busier than ever before? I’m sure you’ve reflected and marveled at what you used to think was busy. We may be addicted to being busy, and it can be a trap that is difficult to escape. However, I wouldn’t bring up this topic if I hadn’t come up with my own solutions to share. Here are four ways I’ve learned to say “no” to busy and “yes” to strategic boundaries:
Learn to Say No: We know this already. Yet if we have an ounce of ambition, a desire to be liked, or a need to help, this is a regular opportunity to try again. The truth is that every time we say yes, we are saying no to something else. Therefore, we are actually saying no all the time. The challenge is to say no to the right things so we can say yes to what matters most.
Schedule Yourself: For all the things we’ve said yes to, prioritize the most important things and add them to the schedule—assuming we’re schedule-driven. Don’t be embarrassed if eating and sleeping are things to be scheduled, if that is how dire the situation has become. Here’s a confession: I schedule time to meditate, eat or anything else that is important to do regularly; otherwise busy always threatens to take over.
Just Breath: Yes, it’s really as simple as that. We don’t need to read a lot of research to know that when times get stressful, we stop breathing. We will hold our breath or breathe so shallowly as to barely keep ourselves alive, and this worsens our ability to function. So if it’s been a while, take the opportunity now to just breathe.
Count on Others: ASPR is looking out for you! I don’t mean to toot our own horn, but in the busiest of your days, ASPR wants to help you succeed. Part of that is represented in bringing JASPR back to your mailbox. We know you’re either going from meeting to meeting or sitting in front of a screen…and the last thing you have time for is reading more from your computer. This issue is informed by a number of intentions—most importantly, to bring you excellent resources in the form of articles, samples and vendors who can help. We want this issue at your fingertips, on your desk, in your bookcase, or shared with a colleague. This is just one example of the many new initiatives ASPR is exploring to bring you better, more advanced, and relevant information that helps you excel at your job, and gives you back some time to do other things you love.
ASPR announces Strategic Partners..................... 9 A game plan for choosing and customizing applicant tracking systems..................................... 11 Benchmarking Report — 2016 Executive Summary........................................................................ 15 Spotting the yellow flags — and dealing with them ................................................................................18 Leadership profile: Frank Gallagher, ASPR President-Elect............................................................ 21 Practice opportunity profiles — a valuable recruitment tool.........................................................24 Formalized onboarding programs improve retention.........................................................................29 How to maximize your membership benefits...........................................................................32 5 things to know about ASPR membership....34 Social media in recruiting..........................................35 2017 ASPR Annual Conference preview ...........38 Resource Library Users Guide............................... 48 Have you looked at ASPRChat? ...........................52 ASPR In-House Physician Recruitment Benchmarking Survey.............................................53 ASPR Buyer’s Guide.....................................................61
ASPR Updates/Features/Other Calendar..............................................................................2 Letter from the editor .................................................. 2 Letter from the executive director.........................3 President’s corner...........................................................5 Upcoming ASPR Webinars.........................................6 ASPR Fellows, Diplomates & Associates............. 7 Corporate Contributor listing ..................................8 Chapter Updates........................................................... 10 ASPR industry news and highlights....................44 ASPR employment hotline ..................................... 74 Board of Directors & Committee Chairs........... 75 Co-Editor: Judy Brown, FASPR
Co-Editor: Lori Jackson Norris, FASPR
Enjoy!
Spring 2017
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Cari Chaves Physician Recruiter, Signature Healthcare
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President’s corner Laura Screeney, FASPR, New York-Presbyterian
I was reflecting recently on ASPR’s not-so-distant past. In talking with another member, we shared our favorite motivational songs. I instantly remembered the chorus of Diana Ross’ iconic, “Ain’t No Mountain High Enough” and thought about just how far ASPR has progressed as of late. We’re beginning to live out-loud ASPR’s newly-minted vision statement; transforming healthcare in our communities. I so often hear from other in-house physician recruitment professionals that their key motivators in their professional roles are very personal and much deeper than people realize. We recruit life-savers — individuals who change the futures of those in their path. I think back to my opening speech at last year’s conference. The presentation highlighted the ways our work transforms healthcare in our communities. I shared a story about a community hospital that transformed into a tertiary facility after our physician recruitment team recruited the entire surgical and trauma teams. A new mother’s life was saved because of the physicians we helped put into place. I shared that the hospital CEO pulled me aside to express her appreciation. Often we don’t hear how our work has a direct impact on the communities we serve, but it certainly does. Each individual in our organization has the opportunity to make a difference in the world. When my sister Barbara was the victim of a hit-and-run in November 2013, she experienced a traumatic brain injury. I was building trauma teams at the time, and connected the dots along my journey. My sister walked a 5K charity event in October 2016, a few weeks before the third anniversary of her accident. She didn’t want us (family and friends) to stay with her during the 5K, as she was determined not to slow us down. But, she was extremely determined to reach the finish line. Two high school boys who were volunteering along the route, saw her struggling with her cane, and decided to join her along the walk for encouragement. As other volunteers began to close down the finish line, officials saw her walking the route with her cane, and immediately stopped tear down. The race announcer quickly found out her name and talked about the inspiration and determination of our “last finisher”. Over 70 people joined in cheering Barbara to the finish line, and Barbara still wears her finisher’s medal, very proudly, to this day. Sometimes our community reminds us just how close to home our job hits. It may be your next door neighbor, a colleague or your very own Barbara. You can take a few steps of your own during the 5K race at our annual conference. I am elated to share that the organization benefitting from our 5K walk this year is PANCAN. The Pancreatic Cancer Action Network is a nationwide network of people dedicated to working together to advance research, support patients and create hope for those affected by pancreatic
cancer. Founded in 1999, the Pancreatic Cancer Action Network is the global leader in the fight against pancreatic cancer with a bold and comprehensive approach to wage hope through research, patient services, advocacy and community action. The organization’s urgent mission is to improve outcomes for patients battling the disease today and double patient survival by 2020. To learn more about PanCAN, go to www.pancan.org. We are building partnerships that transform healthcare in your communities and beyond and all we need is your feet! Find out more about our partnership with PanCAN here: www.aspr.org/ conf_support. As ASPR moves forward into the next year and I wrap up my tenure as ASPR President, I am in awe of the accomplishments we have made over the past two years: We made our vision statement bigger than ourselves. It’s a simple idea with a tremendous outcome: “Transforming healthcare in our communities.” This vision ties in everything we do and the impact our profession has for our organizations, friends, family and community. You will find this vision statement is implemented well throughout ASPR’s strategic plan. We hired Carey Goryl as our Executive Director. Carey has brought to ASPR a different background in operations and non-profit organizational management. Her eyes and skillset have helped propel us into the future. Our industry grows, changes and evolves and we needed someone like Carey to look from the outside in — not the other way around. We are so thankful for her leadership. We are completely re-evaluating and reorganizing our curriculum development. From the ASPR resource library to the conference, webinars, the journal and the fellowship program, we are striving to meet the ever-changing needs of each and every brand new as well as existing member, putting special emphasis on those who want to become leaders and industry changers in our field. As I reach the end of my term as your President, I want you to know that it has been a privilege and an honor to serve our members throughout this two year term. I leave you with one last thought, as your President. You have chosen a career path that can be challenging but oh, so inspirational. Find inspiration in all that you do and allow that inspiration to leave a mark on your work and the lives of others. Laura Screeney, FASPR President, ASPR Director, Physician Recruitment, New York-Presbyterian las9150@nyp.org Spring 2017
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Upcoming ASPR webinars ASPR offers free monthly educational webinars that provide you with education from experts on best practices, trends, effective solutions, and quality resources to help you advance your career as an in-house physician recruitment professional. E-learning is ideal for those who are unable to travel or are looking for educational opportunities between conferences. The program provides opportunities to obtain CEs from the comfort of your office or home with both live and on demand options. Utilize the links below to register for free upcoming live webinars, access free recorded on-demand webinars, or register to take one of the Fellowship Certification Programs as an on-demand webinar series.
Our upcoming webinars: May 17
June 21
ASPR Live Webinar Series: Can I Still Recruit Physicians on Visas? Current Events in Physician Immigration
ASPR Live Webinar Series: June Topic – Communication
Date: Wednesday, May 17, 2017 Time: 10:00 a.m. PT / Noon CT / 1:00 p.m. ET Presenter: Elissa Taub, Siskind Susser PC
Date: Wednesday, June 21, 2017 Time: 10:00 a.m. PT / Noon CT / 1:00 p.m. ET Presenter: Karen Aloy, CPA, Owner, AloyalVision
Visit www.aspr.org/webinars for complete details
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Journal of the Association of Staff Physician Recruiters
ASPR Fellows, Diplomates and Associates Congratulations to the following Fellows who have achieved certification and the Diplomates and Associates who have achieved designation since September 2016.
Fellows (FASPR) Mariela Alvarez Amy Bird Jim Brown Jennifer Bubert Lisa Carey Stephanie Cholwanit Tammie Chute Stephanie Clark Mark Clarke Zakrey Coon Anne Cullen
Audrey DeVaney Tracy Green Melissa Hale Bonnie Hamel Chayli Hammond Jill Herrera Fayeann Hurley Nancy Longcoy Erica Martin Lee Meyer Mary Miller
Kim Moriarity Charlene Plotycia Lindsey Pund Audrey Renner Pamela Spangenberg Sharon Thompson Chelsie Trusler Debbie Weigand Angela Werner
Diplomates (DASPR) Shannon Anderson Ken Bolis Laci Borgman Jolene Bowman Brooke Byler Eleanor Callanan Ariana Caraballo Lindsay Collins Jessica Davis Krysta Earhart Angela Eaton
Amy Eifrid Jennifer Espinosa Katie Esposito Lindsay Gonzalez Julia Hall Kyle Hayman Allyson Hollingsworth Linda Hughes Stephanie Jackson Stephanie Lash Stephanie Luedke
Dawn Miller Stephanie Morris Sandy NeSmith Russ Peal Tiffany Ridge Shawna Roach Connor Rockwell Mike Shimmens Becky Trujillo Janille Wolf Jeff Wooten
Associates (AASPR) Marissa Anderson Miranda Ashman Rebecca Bailey Grace Barre Sandy Barrett Meghan Behrens- Kleinschmit Audri Bondo Katie Bowser Joshua Boyd Brittany Brohm Angela Clark Nicola Cobb Adam Crust Lauren De Haven Rachel Eckstein Teresa Featherly Elizabeth Fox Melissa Girard
Jennifer Good Dusti Hebert Shea Hill Leigh Jones Alexis Karner Amy Knoup Vincent Kovacic Tiffany Larson Pamela Lasser Sarah Ledbetter Kyle Lewis Jeff Ligon Kimberly Marcus Alison Martin Bruyn Angela Mastrolia Lawreen McBride Christine Omahen Tina Owens Michele Palmieri
Kelli Piccirillo Polly Pierce Gabrielle Pollard Jim Pound Sasha Randolph Michelle Richards Ally Ritchko Jennifer Scherer Gretchen Schweiss Teresa Seeber Tracy Silva Shelonda Simpson Brandon Smith Krisi Spagnoli Renee Theobald Tabitha Valko
Becoming certified as a Fellow of ASPR (FASPR) As a certified Fellow of ASPR (FASPR), you demonstrate to peers, employers, and physicians your commitment to continuing education and excellence in the discipline of physician recruitment. Our program is the most comprehensive, authoritative resource for individuals seeking to develop and test their skills and knowledge within a broad spectrum of topics including physician/provider recruitment, onboarding and retention, human resources, and relevant legal issues. of Staff Physician Recrui te sociation As
rs
Incorporated by the State of New Mexico of the United States of America, 1990
This attests that having fulfilled all of the requirements for fellowship
Jane Doe
Whether you are new Fellow to in-house physician ASPR Fellowship Program. recruitment or a seasoned veteran, there’s tremendous value in attaining fellowship certification. We’ll provide an in-depth view of recruiting basics such as sourcing, screening, and interviewing, as well as delve deeply into more advanced topics such as legal and legislative requirements that impact physician recruitment and understanding/implementing medical staff development plans. This cost effective and affordable program provides invaluable firsthand information taught by experienced experts and provides you with resources, best practices, and cutting-edge training specific to in-house physician recruitment professionals. has earned the designation
from the
_____________________________________________ ASPR President
Program details The ASPR Fellowship Program consists of three modules and exams. When you attend an ASPR Fellowship Module, you’ll receive the presentation materials as well as an abundance of supporting documents for you to utilize at your organization and to assist you in preparation for the exams. One hour of education is equal to one hour of credit with ASPR. You do not need to take a module in order to take the associated exam; however, it is highly recommended. You also don’t need to take the modules in sequence, though it is helpful to do so as each module builds upon the previous one. Once you pass all three exams, you will become certified as a Fellow of ASPR.*
*To take the exams, you must be an ASPR member in good standing. If you’re not already a member, not a problem. You can join at any time.
Learn more about becoming an ASPR Fellow: www.aspr.org/fellowship_program Recertify as an ASPR Fellow: www.aspr.org/fellowship_recert
Spring 2017
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Thank you and Welcome!
Strategic Partners
ASPR recognizes and thanks our Corporate Contributors For product and contact information on these companies, go to the “Corporate Contributors” page of the ASPR website (www.aspr.org).
Strategic Partners
CompHealth NEJM CareerCenter National Association of Locum Tenens Organizations® PracticeLink PracticeMatch
Gold Contributors
ll Star Recruiting A Aloysius Butler & Clark DocCafe.com JAMA Network & JAMA Career Center LocumLife VISTA Staffing Solutions Weatherby Healthcare
Silver Contributors
American Healthcare Services Association The Delta Companies Health eCareers The INLINE Group Jackson & Coker Locum Leaders Medical Marketing Service, Inc. (MMS) myTalentHealth (powered by Elsevier) PhysicianCareer.com Skill Survey Wolters Kluwer Health | Lippincott Williams & Wilkins
Bronze Contributors
Endorsement policy ASPR recognizes and appreciates the support of members of the Corporate Contributor Program. This affiliation with ASPR provides a unique opportunity for exposure to ASPR members that includes name recognition and goodwill. While ASPR recognizes and acknowledges Corporate Contributors, it in no way directly or indirectly endorses the corporation, its products, or services. Corporate Contributors who advertise or promote an endorsement or implied endorsement by ASPR will automatically be terminated from the Corporate Contributor Program.
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Journal of the Association of Staff Physician Recruiters
3d Health A. Arnold World Class Relocation American Academy of Family Physicians American Academy of Neurology American Academy of Orthopaedic Surgeons American College of Physicians Aureus Medical D&Y Staffing Doximity Enterprise Medical Services Frontline Medical Communications HospitalRecruiting.com LocumTenens.com MD Staff Pointe Merritt Hawkins Onyx M.D. PhysEmp.com Pinnacle Health Group RosmanSearch, Inc. Staff Care Stevens Worldwide Van Lines Superior Healthcare Sourcing THMED
ASPR announces strategic partners for 2017-19 New program fosters stronger relationships with corporate supporters The Association of Staff Physician Recruiters (ASPR), the leading authority on physician recruitment, onboarding, and retention, is pleased to announce its five strategic corporate partners for three-year terms beginning in 2017. The partnership initiative is a new program by which ASPR seeks to build stronger relationships with corporate support to grow and advance the profession. “This is an exciting time for ASPR and our first class of strategic corporate partners as we work together to grow the profession and acknowledge the important role they play in that mission,” said ASPR Executive Director Carey Goryl, MSW, CAE. “We are delighted to welcome this quintet and work with them over the next three years in what we are confident will be a mutually-beneficial partnership.” The corporate partners are: CompHealth — Founded in 1979, CompHealth is a national leader in healthcare staffing, serving providers in more than 100 specialties. CompHealth is the largest locum tenens staffing agency in the U.S. and also specializes in permanent physician placement and both temporary and permanent allied healthcare staffing. CompHealth is part of the CHG Healthcare Services family of companies, which is ranked No. 18 on FORTUNE magazine’s list of “100 Best Companies to Work For.” NALTO® — The National Association of Locum Tenens Organizations® was established in 2001 to create and enforce strong industry standards and practices for the profession, stressing honesty, objectivity, integrity, and competency. Their goal is to set clear and effective parameters of behavior for all individuals affected by the industry, including both physicians and clients. All NALTO® company members and the physicians they represent are held to guidelines for professional conduct.
PracticeLink — PracticeLink, the nation’s most widely used online physician recruitment resource, has been a trusted advocate of in-house physician recruitment and a corporate sponsor of ASPR since 1994. PracticeLink is more than a job board—it’s the ultimate suite of physician recruitment tools for in-house recruiters and provides everything they need to make their recruitment process effective and efficient. PracticeMatch — PracticeMatch is the industry leader in providing practicing physician and resident/fellow data and services to in-house physician staffing professionals and offers a continuum of services designed to provide a clear competitive hiring advantage to health organizations. The company has a history of innovation, being the first to offer physician databases online, the first to fully integrate all recruitment-related services, and the first to launch an online career center with streaming video of both candidates and healthcare facilities. The Strategic Corporate Partnership Sponsor program is a new addition to the Corporate Contributor program, through which ASPR engages top supporters of in-house physician recruitment through a unique, in-depth relationship. This program acknowledges the significant role sponsors can play in furthering the mission of ASPR. Sponsors partner with ASPR to foster greater communication and collaboration among organizations. They also provide a discount on services or products to ASPR members or some other “in kind” service to ASPR, disclosed in the sponsorship application. For an annual fee, ASPR Corporate Partners receive concierge-level customer service, assistance in promoting their business, a connection to ASPR Leaders, a seat on the ASPR Strategic Partner Panel, a presence at ASPR’s Annual Conference and several other valuable benefits.
NEJM CareerCenter — NEJM CareerCenter is a service of NEJM Group, located in Waltham, Mass. Job postings on NEJM CareerCenter are distributed widely to active and passive job seekers throughout NEJM Group print and web properties, including NEJM.org, the clinical website of the New England Journal of Medicine, JWatch.org, and Resident360.nejm.org. NEJM CareerCenter physician recruitment solutions include the weekly print edition of the New England Journal of Medicine, eight directmail Career Guides focused on critical groups, and numerous targeted digital offerings including banners and email sponsorships.
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ASPR Chapter Updates
Carolinas Association of Provider Services (CAPS) Welcome to ASPR’s newest chapter Carolinas Association of Provider Services (CAPS) is a chapter of ASPR in North Carolina and South Carolina. Our mission is to promote effective provider services in hospitals within North and South Carolina by networking with other professional hospital-based provider recruiters to attract dedicated Physicians and Advanced Clinical Practitioners to practice throughout the Carolinas. new. capsnet.org
Northwest Staff Physician Recruiters (NWSPR) 2017 NWSPR First Educational Conference November, 2017 Kimpton Hotel Monaco Seattle, Wash.
Join us for the 2017 NWSPR First Educational Conference in Seattle, Wash., on November 14, 2017. This one day event will feature educational seminars and breakout sessions, networking opportunities, and an exhibit hall with more than 20 vendors/exhibitors. The event will conclude with the CareerMD Career Fair. Early registration begins May 1 and is open to NWSPR members and non-members. For more information please email Doug Lewis, NWSPR President, at: Doug.Lewis@providence.org.
Southeast Physician Recruiter Association (SEPRA) The following highlights provide an update on SEPRA happenings: • SEPRA has a new president – Marshall Poole, FASPR. Marshall joined the SEPRA leadership group effective January 2017. Other board members are Kristin McFarland, Vice-President; Erica Morrison, Secretary; Nicholas Benton, Treasurer. • The second Annual SEPRA Educational Conference was held in Atlanta on November 9-10, 2016. We had 46 registered attendees and provided five exciting presentations and a breakout session. • The third Annual SEPRA Educational Conference will be held October 19-20, 2017, at the Westin Buckhead, Atlanta, Ga. • A SEPRA Chapter meeting will be held at the ASPR conference in San Diego on Tuesday, May 2 at 4:30 p.m. • Volunteers are needed to assist with conference planning – let a board member know if you are interested in helping. • 2017 Webinars – Four webinars are planned for 2017. Please contact Lee Moran (lee.moran@erlanger.org) know if you have recommendations.
2017 SEPRA Annual Education Conference Oct 19-20, 2017 Westin Buckhead Hotel Atlanta, Ga.
Join us for the 2017 SEPRA Educational Conference in beautiful Buckhead Atlanta, Ga. on October 19-20. This two-day event will feature the latest educational content through breakout sessions, speaker panels and roundtable discussions. In addition there will be ample opportunity to network with your colleagues and over 30 corporate partners. Registration will open May 15, 2017. For more information please email SEPRA President Marshall Poole, marshall.poole@nghs.com.
View Chapter Meeting and Events: www.aspr.org/meetings_events 10
Journal of the Association of Staff Physician Recruiters
A game plan for choosing and customizing applicant tracking systems Maggie Van Dyke, contributing writer for the Journal of ASPR
When Lynne Peterson, FASPR, director of physician and advanced practice recruitment at Fairview Health Services, was asked to fill an ophthalmologist position, she quickly identified 30 candidates with a few clicks of her computer mouse and set up interviews with two physicians. Peterson credits this rapid and successful response to the health system’s contact management/applicant tracking system, which helps her team easily track potential contacts, candidates, and applicants through the recruitment pipeline. “I was able to harness my own data,” says Peterson. “If I didn’t have everything organized in an electronic way, I would have to go back to doing things more manually and ask, ‘Do we have any candidates on an Excel spreadsheet?’” The spreadsheet approach is one that Andrew Cohen, manager of physician recruitment, MDVIP, is intimately familiar with. MDVIP is currently vetting the best approach to applicant tracking. But, for now, Cohen still relies heavily on an Excel file he designed.
Cohen agrees that staying organized is half the battle in physician recruitment and is looking forward to a more streamlined applicant tracking method. “You have to stay on top of candidates or you are going to lose them,” he says. However, at the same time, Cohen doesn’t want to exchange the simplicity of his current approach for a bells-and-whistles solution that is difficult to use and slows him down. “The big lesson learned is being efficient, effective, and quick,” he says. As physician recruitment professionals consider different applicant tracking systems and approaches, they first need to determine their overall goals and what is important to them in a solution. As Banner Health’s Donna Crane, physician and provider recruitment, systems consultant, says: “Every organization has a different set of needs.” Game plan cont’d on page 12
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Game plan cont’d from page 11
Different approaches to applicant tracking Part of the challenge in choosing an applicant tracking system is the sheer number of options available (see table 1). When evaluating solutions, Peterson recommends asking other recruiters about the approach they use. “They should really do their homework and ask questions like, ‘If you could change something about it, what would it be? What ways does it not meet your needs?’”
Table 1:
Four common applicant tracking approaches Many staff physician recruiters use one of the following four approaches to applicant tracking: •
Commercial applicant tracking solutions specifically designed for physician recruitment, including KontactIntelligence and Recruiting Management System.
•
General human resources, talent management, or customer relationship management systems (for example, PeopleSoft, Taleo, SalesForce) that are customized to address an organization’s physician recruitment needs.
•
Solutions built in-house specifically for a healthcare organization’s physician recruitment needs.
•
Various patchwork approaches, such as employing Excel spreadsheets or using online databases or sourcing sites (for example, Practice Link, PracticeMatch).
Here, for example, are some insights on three approaches: Spreadsheet plus a sourcing tool. To stay organized, Cohen sorts potential physician recruits into two buckets: prospects and candidates. “A prospect is somebody who’s emailing or talking to me or someone on my team. And a candidate is someone who sends us a CV.” MDVIP, which is a network of more than 900 physicians across the United States, uses customer relationship management (CRM) software from SalesForce to maintain an internal database of hundreds of thousands of physicians. In addition, the Boca Raton, Fla.-based organization subscribes to a physician database called PracticeMatch. Cohen identifies leads as individuals that they have not communicated with at all. Managing leads is a key challenge for Cohen. “Some days I’ll have 20 leads to pan through.” The first thing he does is put the lead into a master Excel spreadsheet he created with a handful of fields, including specialty, medical school, desired location, and miscellaneous notes. In recent months, Cohen has also started to use PracticeMatch’s applicant tracking functionality to stay on top of prospects and candidates. While he is still getting used to the software, Cohen likes how the web-based application is integrated with PracticeMatch’s physician database, which helps reduce the burden of manually entering clinicians’ information. He also likes the tool’s reporting functions and the ease of uploading CVs. Whether MDVIP will commit to PracticeMatch as its applicant tracking system is still being determined. The organization is considering other options, including customizing SalesForce to be more specific to physician recruitment.
Many of these customizations involve adding new fields to the database or downloading files, says Crane. “We were able to import over 700 residents and fellows from our academic health system. We had our vendor build custom fields so we could monitor where they [the residents and fellows] are in their programs, their areas of interest, and other information.”
A customized Contact Relationship Management (CRM) solution. Phoenix, Ariz.-based Banner Health has gone the route of customizing a contact management system solution called Infor CRM for applicant tracking.
There’s one capability that Banner Health’s CRM does not have: physicians cannot directly apply or upload their CVs via the system. Instead, interested physicians send their CVs to Banner Health recruiters, who then ensure the information is entered correctly into the CRM system.
“We refer to it as ‘our one source of truth,’” says Crane. “It is like an electronic personnel file so it should tell the whole story. Our director tells us that anyone at any given time should be able to step in and identify where a candidate is in the process.”
Despite the extra data entry, Crane says this approach fits perfectly with the health system’s recruitment philosophy. “We want to create that red carpet experience for physicians. We take their CV and make it as easy as possible for them. That way they don’t have to go through the laborious process of entering and answering every question regarding their education and employment history. Their time is very valuable, so we want to respect that.”
A 28-hospital system that spans seven states, Banner Health has a 35-person team to handle its significant recruitment needs. In 2016, Crane and her colleagues signed 636 physicians and other licensed clinicians. 12
Crane likes the flexibility of their tool. Banner Health’s CRM solution has continually evolved as recruitment needs have arisen or changed over the past decade. For instance, after the health system acquired a medical school as part of a merger, Crane and her colleagues were charged with filling academic positions as well as clinical physician slots. In addition, they are expected to retain physician talent coming out of their medical school by staying in contact with alumni and alerting them about job options as they complete their residencies and fellowships.
Journal of the Association of Staff Physician Recruiters
Game plan cont’d on page 13
Game Plan cont’d from page 12 A physician-specific applicant tracking system. Fairview Health Services switched applicant tracking systems two years ago, adopting a solution designed for physician recruitment called Recruiting Management System. One benefit of the system is how it incorporates both contact management and applicant tracking, which makes the entire recruitment process more seamless. Peterson states “Anytime I go to a job fair, I’ll bring my iPad and say to new contacts, ‘If you want to stay in contact, why don’t you sign in here’ [via a link] on our web page. The contacts then get an email saying, ‘Thanks for registering with us …’ and my sourcing team knows to start tracking those people and send them links to jobs related to their specialties.” When a contact is ready to apply, the system will send that contact a link to an electronic application, which becomes part of the candidate’s file. Like Crane, Peterson believes it is important to keep the application process as simple as possible for physicians. For this reason, Fairview Health’s application only asks physicians to provide their contact information and CV and to answer some yes/no questions related to equal opportunity employment and a background disclosure questionnaire. “It takes two minutes to complete the application,” she says. “We only ask them for things that we really need.” Peterson believes her team’s productivity may have increased after they got used to the new applicant tracking system. Her team completed 267 placements in 2016, up from approximately 220 in 2015, despite being down three recruiters for five months. “I wonder if having this electronic system helped us become much more efficient so that we can output faster.”
Another efficiency benefit: the system allows Peterson to keep track of what her team is working on so she can redirect workload as needed. Based upon the data in the system, she can see if a recruiter may have too many searches and may be overworked where another recruiter may have fewer searches and the capability to take on more searches or work. “I can direct my team based on the data that I see,” she says.
Features and capabilities to consider Staff physician recruitment professionals interviewed cited a number of features and capabilities they think are key to ask about when exploring applicant tracking systems (see table 2). One all-encompassing capability is customer service, particularly as related to the vendor’s ability to work with an organization to customize their solution in a timely manner. Both Peterson and Crane cite numerous examples where their vendors helped build out their systems to accommodate various requirements or requests. For instance, Peterson recently asked her vendor to enable the system to track the effectiveness of Fairview Health’s medical school loan forgiveness program in retaining physician staff. Another capability to look for is whether the application can make it easier to track and benchmark various metrics, such as for the Annual ASPR In-House Physician Recruitment Benchmarking Survey. “Tracking all these metrics can be cumbersome. But now with our system, I can complete the ASPR survey in 15 minutes,” says Peterson.
Table 2:
Key questions to consider when evaluating applicant tracking systems Many staff physician recruiters use one of the following four approaches to applicant tracking: • Ease of Use: How easy is it for recruiters to use the system? For instance, is it intuitive what to click to get to the information you need? Is it clear how to run various reports? Is it easy to request that the system track certain information about physicians?
In addition, how simple is it for physicians to use, if they apply directly in the system? What are the time expectations on physicians looking to apply for a job?
• Specificity for Physician Recruitment: Is it designed specifically
with in-house physician recruitment in mind? If not, what needs to change or be added to accommodate your needs?
• Sourcing through Hiring: What aspects of the physician recruitment
process does the solution cover and automate? For instance, does it connect directly to many sourcing platforms so you can easily post jobs and track contacts as well as applicants and candidates? Can it be integrated with your organization’s human resources system?
• Access and Connectivity: Can the system be accessed from anywhere
(e.g., from home, at job fairs)? Is there a mobile app that makes it easy to access it via smart phones or tablets? Is it compatible with other common software systems (e.g., Microsoft products)?
• Cost to Benefit Ratio: How does the cost of the solution compare to any
savings your organization will achieve by improving productivity and efficiency? In addition, what future costs might you incur related to adding key capabilities or customizing the tool to meet your organization’s needs?
• Proprietary Information: Who owns the data? If you use a commercial application, does your organization get to keep the physician information you collect in that system? Does the vendor have any rights to the data?
• Team Management: Does it allow recruitment managers to see how busy their team members are and re-distribute workload as needed?
• Benchmarking and Reporting Capabilities: Is it set up to automatically track metrics in ASPR’s In-House Physician Recruitment Benchmarking Survey? What about metrics that are important to your organization to track? How easy is it to create and develop reports?
• Customization and Customer Service: What is the vendor’s
bandwidth in terms of being able to work with your organization to rebuild or customize the solution to meet needs and requirements? How quickly can the vendor turn requests around? Will your organization be assigned a primary contact to work with versus a help desk number?
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ASPR In-House Physician Recruitment Benchmarking Report — 2016 Executive Summary ASPR is pleased to announce that the 2016 ASPR In-House Physician Recruitment Benchmarking Report is now available. The newly published Report is an annual survey conducted by the Association of Staff Physician Recruiters (ASPR), a professional organization exclusively for in-house physician recruitment professionals. ASPR is the leading authority on physician recruitment, onboarding, and retention. ASPR is comprised of approximately 1,600 in-house physician recruitment professionals employed directly by hospitals, clinics, physician practices, academic medical centers, and managed care organizations from across the United States and Canada. The 2016 ASPR In-House Physician Recruitment Benchmarking Report is designed to provide easy-to-comprehend statistics in order to help in-house physician recruitment professionals compare their recruitment data against industry norms. Benchmarks are critical for our industry as we constantly strive for improved processes and results within our organizations to meet the healthcare needs within our communities. The purpose of the survey is to collect and distribute credible industry data that may be utilized to meet these objectives. The 2016 ASPR In-House Physician Recruitment Benchmarking Report provides a detailed analysis of key statistics on provider recruitment searches conducted by in-house physician recruiters during calendar year 2015. A total of 155 organizations participated providing data for 398 in-house physician recruiters and 6,515 active searches. Please refer to the full Report and Searchable Results for comprehensive information.
As in previous years, the typical** responding organization is located in a Metropolitan area of 100,001 to 250,000 people, and the most common region is the Midwest, which gives residence to 31% of the responding organizations. A question was added recently regarding the chapters and regional groups to which recruiters belong. The chapter, “Onboarding and Retention (OAR)” – by far the most frequently cited chapter - has members among 28% of responding organizations. Approximately 78% of organizations employ recruiters belonging to one or more chapters or regional groups. The typical responding organization performed 45 active searches during 2015. This continues a pattern of steady increases, spanning from 20 searches in 2012 to 45 in 2015. Respondents employed a median of 2 in-house physician recruiters (4 on average), which has held fairly constant. Following the trends of these two metrics continues to help explain the increases in the typical recruiter’s workload over the past several years. Per calendar year, the number of active searches per recruiter has climbed from 13 searches in 2010 to 22 searches per recruiter in 2015, an increase in excess of 68% in the past 5 years.
Searches Doubled
Demographics The geographical distribution of participating organizations was relatively balanced again this year, with 31% in the Midwest, 26% in Southern states, 25% in Eastern states, and 19% in Western states. Regarding population size of the organization’s primary location, 33% of reporting organizations’ primary location was in a Metropolitan area of 50,001 to 250,000 people, 29% were located in a Metropolitan area of more than 500,000 people, 16% were in an area with a population ranging from 250,001 to 500,000 people, and 21% were located in a Rural market* with 50,000 or fewer people.
Executive summary cont’d on page 16
*The US Census Bureau defines a Rural market as an area with a population of 50,000 or less **Throughout this report, the term “typical” indicates the median response.
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Executive summary cont’d from page 15
Searches
Recruiter Profile & Compensation
The Searches section relays key statistics about 6,515 searches, more than 40% of which was to replace a departing provider. Approximately 54% of active searches were filled by year-end; 38% remained open; 5% were cancelled; and 3% were put on hold. A majority (78%) of searches were again for practices owned by Hospitals/Integrated Delivery Systems.
The Profile and Compensation section reports data on 398 in-house physician recruitment professionals from 143 organizations. As in past studies, the most frequently cited position title was “Physician Recruiter”, followed by “Senior Physician Recruiter”. The typical in-house recruitment professional has 8 years of recruitment experience (average = 9 years) and 84% are female. Approximately 85% of their time is spent on recruitment activities. Twenty-five percent supervise staff, 55% have provider onboarding responsibilities, and 35% have provider retention responsibilities.
The top five overall searches conducted were Nurse Practitioner (11%), Family Medicine (11%), Urgent Care (9%), Pediatrics (8%), and Physician Assistant (7%). The top five physician searches were Family Medicine (11%), Urgent Care (9%), Pediatrics (8%), Hospital Medicine (6%), and Internal Medicine (5%). Nearly 3/4 of responding organizations searched for a Family Medicine provider during 2015. This represents the most common search for an organization, followed by Hospital Medicine (searched by 57%) and Internal Medicine (searched by 54%). Specialties were again grouped into four main divisions: Advanced Practice, Primary Care, Specialty Care, and Surgery. Of these divisions, Advanced Practice searches were filled in 93 days, while Specialty Care positions required 128 days. Primary Care and Surgery specialties tended to be filled in 109 and 115 days, respectively.
Nearly 80% of individuals involved in in-house physician recruiting hold a Bachelor’s degree or higher (27% hold Master’s degree or higher). Approximately one third of in-house physician recruiters are certified as a Fellow of ASPR or have obtained designations towards certification. All compensation values were reported and validated directly by a member of the organization’s Human Resources department. Compensation varies by title with the title of Director of Physician Recruitment being the most highly compensated. Nearly half of all in-house physician recruiters were eligible to receive a bonus in 2015 with a median bonus of $2,400. Those with higher titles were more likely to receive bonuses. As expected, a correlation exists between years of experience and total compensation. The highest income earners are more likely to have advanced degrees, responsibilities for supervising staff, and more years of experience.
More Work, Less Time
High Demand Fields
Executive Summary cont’d on page 17
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Journal of the Association of Staff Physician Recruiters
Executive summary cont’d from page 16
Active Searches
Disclaimer
The benchmarks reported in this Executive Summary are intended to provide healthcare recruiters and leaders with a point of reference for the purposes of education and process refinement. There are innumerable variables that should be taken into consideration when comparing your organization’s data to national medians, any one of which can have a significant impact on recruitment outcomes. It is recommended that a more detailed examination be conducted with regard to the specific geographic region, population, specialty and organizational demographics of the market in question. The full report, along with online access to pre-populated Snapshots of the most often requested benchmarks, an interactive Searchable Results tool that allows users to select specific data sets to create custom reports, and a HR-validated Compensation Calculator is available for purchase at ASPR.org.
Expenses The Expenses section captures data within four categories: Candidate Expenses, Search Firm Fees, Marketing Expenses, and Departmental Expenses. Eighty-three organizations provided their expense data for this year’s survey.
Participants in the annual ASPR In-House Physician Recruitment Benchmarking Survey receive free access to all of the tools available through purchase, plus receive exclusive access to the Organization Benchmarking Report (OBR) - a customized display of the participant’s organizational data side-by-side with national and regional data, and that of like-sized populations, organizations, and departments. Please contact us with questions or comments at info@aspr.org
The typical organization reported an annual recruitment budget of $388,000 ($668,000 on average). Budgets varied considerably, based on the number of searches the organization conducted, and there were also significant variations based on the geographic regions and surrounding population sizes. Approximately 80% of reporting organizations paid fees to either a retained or contingency search firm during the year. Use of external search firms by in-house recruiters appears to be limited to roughly 1 in 7 searches¹. For organizations conducting 50 or more searches per year (and typically employ 4 recruiters), utilization of an outside search firm decreased to 1 in 17 searches². These data indicate less reliance on search firms for organizations with additional staffing and potential efficiencies of larger departments.
1 based on a reported average search firm expense of $2,900 per search (“standard” search firm fee of $20,000 ÷ $2,900 per search) 2 the average expense for those with 50 or more searches was $1,200 per search ($20,000 ÷ $1,200)
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Spotting the yellow flags—and dealing with them Gayle Bennett, contributing writer for the Journal of ASPR
Physician recruitment professionals know the red flags—many jobs of short duration, gaps in training or employment, or an abrupt end to a previous job. Recruiters follow up on these issues as a matter of course. But what about the yellow flags—the things that don’t seem quite right or give recruiters a feeling that something is off or not adding up? Following up on these nagging items is just as important because even the smallest of yellow flags might evolve into a red flag. “We are kind of psychologists and investigators at the same time,” says Michael Griffin, a clinical recruiter for Sound Physicians in California and Nevada. “We are the dragnet before they get in the organization.” In the worst-case scenario, not investigating a yellow flag could lead to a bad hire. However, there are other less dire but unfortunate outcomes that can overcomplicate the process or hurt an organization. “If you move candidates [with yellow flags] along the process and your physicians get to them and find these problems, then your physicians are beginning to not trust you,” says Donna Loy, senior human resources business partner at Penn State Health St. Joseph.
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Journal of the Association of Staff Physician Recruiters
Nobody wants to lose the trust of their physicians and leadership. The good news is there are easy ways to suss out common yellow flags early in the process, so they can be cleared up.
In the worst-case scenario, not investigating a yellow flag could lead to a bad hire. Potential Yellow Flags Many physician recruitment professionals use a standard screening tool when they first talk to candidates. This ensures that every candidate is asked the same set of questions. It also makes it easier to detect when someone doesn’t want to talk about something, which might indicate an issue that needs addressing. The following are a few areas to pay attention to during the screening process with candidates. Yellow flags cont’d on page 20
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Yellow flags cont’d from page 18
Communication and Listening Skills “The number one thing I find as a yellow flag is communication,” Griffin says. He gets concerned when candidates don’t communicate clearly, don’t follow up on time, or get things confused. Bad communication skills are often a sign of low emotional intelligence, he says.
It only takes a slight change in the standard protocol or a little extra legwork to figure out if a yellow flag is a big deal or nothing to worry about. Here are some possible process tweaks to help get to the bottom of a yellow flag.
Griffin’s company, Sound Physicians, conducts the reference check, the background check and a call with the lead chief before candidates get to the interview stage. This process takes a couple weeks, and he’s clear with every candidate about this schedule. However, some still persist in requests for an immediate interview. “That tells me that they aren’t listening to me. They only have their own needs in mind,” Griffin says.
Be Flexible about Timing of Reference Checks When a yellow flag appears, often the best course of action is to talk to someone at the applicable program or job. Therefore, being flexible on when to conduct the reference check is key.
Griffin will often give new graduates the benefit of the doubt and will take extra time to review the process again. If doctors are willing to listen, he doesn’t hold it against them.
“If it’s not a reasonable response [from the candidate], then we might check references a little earlier in the process,” says Melanie Mrozek, physician recruiter and senior consultant for Banner Health Physician Recruitment. Normally, she checks references at the end of the hiring process.
But, he goes on to explain, “If it’s someone who’s been out of training for five or six years, that’s a huge yellow flag. They think they are the center of the universe.”
Avoiding Certain Topics If a candidate doesn’t want to talk about a particular job or if an answer to a standard question is very short or abrupt, that could be a yellow flag. “Sometimes they seem to be drawing me someplace else,” Loy says. “You ask the question and they don’t answer. So you let them go that way for a little bit, and then you bring them back to the question. Anything that feels funny you pick at.” Loy’s yellow flag alert is also triggered when a candidate doesn’t want to give her a reference for his or her current job. “I don’t want to risk your job, but there must be someone I can talk to,” she tells these candidates. When she eventually obtains the reference and calls that person, she will ask an open-ended question about the candidate and then patiently and silently wait for the full answer. “That way people tell me more—and they do.”
Lack of Clarity on Goals The last thing Griffin asks about in his screening interview is goals. “Is this a forward-thinking person that we can invest in and advance? Or is this someone who just wants to do this for the money and that’s it?” A lack of goals can indicate a lack of passion for the work. Similarly, he notes if candidates have volunteer experience or a passion for their specialty and work. If the candidate is only focused on what they do not want to do and don’t seem to have a passion for the work, they probably will not be strongly considered.
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Processes to Find and Deal with Yellow Flags
Journal of the Association of Staff Physician Recruiters
Google and Bing Everyone Recently, a placement agency presented a locums candidate to Loy and she mistakenly assumed the company had already done a preliminary screening. This doctor sailed along the hiring process, but before the offer, she googled him and discovered he was currently involved in a major lawsuit and had lost his privileges at a hospital. She now does an internet search for each candidate early on. It’s also wise to conduct an internet search regarding anything on the CV that you are not familiar with. Mrozek recently screened a candidate from a medical school that isn’t ACGME-accredited, but she only realized that when she researched the program. Keep Asking Questions It’s important not to ignore any nagging feelings about a candidate at any point in the process. If Mrozek feels like she didn’t get to the bottom of something in the screening interview, she’ll often follow up with an email to address any open concerns and to seek clarity. She will state, “In the screening, I made some notes about this, but I wanted to inquire a little further to see if you can give me a little more information.” She tries to pull answers out of them and get it in writing. “You’ve got to trust your gut,” Mrozek continues. “If there’s something more to it, it’s worth investigating a little further.” If a yellow flag is indeed a red flag, figuring out sooner rather than later will always be to a physician recruitment professional’s best course of action. Everyone else involved in the recruitment process will appreciate receiving the most vetted and appropriate candidates.
Leadership profile:
A few questions with Frank Gallagher, ASPR President-Elect Kate-Madonna Hindes, JASPR managing editor
President-Elect Frank Gallagher serves as director of provider recruitment at AtlantiCare, a winner of the 2009 Malcolm Baldrige National Quality Award. The health system is located in coastal southern New Jersey and serves as the region’s largest healthcare organization with more than 5,400 employees and 700 physicians. In his role, Frank is responsible for the development and execution of strategies related to the recruitment of providers across the system’s two hospitals and 70 ambulatory locations. Frank began his physician recruitment career with Lehigh Valley Hospital and Health Network in Pennsylvania, an academic community health system, where he worked as a physician recruiter starting in 2004. Prior to his career in physician recruitment, Frank gained valuable experience in human resources as an HR generalist and HR manager, as well as a corporate recruiter. Frank received his undergraduate degree in business administration from Temple University and earned a Master’s degree in human resource management from Widener University. Frank and his wife Marcella reside in Linwood, N.J., with their five children.
What is one of your favorite things about ASPR? This is easy; it’s the people. I would not be doing this as long as I have with as many different roles if not for the great people. I pick up the phone or send an email and get instant access to the best of the best — that’s immeasurable. All of our in-house physician recruitment professionals are just terrific individuals. I joined ASPR for professional networking and best practice sharing and ultimately I keep investing in the organization because of the personal relationships I built.
What is your favorite ASPR memory? I don’t have one real profound memory. I think a lot of what we do on the board is behind the scenes. And, that’s the way it should be. We’re working on such important items — although they are not exciting, they are very important.
What drew you to the field of physician recruiting? It was really by accident — I refer to myself as the accidental recruiter. No one goes to school to become a physician recruiter; we all seem to end up in this field by default. In my case I was working as an HR professional and was laid off. I was contacted by someone who had worked for me at another organization and she had taken a position with a local hospital. And now, here I am.
What is your most prestigious accomplishment? One time I received a phone call from a friend – someone I had gotten to know through my connections at the hospital where I was working. This friend had a sister-in-law who was in the ICU at our hospital. The person on the other end of the phone went on to tell me his sister-in-law was gravely ill. I was able to put the patient’s relative in touch with one of the trauma surgeons I had hired and she called him directly. I remember distinctly he was shopping in a Home Depot at the time of the call. He calmed her down and told her he would ensure that her sister-in-law received great care. She called to let me know she was so grateful that I put the two in touch. It makes a connection to why we do what we do and makes me so proud to be a part of ASPR.
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Practice opportunity profiles — a valuable recruitment tool Saskia van Tetering, contributing writer for the Journal of ASPR
While many physician recruitment professionals may currently be utilizing various forms of practice opportunity profiles, others are not—and may be missing out on the value this tool can bring to the process. Adding it to your recruitment toolbox can help create a more solid framework to attract, recruit, and retain the very best candidates for your organization.
What is a Practice Opportunity Profile? A practice opportunity profile describes the opportunity and the practice or organization that has requested recruitment assistance. The document most often is utilized internally by the recruiting team. The profile can establish essential parameters of the position, the practice, and the local community. It can also define the expectations for the organization and prospective candidates. Based on this information, physician recruitment professionals can create marketing and advertising plans to attract the most qualified candidates. The profile can also aid in screening and communicating with prospective candidates.
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Journal of the Association of Staff Physician Recruiters
“The physician recruitment professional is the first line of communication with a prospective candidate, and with the assistance of a detailed and exact profile, quickly becomes the source of information for the successful recruit, a relationship that can continue long after hiring,” explained Joelle Hennesey, FASPR, MHA, manager of physician services, First Physicians Group, Sarasota Memorial Health Care System, Sarasota, FL. “Rather than just ‘kicking tires’ and seeing what kind of candidates are out there, when a practice opportunity profile is complete, I know the group is serious about employing someone. It saves a lot of time and effort,” Hennesey added.
Practice opportunity profiles cont’d on page 25
Practice opportunity profiles cont’d from page 24
What purpose does a Practice Opportunity Profile serve?
What should a Practice Opportunity Profile include?
Robin Schiffer, FASPR, also utilizes practice opportunity profiles in her job. “For a larger organization such as ours, a practice opportunity profile is a crucial aspect of our hospital’s business development plan.” Schiffer is manager of physician recruitment and physician relations at the OhioHealth Mansfield and Shelby Hospitals in Mansfield, Ohio. She added that a practice opportunity profile can be valuable element of the strategic planning framework by providing the needed justification and due diligence for the position.
A practice opportunity profile should determine all terms and conditions of the position for which the organization is recruiting. These terms might include (but not limited to):
“We do not begin the recruitment process until the practice opportunity profile is complete. In fact, we cannot begin the recruitment process until the practice opportunity profile is fully signed off by all accountable executives in the hospital, including the lead physician, operations director, and the hospital president. Should some of the signatures be absent, the recruitment process cannot begin, and further research and validation are pursued,” Schiffer said. Any size or type of organization can benefit from implementing practice opportunity profiles into the recruitment process. A profile can serve not only to confirm the rationale for recruiting but also can provide a more precise snapshot of the type of candidate the organization needs. Information in a practice opportunity profile can aid in generating the following: • Timeframes for physician/healthcare provider recruitment • Financial assessments to determine hiring rationale and staffing needs • Approval and signatory procedures • Marketing and advertising plans • Postings and advertising on local and national recruiting websites • Initiation of contacts with candidates, including coordinating meet-and-greets and tours of medical facilities and community amenities • Determination of next steps for onboarding and retention
When is a Practice Opportunity Profile developed? When a group, division, or hospital requires recruitment of a new physician or other healthcare provider, a practice opportunity profile should be created. This document represents the organization’s intent to recruit, whether originating from: • The natural evolution of a business development plan • An increase in patients or community needs • The establishment of new services • Attrition due to retirement, promotion, illness, or other unforeseen circumstances
1. General information including: oo Contact information for the physician recruitment professional, lead physicians, administrators, etc. Physical locations of facility and/or practice Desired date(s) of recruitment need(s) i.e., transition schedules Reason for recruitment Qualifications, expectations, abilities required, and other desired qualifications oo Board certification or board eligible, etc. oo Responsibilities, procedures, inpatient and/or out-patient expectations
oo oo oo oo
2. Practice characteristics oo Type and structure of practice oo Number and type of physicians/providers oo Payor mix oo Ancillary staff oo Hospital privileges 3. Workload characteristics oo Practice volume oo Typical weekly schedule oo Call requirement oo Work/life balance 4. Patient characteristics oo Community/hospital based oo Demographics such as age, morbidity, cultural mix, etc. 6. Salary/benefits information oo Compensation structure oo Base pay, productivity or other incentives oo If in a non-employed setting, what support the hospital will provide for recruitment and compensation and the terms of such financial support oo Insurance, benefits, etc. oo Relocation assistance oo Other signing incentives
7. Interview and hiring process 8. Facility or community details oo Office: i.e., equipment, facilities, staff
Summary Practice opportunity profiles are a valuable tool for an effective recruitment. You can find samples of these tools in the resource center at ASPR.org. If you have a sample template you would be willing to share with your colleagues, please forward it to resourcelibrary@aspr.org for placement in the resource center.
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Example Practice Profile from ASPR’s Resource library (1/3)
Practice Profile
Please complete and return via email to: ___________________________________ FACILITY NAME: SPECIALTY: MEDICAL DIRECTOR: LEAD MD (& others to be included in interviews-please specify 1st round, 2nd round, etc.):
Dr.
PRACTICE MANAGER: ADDRESS:
PHONE (main line):
PHONE (second/ personal line):
FAX:
PAGER/OTHER:
Profile of Each Physician Practice Partner Name: Male/Female: Age:
The Practice # of physicians & staff: Practice/Department philosophy/practice styles, and values of the physicians in the group: 26
Journal of the Association of Staff Physician Recruiters
Example Practice Profile from ASPR’s Resource library (2/3)
# of Pts/Day seen in Clinic: # of Procedures Performed Percentage of IP & OP: Office hours: Call (and whom it is shared with): Hospital(s) Used & Size Patient pop. (age/ ethnic): Payer mix:
The Position Other locations served: Reason for open position: Expected time to get physician credentialed: Expected time to get physician on insurance panels: Timeframe for building a full practice: Will we sponsor a visa:
The Ideal Candidate Temperament/ Philosophy: Subspecialties / other attributes desired:
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Example Practice Profile from ASPR’s Resource library (3/3)
Experience / training:
Community Political Environment Competition in the area: Shared consultation / referrals:
Compensation (indicate when advertised and/or shared with candidate) Salary/range: Relocation contribution: Fringe & other benefits: Standard benefits: Bonuses: Performance criteria:
Attraction To The Position Market data and any management highlights that should be addressed. Any details about the area and location or where the practice is located in comparison to landmarks around the city would be useful information to have when recruiting providers.
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Journal of the Association of Staff Physician Recruiters
Formalized onboarding programs improve retention Julie Phelan, MD, MBA, contributing writer for the Journal of ASPR
Onboarding is critical for increasing a newly recruited physician’s satisfaction with an organization and for retaining highly qualified and talented physicians. Formalized programs help not only with the integration of a new physician to an organization’s culture, but also provide a new recruit with the necessary tools and information to perform well and to succeed within a practice.¹,²
Why is onboarding important for new providers? A physician candidate’s first impression of an organization is critical to improving retention rates and company brand. The more engagement a physician has with an organization on the first day of work, the more incentive there is to remain with the company.³ To that end, 90% of employees make their decision to stay with an organization within their first six months.³ Onboarding programs are about customer service according to Donna Ecclestone, FASPR, director, physician integration and onboarding at Duke University Medical Center. Ecclestone explained that these programs help build a relationship with a physician candidate during recruitment and provide an impression of an organization. For organizations with formalized programs, the onboarding team usually meets with new recruits before they join the practice. As physicians transition from candidates to signed recruits, the team helps promote the practice; provide benefit information and important timelines; and provide relocation support (real estate
contacts, house-hunting tips, community discounts, local schools, banking, etc.) This type of assistance is invaluable as new physicians are planning to change their lives and the lives of their families. Further, these programs help educate recruits on the type of support the organization has for both their professional and personal lives. “Onboarding takes a team,” according to Ecclestone. If the process of onboarding is performed based on a checklist, it is more task-based rather than relationship-based, and the program is not being used as a relationship tool. A checklist approach is a major challenge that can be overcome by creating a more interactive experience, including multimedia resources.² For example, Duke University Medical Center offers a formalized monthly orientation for new providers that includes an in-person welcome from an executive or a director. The executive or director will also provide personal contact information, lending a sense of approachability and a personal touch that helps welcome new recruits to an organization. “An individual’s first few months with an organization are crucial. During that period, professionals develop a sense of what is important, what the organization expects from them, and what they can expect in return,” according to an article written by Weisz and Spiegel of Southern California Permanente Medical Group. ² Onboarding cont’d on page 30
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Onboarding cont’d from page 29
Why Is an onboarding program important for an organization?
When a physician leaves a program within a short time of hire, numerous entities are affected. First, there is a financial hit to the recruitment and operational budgets. For an organization, the cost to replace a new hire can be as much as twice the annual salary.¹ Given the amount of time and money exerted to recruit top talent, formalized programs are critical to retain highly qualified and talented physicians and to cultivate relationships with potential physician candidates prior to recruiting in order to help create long-term job satisfaction.⁴ Moreover, provider turnover may impact the reputation of and working environment within a practice. The perception of a practice within the community could be affected. Patients and their families may question why turnover is occurring within a practice. The physicians remaining in the practice may experience significant effects on their job satisfaction, in addition to the potential negative effects on organizational culture.¹ Further, changes in call schedules and workloads have a significant impact on a practice. Consequently, the practice experiences a negative impact on morale and productivity, as well as lost insider knowledge.¹
Key Statistics • In 2006, 76% of companies had a formalized onboarding process.³ • Only 15% of companies extend onboarding to six months.³ • Texas Instruments found that employees who attended an onboarding program reached full productivity two months sooner than employees who did not attend.²
References 1.
Maurer R; Society for Human Resource Management. Onboarding key to retaining, engaging talent. https://www.shrm.org/resourcesandtools/hr-topics/talentacquisition/pages/onboarding-key-retaining-engaging-talent.aspx. Published April 16, 2015. Accessed February 17, 2017.
2.
Weisz J, Spiegel NH. SCPMG University: helping new physicians adapt and succeed. Perm J. 2009 Winter;13(1):78-79.
3.
Aberdeen Group. Onboarding benchmark report. Technology drivers help improve the new hire experience. http://www.hreonline.com/pdfs/10022007Extra_
Onboarding programs should evolve continuously, not remain static, according to Ecclestone. These programs should include goals to consistently search for opportunities to streamline and facilitate the process thereby providing a more meaningful experience for both the new recruits and the onboarding team.
ASPRChat reminder Respect Member Privacy ALL information that is shared on chat is for ASPR members only. Do not forward posts, recruiter information, etc. This includes emailing people who are not members of chat. Please be respectful of one another and keep the information within our ASPR group.
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AberdeenReport.pdf. Published August 2006. Accessed February 17, 2017. 4.
Crepeau J. Physician relationships: make your first impression count: a strategy for physician recruitment is vital to a health system’s success. Here are five action steps for improving physician recruitment and retention at your organization. Healthcare Financial Management. May 2012;114. Accessed February 15, 2017.
ASPR is looking for new articles! ASPR is always looking for articles for the Journal of ASPR (JASPR). If you would like to submit an article for JASPR, or if you would like some guidance on a possible article topic, you may contact the editor at journal@aspr.org.
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How to maximize your membership benefits Rachel Reliford, MPA, FASPR, co-chair, ASPR membership committee, OSF Healthcare
Are you new to ASPR? Perhaps even a member for several years, but wonder how your membership is useful? ASPR’s vision is to transform healthcare in our communities. How is that goal accomplished? We empower industry experts through education, research and engagement. Each one of us can become an industry expert, but the tools ASPR offers often are underutilized, especially networking. With more than 1,700 members from the across the United States and Canada, you can network with other in-house physician recruitment professionals from a variety of backgrounds including urban and rural hospitals, integrated healthcare networks, academically affiliated medical centers, private practices, and single and multi-specialty clinics. Each setting comes with its own set of challenges, but sharing our stories and collective experiences with one another helps strengthen our knowledge so that we can become the expert to our C-suite. My earliest days of recruiting were a crash course in culture, religion, and politics. From having food overnighted for a physician with strict dietary needs, to visiting churches, temples, mosques and synagogues all in the same week, and then matching a candidate with a real estate agent who could help assist with looking at homes of a particular style and architectural layout to match with religious beliefs, I was on a tight learning curve. I remember wondering if my experiences were shared by others. I knew that the connections made for these physicians would likely make the difference in them looking at our community as home.
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Journal of the Association of Staff Physician Recruiters
Chapter groups: ASPR has six chapter groups. Some ASPR chapters are regionally based, including Northwest Staff Physician Recruiters (NWSPR), Southeast Physician Recruiters Association (SEPRA), and Texas Association of Staff Physician Recruiters (TexASPR). Others are specific to the scope of recruitment. The environment of physician recruiters in academia is unique. If you are an in-house recruiter participating in faculty recruitment or associated with an academic medical facility, consider joining Academic In-House Recruiters (AIR). Many of our members wear multiple hats in their organizations and the demand continues to participate in full life-cycle recruitment, including the onboarding process. As the lines between recruitment and onboarding continue to blend, the Onboarding and Retention (OAR) chapter can provide you industry best practices for not only attracting quality physicians, but retaining them. New Member/First Time Attendee Reception: The annual conference is an opportunity to network, specifically to those new to the industry. Each year before the opening of the exhibit hall on Sunday evening, the membership committee organizes (with the help of a sponsor) a new member/first time attendee reception. All in attendance are asked to bring business cards to exchange at this wine and cheese meet-and-greet. At the conclusion of the reception, depending on the number of business cards you have exchanged, you can earn extra drink tickets to the exhibit hall opening reception that same night. This fun event is a great opportunity to meet others who Membership cont’d on page 33
Membership cont’d from page 32 are also newer physician recruiters and ask questions about how your colleagues might be doing things differently or more effectively in their organizations. Chat: Beta testing was recently completed and our new version of Chat is now live! This new platform takes our chat discussion list to the next level in terms of ease, searchability and each person controlling the number of emails they’d like to receive from Chat. Take the time to learn from others and share what worked or didn’t work for you.
I believe the old idiom is correct; knowledge is power. In the physician recruitment field, that power is then harnessed to guide our physicians, their families, our administrators, and even community members in the transformation process. The face of physician recruitment is dynamic, and responding to those changes effectively requires learning from one another and networking. Our best resource is you!
DID YOU KNOW?
Annual Conference Roundtable “How to get the most out of your ASPR membership”: During our roundtable breakout time, make it a point to attend “How to get the most out of your ASPR membership”. I have heard recruiters in the industry for one year or ten years tell me this was extremely helpful in understanding benefits of ASPR they didn’t know existed. All are there for the same objective — how to be more effective in their roles using tools from ASPR. You don’t know what you don’t know! This table is generally led by ASPR leaders and can provide you with a small venue in which to ask questions in person and develop connections with individuals you can go back to when you are in your office months later and looking for out-of-the-box solutions.
Volunteer: What better way to network than by volunteering with your peers! ASPR has several committees and special projects, depending on your interests. If you are interested in helping plan the annual conference, consider becoming a part of the education committee. Perhaps you are a gifted writer; the fellowship committee welcomes new members to assist in developing ASPR 101, 201, and 301 exam test questions. The membership committee is often seeking new reviewers as every new and renewing membership application must be screened to assess the applicant’s credentials. JASPR, our bi-annual journal publication, accepts ideas for articles, and any ASPR member may submit their own work for inclusion. Most committees involve a monthly phone conference call and projects are broken down into subcommittees. Even if you are wary of the monthly time commitment, special projects are limited in duration and can be a great way to try out a committee to see how you can serve.
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5 things to know about ASPR membership Many of our members, whether long-term or brand new, often tell us ASPR offers so much that they occasionally need a reminder. Here our five value-adds that your ASPR membership offers…
1. Fellowship Certification Program
4. Conferences
Physician recruitment is all about dedication, focus, and the discipline to help those around you achieve excellence. Our Fellowship Certification Program, or FASPR, demonstrates that you have that commitment. ASPR’s certification program has become a leading resource for building and testing recruiters’ knowledge and skills across a broad spectrum of ASPR topics.
2. Networking opportunities
ASPR provides cutting-edge resources for your networking needs. With more than 1,700 in-house physician recruitment specialists, the opportunity to connect with other professionals across a variety of channels is limitless including ASPRChat, networking sessions at the conferences and volunteer opportunities.
3. Physician recruitment benchmarking
As a member of ASPR, you automatically have a trusted source for industry data, developed and gathered through our benchmarking surveys and reports. As physician recruitment professionals, we compare our practices to industry best practices in order to continually strive for excellence and success.
Have you heard about ASPR conferences and wondered what you had to do to get in on such vital, informative meetings? Become a member; it’s that simple. Our ASPR conferences boast hundreds of professionals like you coming together to share industry insights, professional tips, ideas for improvement and much, much more. Many of our members say the ideas gained at the conference more than pay for the cost to attend the event.
5. Education
One of our strongest pillars is our ability to educate our members. Whether that is for our most recent member or one who has been around for awhile, ASPR is dedicated to providing easily accessible educational programs to keep you at peak performance and your career as strong as possible.
Know someone who should be an ASPR member? Refer them on!
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Journal of the Association of Staff Physician Recruiters
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Social media in recruiting Pat Youngblood, VHA Healthcare Recruitment and Consulting Office; Steven Ferrell, University of The Incarnate Word
Recruitment professionals and hiring managers are always seeking to understand as much as possible about those seeking employment. Until very recently, the dynamic of the relationship between hiring managers and job seekers was one where the application and interview process was controlled by the hiring entity and the information made available regarding the applicant has for the most part been controlled by the applicant—until the advent of social media that is. In today’s business world, social media and the personal information made available, have given recruitment professionals much more control of that process. A visit to any social media site will reveal information, often of a very personal nature, that can influence the decision whether or not to hire. What seems to be an innocent post regarding likes and dislikes, wants and desires, family matters and matters of personal ethics, become very much a roadmap to understanding prospective employees.
How social media is changing recruiting Facebook and LinkedIn are two social media sites which both stand out as recruiting tools as well as Doximity which has an impact on the physician recruiting environment. Both Facebook and LinkedIn include job-posting features for recruiters and are heavily used by today’s recruitment professionals when seeking the best candidates for job postings. As of the third quarter of 2016, Facebook had roughly 1.79 billion monthly active users while in the same period, LinkedIn had approximately 467 million users, of which about 25% sign in on a monthly basis (Statista, 2016).
The power of an online presence While those numbers in and of themselves point to the power of social media as an informational tool, their true impact lies in its ability to magnify that information in the form of comments, engagement, and reposts by those most familiar with the original poster. That additional information provided by family and friends, can paint a fairly complete—and accurate—picture of the individual. A truth that can work for or against job seekers.
A study completed by CareerBuilder, a global leader in human capital solutions, looked at the importance of having an online presence and what impact that presence has in the hiring process. The study utilized data gathered by Harris Polling from over 2000 hiring managers and human resource professionals and over 3000 individuals either already employed or that were seeking employment. Results of the survey indicate that social media sites such as Facebook and LinkedIn, through a review of potential employees, empowered employers with information far more than that contained in a candidates resume (CareerBuilder, 2016). The implications of this are far-reaching and change the job search dynamic for those seeking employment as well as those seeking to hire. It has become commonplace for recruitment professionals and hiring managers to use social media to complete the picture so to speak. Recruitment professionals today use social media to find information that supports the qualifications of the candidate. Social media allows hiring managers to peak behind the curtain to find out what the candidate’s interests are, how they present themselves to others, what their true values and ideals are. Perhaps more importantly, social media paints a fuller picture in that it provides insight from friends, family, and peers regarding the individual’s character and qualities. CareerBuilder, not surprisingly, found that recruitment professionals held a negative view of candidates who shared inappropriate photographs, or other non-professional behavior.. Additionally, recruitment professionals and hiring managers paid attention to poor communication skills (spelling, punctuation, or the inability to present cogent and well-articulated ideas or thoughts), and discriminatory comments related to race, religion, and gender (CareerBuilder, 2016).
Social media cont’d on page 36
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Social media cont’d from page 35 Those qualities that had a positive impact on recruitment professionals were personality traits that synched with company culture; a background (work, social, or education) which indicated the individual possessed qualities well suited to the position they were seeking. Recruitment professionals and hiring managers seem to be looking for positive posts about family, friends and a healthy outlook on life in general, which gave the impression of maturity and professionalism (CareerBuilder, 2016).
Social media in healthcare recruitment
Some studies suggest that Social Media should not replace the current recruiting process rather it should supplement it (Hunt, 2010). There are numerous companies that greatly value the social media tool in recruiting and have capitalized on the recruiting aspect of social media going so far as to create a certification for Advanced Internet Recruiters (AIRS). More and more, recruitment professionals are concluding that a one size fits all strategy for the use of social media just does not fit. The varying landscape of social media requires a strategy that accounts for the differing sites (e.g. Facebook, LinkedIn) and the speed of advancements in social media recruiting. These variances have created an additional need for recruitment professionals to understand the complexities of the social media landscape.
Doximity Talent Finder is a social media medium focused specifically on physician recruitment connecting physician recruitment professionals to a network of over 600,000 physicians. In a recent survey conducted by Doximity, approximately 72% of the surveyed members were passively seeking employment, while 14.7% were actively seeking employment (Doximity, 2016). They indicated that the most important details about a job opportunity when first contacted by a recruiter are: Location, Salary/Benefits, Work/Life Balance, Professional Development Potential, Employer reputation & potential colleagues, and Title. Also, those surveyed were asked where they seek new career opportunities. Their responses are as followed:
The risks of using social media for recruitment There has been a discussion on how using social media in hiring decisions can be hazardous as well as helpful for both the job seeker and the employer. According to Vicknair, Elkersh, Yancey. And Budden (2010), a positive aspect is the wealth of additional information you can learn about a candidate. Also, they have become a cheaper way to do limited background searches on future employees. However, not everyone agrees that using social media is appropriate when screening candidates. According to authors Clark and Roberts (2010), “Even though employers may have the legal right to use social media sites in reviewing candidates, it is wrong for the employer to use the information obtained unless it is relevant to the job.” Davison, Maraist, Hamilton, and Bing (2012) state in an article published in the Employee Responsibility Right Journal that hiring managers and recruitment professionals are using social media as a way to verify information on a resume as well as a means of detecting disparities with a cover letter and resume based on the activity of their virtual posts. Public profiles on social media sites allow for information to be seen that is not available on a standard application such as; nationality, marital status, age, gender, and other protected classes under federal and state employment anti-discrimination laws (Moore, 2011). With hiring practices expected to continue to use social media sites and the findings continuing to have an impact on the hiring practices, it is necessary to understand these legal issues (Nguyen, 2014).
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Journal of the Association of Staff Physician Recruiters
AMN Healthcare, the nation’s largest healthcare staffing and workforce solutions company, received 1,248 responses to its social media survey completed in 2010. The survey provides an overview of how healthcare professionals are currently using social media. It was determined that social media was being used for networking, job hunting and other career development activities (AMN Healthcare Press Release, 2010).
Personal Network – 59% Job Board – 13% Recruitment Firm – 9% Conference – 3% Other – 15% It isn’t difficult to see from the responses given, that the impact of social media sites such as those discussed is changing the landscape for both recruitment professionals and job seekers. The influence of social media is felt at almost every step of the process. Potential employees must be aware of the image they project when posting to social media—as potential employers are watching (and learning) from social media in ways that just a few years ago were unthinkable. Social media cont’d on page 37
Social Media Don’t forget to follow us on social media for regular updates, news and other pertinent information. Facebook: www.facebook.com/pages/Association-of-StaffPhysician-Recruiters-ASPR/114851445209588 Twitter: www.twitter.com/ASPR1990 LinkedIn: www.linkedin.com/groups?gid=1804425
Social media cont’d from page 36
References • Allen, D. G., Mahto, R. V., & Otondo, R. F. (2007). Web-based recruitment: Effects
• Marks, S. (2013) Doximity Releases Sourcing Tool Connecting Physicians with Recruiters,
of information, organizational brand, and attitudes toward a web site on applicant
Retrieved from https://www.recruiter.com/i/doximity-releases-sourcing-tool-connecting-
attraction. Journal of Applied Psychology, 92(6), 1696-1708.
physicians-with-recruiters/Moore, B. (2011) Social networking in the workplace. Business
• Arms, D. (2014). Build your personal brand IN FOUR WEEKS! Strategic Finance, 96(6), 41-46.
Lexington, 1-2. • Nguyen, N.T. (2014) Employer’s use of social networking sites in application screening: An
• Burke, J. (2013). Promote your personal brand. American Agent & Broker, Retrieved from http://uiwtx.idm.oclc.org/login?url=http://search.proquest.com/docview/131450 9290?accountid=7139
unethical and potentially illegal practice. Department of Management, Towson University, 3 (1), 1-2. • This text provides general information. Statista assumes no liability for the information given
• CareerBuilder. (n.d.). Retrieved November 22, 2016, from http://www.careerbuilder. com
being complete or correct. Due to varying update cycles, statistics can display more up-to-date data than referenced in the text. (2016). Topic: Social Media Statistics. Retrieved November 24,
• Clark, L.A., & Roberts, S.J. (2010). Employer’s use of social networking sites: A socially irresponsible practice. Journal of Business Ethics, 95, 507-525. • Davison, H., Maraist, C., Hamilton, R., & Bing, M. (2012) To screen or not to screen?
2016, from https://www.statista.com/topics/1164/social-networks/ • Vicknair, J., Elkersh, D., Yanvey, K., & Budden, M., (2010). The use of social networking sites as a recruiting tool for employers. American Journal of Business Education, 3 (11), 7-12.
Using the internet for selection decisions. Employee Responsibility Right Journal, 24(1), 1-21/ • Doximity. (2016). Retreived November 2016, from http://www.doximity.com • Healthcare professionals add social media to their job search process, networking. (2010, Dec 14). PR Newswire Retrieved from http://uiwtx.idm.oclc.org/login?url=http:// search.proquest.com.uiwtx.idm.oclc.org/docview/817471509?accountid=7139
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SAN DIEGO
2017 ASPR Annual Conference preview The 2017 ASPR Annual Conference will be held in San Diego, April 29 – May 3. The conference will be attended by hundreds of in-house physician recruitment professionals, physician liaisons, administrators, CEOs, CMOs, VPs, and others involved with in-house recruitment, retention and onboarding processes. As you strive to meet the challenges and opportunities of the rapidlyevolving healthcare environment, your informational needs are greater than ever. Take advantage of this unique opportunity to meet with colleagues and receive cutting-edge information critical to your success.
Zubin Damania, MD, is an internist and founder of Turntable Health, an innovative healthcare startup that’s part of an urban revitalization movement in downtown Las Vegas. Dr. Damania won clinical teaching awards during a 10-year career at Stanford University. Dr. Damania blends comedy with keen observation for an unforgettable educational session.
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Keynote and Plenary Sessions Did you know ASPR’s keynote sessions are consistently rated as top in their industry? Our keynotes will illuminate your understanding of the issues facing in-house physician recruitment professionals.
Liz Jazwiec, RN, is a nationally renowned speaker, strategist and author who has shared her passion for leadership, engagement, and service with audiences across the country. Liz is the author of the bestselling book, Eat THAT Cookie! How Workplace Positivity Pays Off...For Individuals, Teams and Organizations.
Gurpreet Dhaliwal, MD, is a professor of Medicine at the University of California San Francisco. He studies how doctors think — how they diagnose, how they make treatment decisions, and how they develop expertise.
Breakout Tracks
Relax and Recharge
Whether you’re an experienced recruiter or are new to the industry, you cannot miss our breakout tracks! With over one dozen sessions covering MACRA, loan forgiveness, social media, onboarding, offboarding, immigration, monitoring systems and more, there’s something for everyone.
From live entertainment to food, networking and adventures, the after-hours activities are as endless as your imagination. Monday Evening at the Manchester Grand Hyatt Pool deck will provide you with the opportunity to enjoy the spectacular views of the bay, mingle with attendees and rejuvenate. Take a moment to take it all in and enjoy the ASPR conference experience.
Fellowship Certification Program The ASPR Fellowship Certification Program will also be offered at the 2017 ASPR Annual Conference. The ASPR Fellowship Program is the most comprehensive authoritative resource for individuals seeking to develop and test their skills and knowledge in the physician recruitment profession. Earn your certification as a Fellow of the Association of Staff Physician Recruiters (FASPR)!
Physician recruitment 101 module • Review cutting-edge physician sourcing methodologies. • Learn effective screening techniques. • Create positive physician interview experiences! • Make immigration work to assist your recruitment program. • Learn how to develop a physician recruitment budget.
Physician recruitment 201 module • Understand current trends in compensation. • Learn effective sourcing for advanced practice providers. • Understand the components of a relocation policy. • Implement an effective physician onboarding program. • Obtain practical advice on developing a retention program.
Hotel Information Manchester Grand Hyatt San Diego 1 Market Place San Diego, CA, 92101 Tel: (888) 591-1234
Explore San Diego From 70 miles of sparkling coastline and scenic bays to verdant valleys, rolling hills and mountains, San Diego is a vast and varied landscape with an abundance of attractions and activities catering to every type of traveler. For those in pursuit of fascinating trivia, history or just plain fun facts, San Diego and its environments are a treasure-trove of secrets to discover. Here are a few places to keep in mind: • • • •
Mission Bay SeaWorld San Diego North County Inland Region San Diego Zoo Safari Park
Physician recruitment 301 module • Understand the Physician Self-Referral Law (“Stark”) and Federal Anti-Kickback Statute. • Learn about Medical Staff Development Plans. • Discover how to track, use, and interpret benchmarking metrics. • Obtain an understanding of visas, H1B caps, and exemptions. • Review physician benefit plans and understand physician priorities. • Gain skills in employment law, regulatory agencies, and potential litigation.
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2017 Conference Schedule At-A-Glance Saturday, April 29 7:15 a.m.
Fellowship Registration Opens
7:15 a.m.
Continental Breakfast
7:45 a.m.
Welcome
Physician Recruitment 201 Module 8:00 a.m. Provider Compensation and Incentive Plans 9:15 a.m.
Networking Break
9:30 a.m. Advanced Practice Provider Recruitment 11:00 a.m. The Offer: Selling it — Closing it — Keeping it Closed 12:15 p.m.
Lunch
1:00 p.m. Relocation Policies: Rules of the Road 2:15 p.m.
Networking Break
2:30 p.m. Onboarding: Welcome to the Team! 3:45 p.m. Retention Matters 5:00 p.m.
Meeting Adjourns
Sunday, April 30 7:15 a.m. – 6:00 p.m.
Registration Desk Open
7:15 a.m.
Continental Breakfast
7:45 a.m.
Welcome
Physician Recruitment 101 Module
Physician Recruitment 301 Module
8:00 a.m. Getting Organized for Recruiting
8:00 a.m. Human Resources for Provider Recruitment
9:30 a.m.
9:15 a.m.
The Magic of Sourcing
10:45 a.m. The Magic of Sourcing, Part Deux: Social Media
10:30 a.m. Networking Break
11:30 a.m. Screening Candidates: The Good, the Bad,
10:45 a.m. Medical Staff Development Plans
and the Ugly
12:00 p.m. Lunch
12:30 p.m. Lunch
12:45 p.m. Immigration: In-Depth Legal Hows and Whys
1:15 p.m.
Impressive Interviews: Rolling Out the Red Carpet
2:15 p.m.
2:15 p.m.
Physician Immigration Primer
3:45 p.m. Networking Break
3:30 p.m. Networking Break 4:45 p.m.
Meeting Adjourns
Efficiency 4:45 p.m.
4:45 p.m.
New Member and First-Time Attendee Social
5:30 p.m.
Welcome Reception
Journal of the Association of Staff Physician Recruiters
Benefits: Terms, Trends and Tips
4:00 p.m. Utilizing Benchmarks to Optimize Operational
3:45 p.m. Establishing a Recruitment Budget
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Physician Contracts and Stark/Anti-Kickback Regulations
10:30 a.m. Networking Break
Meeting Adjourns
2017 Conference Schedule At-A-Glance Monday, May 1 6:00 a.m. 5K Walk/Run
2:15 p.m.
on a Physician’s Career Path
9:00 a.m. Welcome and Keynote
2B) Physician Recruitment and Business Development: The
Keynote Presentation — Healthcare, Remixed
Strategic Alliance
10:45 a.m. Networking & Exhibit Viewing 11:15 a.m.
2C) OAR Presents: Onboarding — A Comprehensive Toolkit
Breakout Sessions 1 1A) The Impact of Student Loans and Forgiveness Programs on a Physician’s Career Path 1B) Leveraging Social Media in Healthcare Recruiting
for Beginner, Intermediate, and Advanced Programs
3:15 p.m.
Networking & Exhibit Viewing
3:45 p.m.
Plenary Session How Doctors Think: Diagnostic Challenges in the New
1C) Transform to a Proactive Recruiting Strategy: Five Areas
Era of Health IT
of Opportunity 1D) Provider Compensation: How Will MACRA Impact You?
12:15 p.m. Lunch & Exhibit Viewing
Breakout Sessions 2 2A) The Impact of Student Loans and Forgiveness Programs
8:00 a.m. Registration and Continental Breakfast
5:00 p.m. Registration closes 7:00 p.m. Evening Celebration
Tuesday, May 2 8:00 a.m. Registration and Continental Breakfast
12:00 p.m. Lunch & Exhibit Viewing
8:00 a.m. Chapter Meetings
1:45 p.m.
9:00 a.m. Breakout Session 3
3:00 p.m. Networking
3A) Physician Recruitment Then and Now: Strategies and
3:30 p.m. Breakout Session 4
Techniques for Successful Work/Life Integration
4A) Physican/Provider Monitoring Systems
3B) Employed Physician and APP Workforce Planning: A
4B) Physician Compensation and Healthcare Trends:
Data-Driven Approach to Proactive Recruitment
Transition from Volume to Value
3C) Making Immigration into a Powerful Physician
4C) Physician Burnout: How Hospitals Can Address the
Recruitment Tool
Growing Concern
3D) Why You Should Care About Your Organizational Offboarding Process
10:00 a.m. Networking & Exhibit Viewing
Meeting of the Membership
4D) Tools for Rural Recruitment Success
4:45 p.m. Chapter Meetings 5:00 p.m. Registration closes
10:30 a.m. Open Forum with Experts & Legislative Update
Wednesday, May 3 7:30 a.m.
Continental Breakfast
11:15 a.m.
8:45 a.m.
Keynote Presentation — Yippee, Another Day in
11:30 a.m. Breakout Session 6
Paradise! ...Driving Negativity out of the Workplace 10:00 a.m. Networking 10:15 a.m. Breakout Session 5 5A) The Secret to Recruiting to Rural Healthcare Facilities
Networking 6A) Rapid Rise of APP Recruitment 6B) Locum Tenens: How to Reduce Your Risk, Increase Your Fill Rates and Satisfy Your Patients 6C) OAR Presents — Improving Engagement and Job
5B) Provider Compensation: How Will MACRA Impact You?
Satisfaction within the Medical Group to Manage
5C) Lean Recruiting: How to Quickly and Confidently Recruit
Turnover
the Best through Effective Referencing
12:30 p.m. Meeting Adjourns — Thank you for coming!
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Thank You to Our Conference Sponsors Monday Keynote Sponsor
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NEJM CareerCenter
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Locum Life Ltd.
PracticeLink
Medical Doctor Associates
Learning Track Sponsors American Academy of Family Physicians DMD Marketing Corp. The Medicus Firm Medstaff National Medical Staffing PracticeMatch StarMed
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Journal of the Association of Staff Physician Recruiters
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ASPR industry news Editors note: The following links are to articles that have been recently published in various healthcare media that highlight issues impacting physician recruitment and retention.
Health Law Alert: Changes to AntiKickback Statute Safe Harbors and Civil Monetary Penalty Rules Now Effective As of January 6, 2017, new changes are in effect to the federal AntiKickback Statute (AKS) and Civil Monetary Penalty (CMP) rules. The Department of Health and Human Services Office of Inspector General (OIG) issued a long-awaited final rule in December that creates new AKS safe harbors, modifies existing AKS safe harbors, and amends the definition of “remuneration” under CMP guidelines. Read more: www.gpmlaw.com/Updates-Events/LegalInsights/133232/Health-Law-Alert-Changes-to-Anti-KickbackStatute-Safe-Harbors-and-Civil-Monetary-Penalty-Rules-NowEffective
3 Keys to Better Recruitment and Retention of Female Physicians Despite reporting high career satisfaction rates, female cardiologists experience discrimination nearly three times as often as men. Here’s what to do about it.
Shifting tides in the emigration patterns of Canadian physicians to the United States: a cross-sectional secondary data analysis The relative ease of movement of physicians across the Canada/US border has led to what is sometimes referred to as a ‘brain drain’ and previous analysis estimated that the equivalent of two graduating classes from Canadian medical schools were leaving to practice in the US each year. Both countries fill gaps in physician supply with international medical graduates (IMGs) so the movement of Canadian trained physicians to the US has international ramifications. Medical school enrolments have been increased on both sides of the border, yet there continues to be concerns about adequacy of physician human resources. This analysis was undertaken to re-examine the issue of Canadian physician migration to the US. Read more: bmchealthservres.biomedcentral.com/articles/10.1186/ s12913-016-1908-2
Refugee populations drawing doctors to rural Kansas
Read more: www.healthleadersmedia.com/physician-leaders/3-keysbetter-recruitment-and-retention-female-physicians#
Physician Scarlett Gard’s passion for humanitarian work took her to India and Bangladesh. After finishing her medical training, she set off for a place she knew had a diverse population in need of doctors: western Kansas.
No easy answer to physician burnout
Read more: www.kansas.com/news/local/article134071584.html
Some 900,000 practicing physicians, along with millions of other healthcare workers, are caught in a complicated healthcare web that leads to an epidemic of burnout in the medical field. Read more: www.fiercehealthcare.com/practices/no-easy-answer-tophysician-burnout
Rethinking your Physician Staffing Strategy The two major trends that have defined physician staffing over the past five years – hospital employment of physicians and consolidation of outsourced physician groups – show no signs of slowing. Read more: www.hhnmag.com/articles/7972-rethinking-yourphysician-staffing-strategy
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US doctors in training to work longer hours under new guidelines Beginning July 1, doctors in their first year of training after medical school may once again care for patients for up to 24 hours at a time and work a total of 80 hours per week, the Accreditation Council for Graduate Medical Education (ACGME) announced on Friday. Read more: in.reuters.com/article/usa-healthcare-residentsidINKBN16H1T0
4 Takeaways from the AHA’s Annual Workforce Report The role of HR is changing, staffing challenges will continue, and smart leaders will be well-versed in the need to address issues surrounding a diverse workforce. Read more: www.healthleadersmedia.com/hr/4-takeaways-ahasannual-workforce-report
Top 10 Challenges Facing Physicians in 2017 2016 was a challenging year on many fronts for healthcare providers. Physicians have just started to digest the Medicare Access and CHIP Reauthorization Act of 2015 (MACRA) and its changes to physician reimbursement. A long presidential election finally reached its conclusion, but the consequences of a Republican Congress and President-elect Donald J. Trump for U.S. doctors and patients remain unclear. Read more: medicaleconomics.modernmedicine.com/medicaleconomics/news/top-10-challenges-2017
Rural, low-income practices a hard sell for young doctors There’s a great temptation for doctors completing their training to follow the money. More than half graduate from medical school with more than $200,000 in student loan debt, a burden that might lead a new doctor to sign a lucrative employment contract with a large urban hospital. Read more: www.tnledger.com/editorial/Article.aspx?id=94946
The Immigration Ban and the Physician Workforce The Executive Order restricting visas for citizens of Iran, Libya, Somalia, Sudan, Syria, and Yemen has many legal, political, and moral implications. But here we will focus on the medical implications of the executive order, by considering its impact on the physician workforce in the United States and the patients that rely on these immigrant doctors. There are 14 million doctor’s appointments provided each year by physicians trained in those six countries. These doctors are working all across America, but they are especially concentrated in the Rust Belt and Appalachia, seeing many patients in communities in Ohio, Michigan, West Virginia, Indiana, and Kentucky.
4 Ideas to improve efficiency and keep your physicians satisfied A recent report from the Department of Health and Human Services stated that “per capita spending in the U.S. exceeds the level in the next 3 closest countries by more than 50%”, and raised “concerns about the negative impact of health care cost inflation on the U.S. economy”. Read more: www.beckersasc.com/asc-turnarounds-ideas-to-improveperformance/4-ideas-to-improve-efficiency-and-keep-your-physicianssatisfied.html
Read more: healthaffairs.org/blog/2017/03/06/the-immigration-banand-the-physician-workforce/
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Journal of the Association of Staff Physician Recruiters
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Resource Library Users Guide from ASPR’s Resource Library
RESOURCE LIBRARY USERS GUIDE From 2013 to Now In 2013, a subcommitee of the ASPR Board of Directors was formed to evaluate how leadership and committee structures aligned to the strategic priorities of the organization.
The Resource Library is consistently listed as a top benefit of ASPR members
It was identified that the library was consistently listed as a top benefit of ASPR, yet there were no volunteers, committees, or leadership assigned to ensure the Resource Library was kept up-to-date. The Vice President of Research proposed and the Board approved a new committee dedicated to the maintenance and enhancement of the Resource Library, which would fall under the “Research” section of ASPR’s new governance structure. Moving forward, the Resource Library Committee activities are a combination of regular evaluation of existing material and ongoing additions to the library. This committee relies on ASPR members to share information, documents, processes, and ideas with each other!
Inside
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Brief history
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How to access library content
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Committee members
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How to contribute
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Information release
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Suggestions
Resource Library Users Guide from ASPR’s Resource Library
Accessing the Library Go to www.ASPR.org, then click on the Resources tab, then Members Only, and then Resource Library link.
You are here! chat.aspr.org/resource-library (login is required)
Committee Membership 2016-2017 •
Jennifer Feddersen, VP Research
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Jill Mick, Co-chair
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Linda Remer, Co-chair
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Jacquie Durant, Staff
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Julie Juba
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Jennica Kalbaugh
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Kathy Lee
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Connie Long
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Christa Reynolds
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Julie Saeteurn
What kind of information is housed in the Resource Library? The library houses documents and templates which can be used as is, or as a guideline in designing new documents for your organization. These resources have been provided by ASPR members and are updated monthly by the Resource Library Committee members. Topic headings for available documents are: • • • • • • • • •
Background checks Credentialing/privileging Healthcare industry HPSA HR/benefits Immigration Interview/site visit Job descriptions Marketing/advertising
• • • • • • • • •
Medical staff development Planning Onboarding/orientation Policies/procedures Recruitment process Relocation Retention Surveys/questionnaires Helpful websites
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Resource Library Users Guide from ASPR’s Resource Library
Suggestions? Contributions? We’d love to hear from you on ways to make your Resource Library userfriendly! Have a resource you’d like to share with your colleagues? Email us at: Jill Mick, Co-chair jmick2@gmail.com Linda Remer:, Co-chair Linda.remer@midland -memorial.com
The Recruiter Toolkit Beginning in 2014 - 2015, the committee moved to supplement the Resource Library, identifying key documents that were not already included and building a repository in which a sample of every document that a new recruiter or someone building a new recruitment department may be found. This could very easily be considered the “mission” of the Resource Library. However, the importance of regular review of existing content cannot be overstated. In 2015, a new member “toolkit” was created by the Resource Library Committee to combine recruiting resources into one convenient location. This toolkit includes department structure, the recruitment process, sourcing resources, tips on screening candidates, the credentialing process, as well as the role of an organization’s medical staff affairs office. It is our hope that the toolkit provides new recruiters with the tools to easily and quickly access information and helpful resources.
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Journal of the Association of Staff Physician Recruiters
Resource Library Users Guide from ASPR’s Resource Library
Contributing to the Library
When a document is posted to the Resource Library, the committee asks the con-tributor for permission to share the contents with ASPR members through a Re-lease of Information form. A copy of the release is furnished below. Additionally, the committee removes identifying branding such as logos or organi-zation names. This way, any ASPR member can take the information and person-alize it for the intended purpose. Release of Information Example Thank you for your contribution to the ASPR Resource Library and the enhancement of our profession! Please review the Release below. To approve simply reply with an email stating: • “Approve” • Your Full Name
How do I become involved as a committee member? If you would like to become involved in the ASPR Resource Library Committee, please contact: Jill Mick, Co-Chair Email: jmick2@gmail.com Phone: 785-342-9698 Linda Remer, Co-Chair Email: Linda.Remer@ midland-memorial.com Phone: 903-490-1343
ASPR is a nonprofit organization, tax exempt under Section 501(c)(6) of the Internal Revenue Code and, consistent with its tax-exempt purposes, houses an online Resource Library offered free to membership. Author (indicated in the above email) releases the referenced Work for publication by ASPR, and hereby grants to ASPR exclusive rights to use the Work in any form or medium. Author represents and warrants to ASPR that the Author has full right and power to make this Agreement; that any content or other material contributed by the Author to the Work does not violate any copyright, proprietary, or personal rights of others, and shall not contain any material from other copyrighted works without the written permis-sion of the owner of such copyrighted material; that, to the Author’s knowledge, the Work is factually accurate and contains no material that is libelous, or otherwise unlaw-ful; that the Author has not previously in any manner given any of the rights granted to ASPR or previously granted any rights adverse or inconsistent with such grant of rights; and that there are no rights outstanding which would diminish, encumber, or impair the full enjoyment or exercise of the rights granted to ASPR under this Agreement.
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Have you looked at ASPRChat? Members, you now have access to our newest ASPR member benefit: ASPRChat. Inspiring more conversation and networking than ever before, ASPRChat is ready and waiting for you to join with questions, comments and everything in between. Featuring a user-friendly interface, ASPRChat incorporates everything you already enjoy about our chat platform and so much more. ASPRChat is an evolving community. We will introduce new tools in the coming weeks to enhance your experience as well as launch community functionality for our chapters and committees. We look forward to your feedback and suggestions on how we can make ASPRChat even more valuable to you. ASPR’s launch of the brand-new Chat community will inspire more conversation and networking than ever before. We are so excited that our members are taking part. Make sure to join in on the conversation and add your voice and experience. So far, we see members engaging on lots of different questions.
chat.aspr.org
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Journal of the Association of Staff Physician Recruiters
ASPR In-House Physician Recruitment Benchmarking Survey Benchmarks are critical for our industry as we constantly strive for improved processes and results within our organizations to meet the healthcare needs within our communities. The purpose of the survey is to collect and distribute credible industry data that may be utilized to meet these objectives.
Did you know you can export data from these applicant tracking systems directly into the benchmarking survey? • •
Participation in and/or purchase of the benchmarking survey and report offers your organization the ability to:
• •
•
•
• • •
Understand national trends on recruiter compensation, services offered, staffing levels and costs associated with managing an in-house recruitment department. Obtain national benchmarks on percentage of searches filled, time to fill, interview to hire ratios, top recruited specialties, hiring sources, and much more. Access data and reports 24/7 through the online portal. Review the executive summary, industry report and searchable results. Obtain customized data slices and immediately download through the searchable database.
Kontact Intelligence (KI), Physician Recruitment and Retention Software PracticeMatch’s Portfolio Applicant Tracking system Recruiting Management System (RMS) by PracticeAlert CRM Healthcare Solutions by Software Solutions Group
Learn more about the 2016 Benchmarking Report: www.aspr.org/About_Report Take the 2017 Benchmarking Survey: www.aspr.org/Take_the_Survey
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Wolters Kluwer Knows Physicians.
Give Journals a Fresh Look.
Visit our ASPR Booth #107. Wolters Kluwer publishes the clinical content physicians rely on daily to provide excellent patient care. With these physician habits in mind, we’ve crafted multi-channel solutions that give recruiters the edge they need. Source physicians where they spend the most time and qualified candidates will find you! Visit wkadcenter.com to learn more.
Refer a member today! Do you know a physician recruiter who isn’t a part of ASPR’s network?
Download JASPR for your smartphone, e-reader or tablet today!
We’re looking for new members to expand our circle of networking, influence and education. Membership is open to individuals involved in the recruitment of healthcare professionals.
1. Access the journal at: www.aspr.org/journal on your mobile device. (Bookmark this page for future reference.)
Refer a member today by sharing our mission, values and upcoming events.
2. Click on the link to the left of the cover shot of the journal labeled “View/Download Current Issue.” Downloading will begin.
www.aspr.org/join
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7-S210
Journal of the Association of Staff Physician Recruiters
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ASPR Buyers Guide Categories: Advertising/Marketing . . . . . . . . . . . . . . . . . . . 62 Applicant Tracking System. . . . . . . . . . . . . 62-63 Complementary Associations . . . . . . . . . . . . . 63 Consulting . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 64 Locum Tenens Firms. . . . . . . . . . . . . . . . . . 64-66 Onboarding Companies . . . . . . . . . . . . . . . . . . 67 Online Job Board and Publications . . . . . 68-69 Permanent Placement Recruitment Firms . . 70 Provider Databases. . . . . . . . . . . . . . . . . . . . . . 71 Other. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 71-73
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ASPR Buyers Guide Applicant Tracking System
Advertising/ Marketing Aloysius Butler & Clark Wilmington, DE Chris Connolley cconnolley@a-b-c.com 302-655-1552 www.abccreative.com American Medical Communications Manalapan, NJ Lauren Morgan Jeff Douglas lmorgan@ americanmedicalcomm.com 267-980-6087 www.americanmedicalcomm.com AppVault, LLC Recruitment Marketing Technology Atlanta, GA Debra Horowitz National Director, Healthcare Talent Solutions debra@appvault.com 407-446-8742 www.appvault.com DMD Marketing Corporation Rosemont, IL Lynne Triana Bridget Westley ltriana@dmdconnects.com 480-857-2039 www.dmdmarketing.com Fusion Marketing Group Tampa, FL Marianne Santilli Daniel Reynolds marianne@fusionideas.com 813-380-4921 www.fusionideas.com
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Harger Howe Recruitment Advertising Burlington, MA Michael Walsh mattwalsh@hargerhowe.com 781-425-5005 www.hargerhowe.com Russell Johns c/o Family Medicine Journal Tampa, FL Kim Ridgeway kridgeway@russelljohns.com 727-450-6172 www.russelljohns.com SK&A Irvine, CA Jack Schember, Marketing Director Jack.schember@quintilesims.com 949-476-2051 www.skainfo.com Spin Recruitment Advertising Walnut Creek, CA Traci Dondanville, President tracid@spinrecruitment.com 925-944-6060 www.spinrecruitment.com Wolters Kluwer Health New York, NY Mike Rusch Mike.Rusch@wolterskluwer.com 215-521-8404 www.wkadcenter.com
Journal of the Association of Staff Physician Recruiters
Alchemus Costa Mesa, CA Niru Patel Pateln@alchemus.com 310-295-7655 www.alchemus.com Arithon Staffing Software Dublin, Ireland Roderick Smyth Ash Bodha Grew Lewis sales@arithon.com 353-1-674-4739 www.arithon.com ATS OnDemand Red Bank, NJ Arthur Pereless Kierstyn Abby Jenna Zito 1-800-585-3084 www.atsondemand.com BlueSky Medical Staffing Software Nashville, TN Emma Everett, Director of Sales & Marketing Tim Teague, President 888-35-6440 www.whatisbluesky.com Breezy HR Jacksonville, FL Samiur Rahman Samiur@breezyhr.com 844-9-BREEZY www.breezy.hr
ASPR Buyers Guide Complementary Associations
Applicant Tracking System CleverStaff Kyiv, Ukraine Vladimir Kurilo, CEO contact@cleverstaff.net +38-044-22-11-063 www.cleverstaff.net Crelate, Inc. Bothell, WA Mark Barrett sales@crelate.com 443-569-8262 www.crelate.com CRM Healthcare Solutions Buffalo, NY Rocco Polino Amy Coddington rocco@softsolgrp.com 877-330-3368 x 117 www.softsolgrp.com HireGround Software Solutions Calgary, Alberta marketing@ hiregroundsoftware.com 403-244-1895 www.hiregroundsoftware.com HiringThing Bethlehem, PA Josh Siler, Founder & CTO Henry Crowe, Business Development Manger info@hiringthing.com 888-769-2023 www.hiringthing.com JazzHR Pittsburgh akgroves87@gmail.com 888-885-5299 www.jazzhr.com
MedCruiter Destin, FL 877-506-5627 www.medcruiter.com Pereless Systems Red Bank, NJ Arthur Pereless Kierstyn Abby Jenna Zito 1-800-585-3084 www.Pereless.com
Recruiting Management System (RMS) Alpharetta, GA Steve Easley Kevin Perpetua seasley@alertservicescorp.com 866-772-2590 www.recruitingmanagement system.com Recruiting Management System (RMS) is the applicant tracking system of choice for many ASPR members. When asked why they chose RMS, they comment on its intuitive design, logical work flow, and its compatibility with the ASPR benchmarking survey. In short, RMS accounts for the unique needs of in-house physician recruiters.
National Association of Locum Tenens Organizations Altamonte Springs, FL Lynn Hupp, Executive Director Stacey Stanley, President Chris Franklin, Director lhupp@kmgnet.com 407-774-7880 www.nalto.org The purpose of the National Association of Locum Tenens Organizations® (NALTO®) is to provide a foundation of industry standards and ethical guidelines for companies specializing in physician locum tenens recruitment services. These principles are the cornerstone of the relationship between NALTO® members and their clients.
Visibility Software Newberry, SC Mark Jackson mjackson@visibilitysoftware.com 803-597-2020 www.visibilitysoftware.com
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ASPR Buyers Guide Locum Tenens Firms
Consulting
Coker Group Alpharetta, GA Craig Hunter Sandy Champion Ellis “Mac” Knight chunter@cokergroup.com 678-832-2002 www.cokergroup.com Coker Group, a national healthcare advisory firm, works with hospitals and physician groups to develop customized solutions in four main service areas: Strategy and Operations, Finance, Technology, and Executive Search. Coker Group’s advisors have the experience and creativity to find the right solution for any market and healthcare entity.
3D Health, Inc. Chicago, IL M. Shane Foreman Brittany Foreman Ron Flower info@3dhealthinc.com 312-423-2670 www.3dhealthinc.com
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Barlow McCarthy Plymouth, MA Allison McCarthy, Principal Tony Barlow, Managing Consultant info@barlowmccarthy.com 1-866-315-7774 www.barlowmccarthy.com Doctors Without Quarters St. Louis, MO Brandon Barfield Brandon@DWOQ.com 404-973-8081 www.dwoq.com ECG Management Consultants Dallas, TX Jennifer Moody JMoody@ecgmc.com 206-689-2200 www.ecgmc.com Navigate Student Loans St. Paul, MN joy@navigatestudentloans.com 612-470-3040 www.NavigateStudentLoans.com The Strategy House, Inc. Roswell, GA Dan Beall Bob Limyansky dbeall@thestrategyhouse.net 770-394-8465 www.thestrategyhouse.net
Journal of the Association of Staff Physician Recruiters
CompHealth Salt Lake City, UT info@comphealth.com 800-453-3030 www.comphealth.com Founded in 1979, CompHealth is the largest locum tenens staffing agency in the United States. CompHealth also specializes in temporary and permanent allied healthcare staffing. CompHealth is part of the CHG Healthcare Services family of companies, which is recognized on FORTUNE magazine’s list of “100 Best Companies to Work For.”
Medical Doctor Associates (MDA) Berkeley Lake, GA Anne Anderson aanderson@mdainc.com 800-780-3500 www.mdainc.com Find the physician or advanced practice career of your dreams and enjoy the freedom to choose when and where you work with Medical Doctor Associates. Providing temporary, locum tenens and permanent opportunities in all specialties nationwide since 1987. Enjoy personalized service, direct deposit, and professional liability insurance.
ASPR Buyers Guide Locum Tenens Firms Barton Associates Peabody, MA Jennifer Castellarin jcastellarin@bartonassociates.com 978-513-7699 www.bartonassociates.com MedPartners Locum Tenens Coral Springs, FL jmays@medpartnerslt.com 954-282-6074 www.medpartnerslocumtenens.com MedPartners Locum Tenens specializes in placing well-qualified physicians and advanced practice clinicians in locum, locum-to-perm and direct hire staff and leadership positions while making this process as seamless as possible for our client facilities. Our staff of highly skilled recruiters assists in this process from pre-qualification to final placement.
Accountable Healthcare Staffing Township, MI Stephanie Mauch, Senior Physician Recruiter stephaniemauch@ahcstaff.com 586-722-2811 www.ahcstaff.com Advantage Locums, LLC Draper, UT 1-877-301-4045 www.advantagelocums.com All Star Recruiting Deerfield Beach, FL Matt Young, COO Keith Shattuck, CEO Arlene Macellaro, Business Development myoung@allstarrecruiting.com 1-800-928-0229 x 2328 www.allstarrecruiting.com
D&Y Huntsville, AL mary_thompson@dystaffing.com 256-382-5332 www.dystaffing.com DrWanted.com Atlanta, GA Chris@drwanted.com 404-994-3010 www.drwanted.com
Hayes Locums Fort Lauderdale, FL Kenny Schumacher Jessie Rodemeyer rebekah.asselin@hayeslocums.com 954-617-9033 www.hayeslocums.com Our mission is to provide dependable and trustworthy placement services on a temporary and permanent basis to both physicians and healthcare institutions nationwide. We have a network of physicians who are interested in short and long-term locum tenens assignments, as well as permanent placement. We are trusted to deliver excellence.
HealthTrust Workforce Solutions Irving, TX Mark Nolen Bill Wisinski Dan Meehan HWS.Careers@HealthTrustWS.com 800-377-0730 www.healthtrustjobs.com Integrity Locums Englewood, CO Chris Noel Tim Devereux Lacey Salzer cnoel@ihcl.com 800-479-5028 www.Ihcl.com Jackson & Coker Alpharetta, GA Karen Little Betty Lou Anderson klittle@jacksonandcoker.com 678-277-3057 www.jacksoncoker.com KPG Healthcare El Segundo, CA Emerson Nagle, Vice President of Provider Services providerjobs@kpghealthcare.com 310-374-7178 x 7 www.kpghealthcare.com Locum Life Ltd. Burlington, IA Paul Greco info@locumlife.org 855-562-8654 www.locumlife.org LocumConnections Atlanta, GA Sara Gunter sara.gunter@locumconnections.com 877-563-0535 www.locumconnections.com
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ASPR Buyers Guide Locum Tenens Firms LocumsMart Norcross, GA Bob Shumard bob@locumsmart.net 678-495-7181 www.locumsmart.net LocumTenens.com Alpharetta, GA Brittany Campbell, Sr. Marketing Specialist Lew Benedict, Vice President of National Accounts lbenedict@locumtenens.com 800-562-8663 www.locumtenens.com MD Staff Pointe Covington, LA Angela Glaze, Director of Business Development and Recruiting aglaze@mdstaffpointe.com 985-871-4010 x 223 www.mdstaffpointe.com Medical Search International Florham Park, NJ Alex Sheyfer asheyfer@medsearchint.com 973-301-2100 www.medsearchint.com Medicus Healthcare Solutions Windham, NH nburns@medicushcs.com 603-212-9849 www.medicushcs.com Medstaff National Medical Staffing Cary, NC ysimmons@MedstaffLT.com 800-476-3275 www.MedstaffLT.com
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MedTier Solutions Winston Salem, NC Michael Kendrick, Business Development Manager michael@medtiersolutions.com 336-765-3500 x 108 www.medtiersolutions.com Mint Physician Staffing Houston, TX info@mintphysicians.com 713-541-1177 www.mintphysicians.com Next Medical Staffing Dayton, OH 877-480-6398 www.nextmedicalstaffing.com Nomad Health New York, NY Justin Lambert Sam Toole justin@nomadhealth.com 917-704-5831 www.nomadhealth.com Onyx M.D. Irving, TX Dorcas Johnson dorcas.johnson@onyxmd.com 817-852-6712 www.onyxmd.com Quest Healthcare Solutions Atlanta, GA Jerry Limonta, Managing Director jlimonta@quesths.com 404-645-7605 www.Quesths.com
Journal of the Association of Staff Physician Recruiters
Staff Care, Inc. Dallas, TX Tania Cotter Tania.Cotter@staffcare.com 800-685-2272 www.staffcare.com VISTA Staffing Solutions Salt Lake City, UT Mitch Grunwald Mitch.Grunwald@vistastaff.com 800-366-1884 www.vistastaff.com
Weatherby Healthcare Fort Lauderdale, FL Cindy Slagle, Senior Director Of Business Development Cindy.slagle@weatherbyhealthcare.com 954-837-2369 www.Weatherbyhealthcare.com Since 1995, Weatherby Healthcare has established itself as an expert in locum tenens staffing for physicians, physician assistants, and nurse practitioners. The company employs nearly 600 employees committed to filling locum tenens assignments in large-scale healthcare networks, hospitals, and clinics nationwide. Learn more at weatherbyhealthcare.com.
ASPR Buyers Guide Onboarding Companies AAKC Moving Olathe, KS Gary Brann info@aakcmoving.com 800-559-5909 www.aakcmoving.com AccuCheck Investigations New Berlin, WI Anna Jarecki, Principle Cathy Braatz, Principle info@AccuCheckReports.com 800-874-9099 www.AccuCheckReports.com Corrigan Moving Sytems Rochester, NY Marabeth Galardi mgalardi@corriganmoving.com 585-295-2245 www.corriganmoving.com DrMoves.com Charleston, SC info@drmoves.com www.drmoves.com Federation of State Medical Boards Euless, TX Kevin Caldwell, Senior Director, Ancillary Services kcaldwell@fsmb.org 817-868-5001 www.fsmb.org
Marketware Cottonwood Heights, UT Krystal Guerra Kyle Lund krystal.guerra@marketware.com 800-777-6368 www.marketware.com
Signature Relocation — A Corrigan Family Company Farmington Hills, MI Dale Fisher dfisher@signaturerelo.com 330-414-8949 www.signaturerelo.com
Nexus Relocation Group Leawood, KS Becky Oliver boliver@nexusrelocation.com 913-232-5900 www.nexusrelocation.com
SkillSurvey, Inc. Berwyn, PA Steve Heister, Chief Product Officer Ray Bixler, President & Chief Executive Officer Michell Reed, Chief Marketing Officer info@skillsurvey.com 877-976-8005 or 610-947-6300 www.skillsurvey.com
Red Oak Relocation, LLC Minneapolis, MN john.clough@redoakrelocation.com 952-838-3679 www.redoakrelocation.com Relocation Today Saint Louis Park, MN Richard J Rudeen, Business Development Manager Richardr@relocation-today.com 952-278-0530 www.relocation-today.com
Stevens Worldwide Van Lines Saginaw, MI Vicki Bierlein Sunny Sommer Roger Wise vicki.bierlein@stevensworldwide.com 800-248-8313 www.stevensworldwide.com
KontactIntelligence.com Pensacola, FL Niels Andersen Donna Eddins niels@kontactintelligence.com 850-477-2475 www.kontactintelligence.com
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ASPR Buyers Guide Online Job Board and Publications
American Academy of Pediatrics Career Center/PedJobs Elk Grove Village, IL pedjobs@aap.org 847-434-4000 www.careercenter.aap.org Whether you’re placing a classified ad in the most-read journals and newsmagazine for pediatricians, posting positions on the online job board, or participating in the biggest bi-annual pediatric virtual career fairs, the AAP Career Center has many options for connecting you to the top talent, boardcertified physicians, in pediatric medicine.
NEJM Career Center Waltham, MA Keith Yocum; Cathy Mai; Matt Clancy ads@nejmcareercenter.org 800-635-6991 www.NEJMCareerCenter.org The New England Journal of Medicine and NEJM CareerCenter reach an engaged, informed, and loyal audience of quality physicians both in training and in practice. Unique solutions to reach active and passive prospects create a powerful strategy for physician recruiters who are seeking the broadest and best audience for their marketing message.
PracticeLink Hinton, WV Ken Allman, Owner & Founder Tammy Hager, Director of Sales & Client Relations Laura Hammond, Director of Marketing proteam@practicelink.com 800-776-8383 www.PracticeLink.com PracticeLink, the nation’s most widely used online physician recruitment resource, has been a trusted advocate of in-house physician recruitment and a corporate sponsor of ASPR since 1994. PracticeLink is more than a job board — it’s the ultimate suite of physician recruitment tools for in-house recruiters and provides everything they need to make their recruitment process effective and efficient.
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Journal of the Association of Staff Physician Recruiters
AllPhysicianJobs.com Lancaster, PA Oliver Feakins Oliver@track5media.com 1-877-696-7482 www.allphysicianjobs.com American Academy of Family Physicians Leawood, KS Cindi Benson CBenson@aafp.org www.aafp.org American Academy of Neurology/ Neurology Career Center Minneapolis, MN Amy Schoch careers@aan.com 612-928-6122 www.aan.com/careers
American Academy of Orthopaedic Surgeons Rosemont, IL thompson@aaos.org 847-384-4259 www.aaos.org The American Academy of Orthopaedic Surgeons (AAOS) founded in 1933, has a membership of over 30,000 orthopedists in the U.S. and is the preeminent provider of musculoskeletal education to orthopaedic surgeons and others in the world. Its continuing medical education activities include a worldrenowned Annual Meeting, multiple CME courses held around the country and at the Orthopaedic Learning Center.
ASPR Buyers Guide Online Job Board and Publications
DocCafe.com Wausau, WI Kelly Burnworth ktb@doccafe.com 574-453-3131 x 102 www.doccafe.com DocCafe.com is the leading online job board for Physicians. Thousands of Physicians post their CV and search the jobs on our site. This is why Employers and Recruiters use us! Join DocCafe.com and gain access to the best Physicians available. To learn more, visit www.DocCafe.com, call (574)453-3131 or email ktb@doccafe. com. Frontline Medical Communications Parsippany, NJ Tim LaPella Julian Knight Megan Post Mpost@frontlinemedcom.com 973-902-6918 www.MedJobNetwork.com Health eCareers Centennial, CO Krystal Guerra Kyle Lund info@healthecareers.com (888) 884-8242 www.healthecareers.com HealthCareerCenter.com Chicago, IL Amy Goble Jonas Moskowitz Sarah Strawn 312-895-2505 www.healthcareercenter.com
HospitalRecruiting.com Bloomington, IN Michael Jones info@hospitalrecruiting.com 800-244-7236 www.hospitalrecruiting.com
JAMA Network & JAMA Career Center Chicago, IL Thalia Moss, Sales Manager Susan Henning, Sr. Sales Representative Tiffani Stevenson, Sr. Sales Representative classifieds@jamanetwork.com 800-262-2260 www.jamacareercenter.com Value! Service! Convenience! The JAMA Network provides tailored, cost efficient recruiting solutions scalable to your needs/budget. With a reach 15,619,680 physicians, connect with the largest diverse audience of active/passive job seekers. Get your jobs in front of 582,120 unique visitors with JAMA Career Center. Contact us at: classifieds@jamanetwork.com McMahon Medical Publishing New York, NY CWilson@McMahonmed.com 212-957-5300 x 235 www.mcmahonmed.com MDJobSite.com Destin, FL 877-506-5627 www.mdjobsite.com
Medstro Cambridge, MA Jim Ryan jim@medstro.com 617-821-1686 www.medstro.com myHealthTalent (powered by Elsevier) New York, NY Traci Peppers t.peppers@elsevier.com 347-449-4997 www.myHealthTalent.com PAJobSite Destin, FL 877-506-5627 www.pajobsite.com Physicians Employment (PhysEmp) Fairfield, MA Ozge Cenberci ozge@physemp.com 224-321-3853 www.physemp.com Staff Physician Recruiter Alpharetta, GA Lee Miller Lee@StaffPhysicianRecruiter.com 314-813-4014 www.StaffPhysicianRecruiter.com Today’s Hospitalist Hilltown, PA Kristin Vinciguerra Ed Doyle krubia@todayshospitalist.com 866-695-3870 www.todayshospitalist.com
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ASPR Buyers Guide Permanent Placement Recruitment Firms Adaptive Medical Partners Irving, TX 877-885-5009 www.amp-health.com Adkisson Search Consultants, Inc. Bloomington, IL Michelle Houchin Shannon McKay Loretta Swank info@adkissonsearch.com 866-311-0000 www.adkissonconsultants.com Arthur Marshall Irving, TX Alexander Bustos abustos@arthurmarshall.com 214-234-3580 www.arthurmarshall.com Assurgent Medical Staffing Atlanta, GA dmcnamara@assurgentmedical.com 877-842-6833 www.assurgentmedical.com Curare Physician Recruiting Bloomington, IN Sami Ezzo, Director of Marketing sezzo@physicianrecruiting.com 877-213-0274 www.physicianrecruiting.com Elevate Healthcare Consultants Plano, TX trey.smith@elevatehcc.com 972-954-6903 www.elevatehcc.com Enterprise Medical Recruiting St. Louis, MO Matt Neuwirth Neal Fenster Paul Smallwood mneuwirth@enterprisemed.com 800-467-3737 www.enterprisemed.com
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The Execu|Search Group, LLC New York, NY Barbara Tamberlane, Senior Managing Director, Permanent Physicians Julie Ramos, Senior Managing Director, Locum Tenens btamberlane@execu-search.com 212-204-5124 www.execu-search.com/employers/ practice-areas/health-servicesphysicians Goldfish Medical Staffing Plano, TX Rob Landstad, Senior Marketing Consultant/Partner RLandstad@GoldfishMedical.com 866-990-0599 www.GoldfishMedicalStaffing.com Infinity Physician Resources Lewisville, TX CodyHall@InfinityPhysicians.com 469-310-4477 www.InfinityPhysicians.com Jackson Physician Search Alpharetta, GA Tony Stajduhar Dane Altman Cheyenna Villarreal daltman@jacksonphysiciansearch.com 1-866-284-3328 www.jacksonphysiciansearch.com KPS Physician Staffing & KPS Locums St. Louis, MO Ian Carlson, Asst. Marketing Director iancarlson@kpsps.com 877-909-9930 www.kpsps.com Medical Staffing Options Larkspur, CO Cathy Scalercio Sweeney cathysweeneymso@gmail.com 303-708-9954 www.medicalpracticesearch.com
Journal of the Association of Staff Physician Recruiters
Merritt Hawkins Dallas, TX Travis Singleton Travis.Singleton@staffcare.com 800-876-0500 www.merritthawkins.com Pinnacle Health Group Atlanta, GA Michael Broxterman, Chief Operating Officer AJ Suggs, Vice President of Marketing mbroxtermanweb@phg.com 800-492-7771 www.phg.com Priority Physicians, Inc Algonquin, IL Kevin J. Jacobsen, Recruiting Director kj@priorityphysicians.com 224-209-8201 www.priorityphysicians.com RosmanSearch, Inc. Cleveland, OH Beth Dery bdery@rosmansearch.com 216-287-2302 www.rosmansearch.com The Inline Group Lewisville, TX contact@theinlinegroup.com 866-211-3874 www.inline.group.com THMED Dallas, TX David Curtis dcurtis@fidelismp.com 866-995-6077 www.thmedstaffing.com
ASPR Buyers Guide Provider Databases
PracticeMatch St. Louis, MO Mike York Clint Rosser Laura Kleffner information@practicematch.com 800-566-4540 www.PracticeMatch.com PracticeMatch provides a complete set of tools for sourcing, recruiting, and retaining quality physicians. These tools allow in-house physician recruiters at health care organizations of all sizes to decrease costs, find more and better candidates, and improve retention. Our tools include the most accurate physician databases available, candidate and process tracking software, and a popular online job board with unlimited posting opportunities.
CarePrecise Technology LLC Tulsa, OK Michael Christopher 877-782-2294 www.CarePrecise.com
Other
DocDelta New York, NY John Dymond john@docdelta.com 646-399-1300 www.docdelta.com
Action Moving Services, Inc. Minneapolis, MN Category: Relocation Service Provider eric.everson@actionmoving.com 800-328-3803 x 203 www.actionmoving.com
Elsevier, Inc. (Board Certified Docs) Maryland Heights, MO h.licensing@elsevier.com 866-416-6697 www.BoardCertifiedDocs.com
AHSA Traverse City, MI Category: Vendor Management Services for Locums Staffing Jim Koch Tim Cerny jkoch@ahsa.us 231-932-8660 www.ahsa.us
HealthLink Dimensions Atlanta, GA Kevin Guthrie Bob Boyles bboyles@healthlinkdimensions.com 404-250-3900 www.HealthLinkDimensions.com PhysicianCareer.com Atlanta, GA Tom Broxterman Michael Berg sales@physiciancareer.com 800-789-6684 www.physiciancareer.com Profiles St. Louis, MO Shane Hollander Linda Kershaw shane@profilesdatabase.com 877-367-4772 www.ProfilesDatabase.com
Aligned Telehealth Calabasas, CA Category: Telemedicine and Onsite Services Bayla Isskhrian bisskhrian@alignedtelehealth.com 310-592-2093 www.alignedth.com American College of Physicians (ACP) Philadelphia, PA Category: Medical Society Maureen Keyte Sean Corrigan Maria Fitzgerald bbarker@acponline.org 215-351-2662 www.acponline.org/careers
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ASPR Buyers Guide Other
Arthur J. Gallagher - Healthcare Practice Houston, TX Category: Insurance Broker Trey Hutchins, Area Vice President Dean Gereau, Healthcare Risk Consultant Bryan Cornelius, Healthcare Risk Consultant Trey_Hutchins@AJG.com 281-674-1437 www.gallaghermalpractice.com BBVA Compass Bank Dallas, TX Category: Physician mortgages Mike Wagner, VP-Mortgage Banking mike.wagner@bbva.com 817-310-4017 www.bbvacompass.com/mortgages/ mwagner Burnet Relocation Edina, MN Category: Relocation Services Leanne Nelson lknelson@cbburnet.com 952-844-6523 www.burnetrelocation.com Capital One Plano, TX Category: Physician Mortgage Loan Program d.baron@capitalone.com 469-556-0263 www.capitalone.com/home-loans/ loan-officer/plano-texas/d-baron
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CLS (Mark W. Ledger Insurance Agency, LLC) North Palm Beach, FL Category: Malpractice Insurance Mark Ledger mledger@cadls.com 866-321-8745 x 101 www.cadls.com
Gensco Pharma Doral, FL Category: Pharmaceuticals Randi Press, Executive Director, Marketing rpress@genscolabs.com 855-743-6726 www.genscopharma.com
Comeet Palo Alto, CA Category: Recruiting Software Omer Tadjer, CEO Devin Copenhaver, US Sales Manager sales@comeet.co 800-658-6093 www.comeet.co
Healthy Realty Charleston, SC Category: Real Estate mikramey@gmail.com www.healthy-realty.com
CommonBond New York, NY Category: Employee Benefits Dave Carter dcarter@commonbond.co 856-912-5155 www.commonbond.co Doximity Talent Finder San Francisco, CA Category: Social Recruiting / Professional Medical Networking Chris Giaccio Johnny Fagnani Jim Murray TalentFinder@doximity.com 415-735-4104 www.finder.doximity.com Fairway Independent Mortgage Corporation Salt Lake City, UT Category: Physician Mortgages Josh Mettle josh@joshmettle.com 385-355-2130 www.fairwayphysicianhomeloans.com
Journal of the Association of Staff Physician Recruiters
International Medical Placement, Ltd. Amherst, NY Category: Permanent and Locum Tenens Recruitment ryan@intlmedicalplacement.com 716-689-6000 www.intlmedicalplacement.com JobHubService.com, LLC Grandville, MI Category: WebAPI Mark Kuzma sales@jobhubservice.com 844-456-2482 www.jobhubservice.com Jordan Search Consultants O’Fallon, MO Kathy Jordan Regina Levison DJ Larson kjordan@jordansc.com 866-750-7231 www.jordansc.com
ASPR Buyers Guide Other
Leapdoctor.com Tampa, FL Category: Healthcare Technology Janet Fimbel, HR jfimbel@leapdoctor.com 813-559-0781 www.Leapdoctor.com LinkCapital Chicago, IL Category: Financial Services/ Student Loan Refinancing Chris Berry Dana Ringer Emily Geitner emily.geitner@linkcapital.com 312-226-6700 www.linkcapital.com MDLinx Fort Washington, PA Category: Job postings, Banner Advertising, E Mail Marketing, CV Database Bruce Kitchen Matt Baker info@usa.m3.com 202-293-2288 www.mdlinx.com mms Schaumburg, IL Category: Advertising/Marketing and Provider Databases Kristy Vanderplow k-vanderplow@mmslists.com 630-477-1555 www.mmslists.com
Physician Advisors Omaha, NE Category: Insurance and Financial Services Justin Nabity Reid Lancaster Betsy Rubendall justin@physicianadvisorsllc.com 877-744-9474 www.physicianadvisorsllc.com
PracticeAlert Norcross, GA Category: Online Sourcing and Tracking Resourses seasley@alertservicescorp.com 866-772-2590 x 301 www.practicelaert.com PracticeAlert, a service provided by Alert Services Corporation, is a uniquely designed web site providing geographically relevant candidate leads, without requiring job postings. Its sister company, Recruiting Management System (RMS), is one of the most intuitive applicant tracking systems for in-house recruiters, and is used successfully by many ASPR members.
RM Medical Search Greenwood Village, CO Category: Provider Sourcing Karen Zeller kzeller@rm-med.com 800-735-6721 www.rmmedicalsearch.com SelectMD Chattanooga, TN Courtney Rabin Courtney Lewis courtney.rabin@selectmd.net 404-512-4921 www.selectmd.net Sound Physicians Tacoma, WA Keitha Ray, Senior Consultant, National Sales kray@soundphysicians.com 214-470-0150 www.soundphysicians.com Superior Healthcare Sourcing, LLC Saint Peters, MO Category: Healthcare Sourcing Company bpowley@shs15.com 800-835-2966 www.shs15.com
Reality Check Screening Moberly, MO Category: Background Screening and Credentialing Services Rhonda Jackson rhondaj@realitycheckscreening.com 877-263-4299 www.realitycheckscreening.com
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ASPR employment hotline If you would like to post a position available for in-house physician recruitment professionals, you can post them online on our website. For information on the most recent job listings, and for more extensive information on these listed opportunities, check the ASPR website at www.aspr.org. Director Provider Groth & Integration Novant Health Charlotte or Winston Salem, North Carolina Posted: April 12, 2017 View Job Posting
Physician Recruiter Humana United States Posted: March 9, 2017 View Job Posting
Physician Recruitment Specialist Cambridge Health Alliance Somerville, Massachusetts Posted: April 5, 2017 View Job Posting
Physician Recruiter CentraCare Health St. Cloud, Minnesota 3/8/2017 Posted: March 8, 2017 View Job Posting
Physician Recruiter Doctors Medical Center Modesto, California Posted: April 5, 2017 View Job Posting
Physician Recruiter HCA East Florida Fort Lauderdale, Florida Posted: February 28, 2017 View Job Posting
Physician Recruiter Lourdes Health Network Pasco, Washington Posted: March 29, 2017 View Job Posting
Physician Recruiter Northeast Medical Group Stratford, Connecticut Posted: February 28, 2017 View Job Posting
Manager, Physician Recruitment Evangelical Community Hospital Lewisburg, Pennsylvania Posted: March 20, 2017 View Job Posting
Physician Recruiter Greenville Health System Greenville, South Carolina Posted: February 28, 2017 View Job Posting
Recruiter I Colorado Permanente Medical Group Denver, Colorado Posted: March 14, 2017 View Job Posting
Associate Director, Physician Recruitment Mount Sinai Health System New York, New York Posted: February 22, 2017 View Job Posting
Physician Recruitment Leader Humana United States Posted: March 9, 2017 View Job Posting
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Journal of the Association of Staff Physician Recruiters
System Director, Physician Recruitment and Onboarding Program Summa Health Akron, Ohio Posted: February 21, 2017 View Job Posting System Director, Physician Recruitment and Onboarding Program Summa Health Akron, Ohio Posted: February 15, 2017 View Job Posting Physician and Advanced Practitioner Recruiter Yale New Haven Health | Northeast Medical Group Stratford, Connecticut Posted: February 14, 2017 View Job Posting
ASPR Board of Directors President Laura Screeney, FASPR, CMSR Director, Physician Recruitment New York-Presbyterian New York, NY Email: las9150@nyp.org President-Elect Frank Gallagher Director, Provider Recruitment AtlantiCare Atlantic City, NJ Phone: 609-441-8960 Email: Francis.Gallagher@AtlantiCare.org Secretary Donna Ecclestone, FASPR Director, Physician Integration and Onboarding Duke Health Durham, NC Phone: 919-419-5057 Email: donna.ecclestone@duke.edu
Treasurer Kate Rader, FASPR Manager, Faculty Recruitment Support University of Texas Southwestern Medical Center Dallas, TX Phone: 214-648-9859 Email: kate.rader@utsouthwestern.edu Vice President, Education Robin Schiffer, FASPR Director of Physician Recruitment and Physician Relations OhioHealth Mansfield and Shelby Hospitals Mansfield, OH Phone: 419-526-8059 Email: robin.schiffer@ohiohealth.com Vice President, Engagement Joelle Hennesey, MHA, FASPR Manager, Physician Services First Physicians Group / Sarasota Memorial Health Care System Sarasota, FL Phone: 941-917-2818 Email: Joelle-Hennesey@smh.com
Vice President, Research Jennifer Feddersen, SHRM-CP, MSM, FASPR Manager Executive, Physician, and Advance Practice Practitioner Recruitment Henry Ford Health System Detroit, MI Phone: 313-874-4674 Email: jfedder1@hfhs.org Vice President, Governance Lynne Peterson, FASPR Director, Physician and Advanced Practice Recruitment Fairview Health Services St. Paul, MN Phone: 612-672-2285 Email: lpeters1@fairview.org Board Member Allen Kram, FASPR Corporate Director of Physician Development Westchester Medical Center Valhalla, NY Phone: 914-909-6756 Email: Allen.Kram@wmchealth.org
Call for Committee Volunteers ASPR committees and project leaders are always looking for willing and eager volunteers. Please consider joining a committee or helping out on one of our project teams. Contact the appropriate committee chair for more information. Contact information for committee chairs and project leaders can be found below.
ASPR Committee Chairs and Project Leaders Chapter and Regional Relations Courtney Kammer, MHA courtney_kammer@rush.edu
Fellowship Mike Griffin, FASPR, SPHR mgriffin@soundphysicians.com
Resource Library Jill Mick jmick2@gmail.com
Sharee Selah, MBA sselah@umm.edu
Kate Kaegi, FASPR kate.kaegi@ssmhealth.com
Linda Remer, DASPR linda.remer@midland-memorial.com
Education Jennifer Barber, PHR, FASPR Jennifer.J.Barber@osfhealthcare.org
Journal Judy Brown, FASPR jbrown@EPPAhealth.com
Benchmarking Project Leader Adam Ullman, CMSR, FASPR aullman@mvhealthsystem.org
Christy Bray Ricks, MHA, FASPR Christine.Ricks@bannerhealth.com
Lori Jackson Norris, FASPR lori.norris@dignityhealth.org
Surveys Project Leader Suzanne Anderson, CMSR, FASPR suzanne.anderson@duke.edu
Ethics Lauren Forst, FASPR forstl@ccf.org
Membership Rachel Reliford, MPA, FASPR L.R.Reliford@osfhealthcare.org Michael Palinchik, DASPR palincm@ccf.org Spring 2017
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Association of Staff Physician Recruiters 1000 Westgate Drive, Suite 252 Saint Paul, MN 55114 Phone 1-(800) 830-2777 Fax (651) 290-2266 www.aspr.org
Physician Recruitment Process
From ASPR’s Resource Library
The Elements of Successful Recruitment
1
Determination of needs within organization
9
3
Sourcing & Development of Candidates
4
Screening of Candidates and Determining Match
2
Development and organization of an effective recruitment program
Orientation At start of practice & on-going
8
Pre-employment plan implementation
5
The Recruitment Visit(s)
6
7
Extension of Offer & Closing the Deal
Re-evaluation of candidate Determining match
10
Ongoing Opportunity & Communication
11
RETENTION Bottom Line is to Recruit to Retain