Spring 2018 Journal of ASPR

JASPR Spring 2018 • Volume 27 Issue 1

Journal of the Association of Staff Physician Recruiters

In this issue: The evolution and transformation of ASPR Transforming healthcare in our communities What will transform the in-house staff physician recruitment industry?

Virtual physician career fairs: Should you log on?

The future of recruiting: The talent advisor model Remembering to schedule time for you

2018 Buyers Guide

Transforming healthcare in our communities

Reprint Policy

President’s corner Frank Gallagher, Director of Provider Recruitment, AtlantiCare

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 Jason Acord in the ASPR office at 800-830-2777.

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 21-25 2018 ASPR Annual Conference

Chicago, IL

www.aspr.org/conference2018

June 20 ASPR Live Webinar Series: What’s Culture Got to Do with it? Healthcare Recruiting for Retention, Cultural Fit, and Leadership Propensity

Online

www.aspr.org/upcoming_webinars

Grammy Award-winning musician Michael W. Smith once said, “Transformation in the world happens when people are healed and start investing in other people.” The same holds true in healthcare. As you know, this year’s conference theme, “Transforming healthcare in our communities,” intentionally aligns with the ASPR vision statement, ”Healthcare is transformed in our communities.” Healthcare transformation impacts all of us on multiple levels — at the national level we are witnessing a “merger mania” of sorts. During the month of December 2017 alone, five major mergers were proposed in a period of only eight days.

These mergers not only included traditional partnerships among large healthcare delivery systems (think Catholic Health Initiatives and Dignity Health) but not-so-typical marriages involving major players from the retail and insurance sectors (think CVS and Aetna).

Transformation also includes the ongoing shift toward value-based reimbursement with incentives for providers to keep people healthy (and out of the hospital) while coordinating care across the entire delivery spectrum. As you know, this shift is in stark contrast to the long-standing model where providers were incentivized by the number of RVUs they could generate for each encounter.

Transforming healthcare, of course, means a sincere shift away from this type of volumebased reimbursement, or fee-for-service model, which we now know contributes little to the overall health and well-being of our global patient population.

October 22-23 2018 SEPRA Educational Conference

Atlanta, GA

sepra-aspr.com

April 6-10, 2019 2019 ASPR Annual Conference

Orlando, FL

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Journal of the Association of Staff Physician Recruiters

At a local level, healthcare transformation means an obligation on all of us to do our jobs and — more importantly — do them well.

Despite the amount of change or disruption we are experiencing in our daily work lives, our teams are charged with coming up with new and inventive ways to continue to attract talented providers to our organizations and match them with experiences affording them the opportunity to stay and impact healthcare in our communities. Importantly, as ASPR members, we know first-hand the advantages we have around the sharing of new and innovative strategies, tactics, and best practices allowing all of us the chance to make a difference. And while “chaos” may be the term that best describes the amount of change in healthcare today, I for one, am driven to keep my friends, neighbors and family — our patients — front of mind. Because of them, I must hold myself accountable to do all that I can on a daily basis to impact their wellbeing. This remains, for now, the only part of transformation I can control.

In my last President’s corner message, I referenced a “reflect and renew” approach which still holds true and then some. So, I’ll add a strong recommendation to make sure we “recharge our batteries” because I have a feeling this “transformation thing” is going to be an interesting ride. I hope to see you at this year’s conference!

Letter from the executive director

Inside this issue

Carey Goryl, MSW, CAE, Executive Director, ASPR

Articles

Page

The evolution and transformation of ASPR....... 5 Stories of ASPR transformation............................... 6 ASPR Assessing its Brand Message........................7

The only thing that stays the same is that nothing stays the same. Throughout this issue of JASPR and at our upcoming conference, we focus on the transformations happening around us. The word transform has never been more applicable than it is this year. As I speak with ASPR members and stakeholders across the country, there is an undeniable feeling that the speed of change in our profession is nearing a frenetic pace. As the executive director, I am focused on answering the question, how are we as your professional association going to lead you through this evolution? How will we transform while everything is changing around us?

Transformational leadership occurs when everyone works together to identify needed change, creates a vision to guide the change through inspiration, and executes the changes together as a committed group.

I’m happy to share that in this issue you’ll read about how ASPR is embarking on a brand assessment that will look at where this association, members and profession are headed. We will position our profession for the future. ASPR’s greatest asset is the members and the collective knowledge and wisdom they bring to mentor others. Last year we crafted our educational content strategy to not only help with the many competencies your role requires, but also support the art of the profession that transforms your work into a successful career. This transformation impacts the communities where you work and live.

We can’t do this alone either. Last year ASPR started its Strategic Corporate Partner program and welcomed CompHealth, National Association of Locum Tenens Organizations, New England Journal Career Center, PracticeLink, and PracticeMatch.

This year we are pleased to welcome the Inline Group and VISTA Staffing as our two newest corporate partners. Each partner makes a three-year commitment to participate in the program which includes dialogue and deliberation with ASPR leadership, so that ASPR and its partners can work together on the projects that benefit you and the profession. One of these projects will be on display at the conference as part of our new Innovation Theater concept.

We will share the discoveries we have made in our work on the credentialing of locum tenens physicians.

Transformational leadership is a collaboration that requires all of us to learn together, inspire and encourage each other, and have the courage to embrace change.

I look forward to being with you all at the conference and hearing your stories of transformation.

ASPR announces new 2018 strategic partners...

........................................................................................ 11

Transforming healthcare in our communities .....

....................................................................................... 12

What will transform the in-house staff physician recruitment industry?..........................16 Virtual physician career fairs: Should you log on? ....................................................................................18 The future of recruiting: The talent advisor model ........................................................................... 20 Remembering to schedule time for you............22 Keynote Brad Nieder, MD..........................................24 Meet the Ignite presenters........................................25 From triage to strategic recruiting: Outshining physician hiring demands.....................................28 ASPR Buyers Guide..................................................... 37

ASPR Updates/Features/Other Calendar..............................................................................2 President’s corner .......................................................... 2 Letter from the executive director.........................3 Letter from the editor...................................................4 Upcoming ASPR webinar............................................8 ASPR Fellows, Diplomates & Associates.............9 ASPR Strategic Partners and Corporate Contributors ............................................................... 10 ASPR industry news................................................... 35 ASPR employment hotline .....................................50 Board of Directors & Committee Chairs............ 51 Editor: Cecilia Jerome, MBA

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Letter from the editor Cecilia Jerome, MBA, Physician Recruiter, MidMichigan Health

Recruitment professionals are typically enthusiastic, high-energy people who work hard for results. The demands are ever increasing and the competition can be intense. There’s a fear, too, that if we stop, we will lose ground or miss an opportunity. So, recruiters can find themselves tethered to their technology and continuously plugged into who is available where/when and just what the competition is up to!

Good recruitment professionals do not stand still. We often look at ways to transform or change the way we do our jobs and the ways in which we communicate (to both internal and external audiences). To remain competitive, these are the things we must do, whether you have been in your position 10 weeks or 10 years.

This issue of JASPR and the Spring annual conference focus on transformation: How the physician recruitment industry and ASPR have transformed through the years and how we as individual professionals are responsible for that transformation. We also address ways we must transform ourselves on a personal level to deal with the stresses and demands upon us both professionally and personally.

Our jobs can take us away from families, physically, for long weekends at conferences, and emotionally as the job continually invades our thoughts. Long nights at job fairs often are preceded or followed by early morning day-long site visits. We are a profession where we have to be excited about what we are “selling,” and some weeks, it leaves little

time for a breath. Often, too, it means interrupted vacations to return a call/text/email.

We even find ourselves declining the opportunity to attend ASPR conferences due to the workload. These are missed opportunities to network with our colleagues, discover new ways to do our jobs, and to re-energize — to remind ourselves why it is we do what we do and nearly knock ourselves out doing it!

There are many ways to keep or regain focus, to take a time-out that lasts as little as 10 minutes. A few simple things are a walk around the office or outside, a laugh with a colleague, tune into your happy music.

You could take a moment to write down five to 10 things for which you are grateful, or list three good things that you accomplished today.

You could even just take deep, slow breaths and squeeze one of those many stress balls you find during job fairs.

Make your own list of things that make you happy or help you chill, and consult it on those occasions when you need inspiration or a breather.

And just like the time we do take to evaluate and consider new ways to recruit providers and transform the way we work, so, too, must we take the time for personal thoughtfulness and reflection.

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

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Journal of the Association of Staff Physician Recruiters

The evolution and transformation of ASPR Susan Motley, CAE, Deputy Director, ASPR

ASPR Fellowship program ASPR’s Fellowship program, launched in 2010, is the only certification specific to in-house physician recruiters. In 2017, ASPR hit a high note with more than 300 members gaining certification. The FASPR designation can be renewed every three years provided you complete 24 hours of education to recertify. Ten percent of all physician recruiting professionals nationwide have achieved this highly respected certification.

Online learning center New in 2017, ASPR launched an online learning center. ASPR’s online training and professional development tools are located there. In addition to delivering online education and professional development content, the learning center supports documentation and tracking of professional development. ASPR’s Fellowship Certification course is available at the learning center, as are more than 100 archived on-demand webinars.

Conference ASPR’s first annual education forum was held in Kansas City in 1994.

More than 20 years ago, ASPR members came together to learn and share with a focus on managing change in healthcare. As the pace of change continues to ramp up, ASPR’s education forum remains the “go to” meeting for physician recruiting professionals for content they cannot get anywhere else. As we strive to meet the challenges and opportunities of the evolving healthcare environment, informational needs are greater than ever before and ASPR remains committed to bringing members the newest information from experts in the field of in-house physician recruitment and retention.

ASPRChat Launched in 2017, ASPR created an enhanced member-exclusive online community. This private online platform encourages live realtime conversations among colleagues and peers and is a great way to get advice and mentoring from ASPR members.

JASPR What began as a few articles has turned into a quarterly magazine, featuring more than 20 corporate contributors, member stories and leadership profiles.

Hear it from a member: Donna Ecclestone, FASPR, and Director PDC physician integration/onboarding at Duke Health I transitioned from a physician recruiter to a director to launching an onboarding program. Now, I’ve been given the added responsibility for building a global offboarding for our faculty practice. As healthcare transforms, physician recruiters will need to respond. As members share their knowledge and experience and respond to these changes, the whole of ASPR will move forward together.

What I value most about ASPR is we are receptive and responsive to change. A good example is the new relocation tax law change that went into effect Jan. 1, 2018. ASPRChat was full of questions and our deputy director got some information for our members and shared it with the group. We also immediately changed our fellowship program and the relocation module to reflect those changes.

Recruiters and onboarders build relationships with their providers.

Providers don’t know what they don’t know. They may call us if they don’t understand something. We are the resource for them. They trust us and that is earned and valued. This is what we need to continue to share with our leaders.

If we want ASPR to be the entity with the expertise in provider recruitment, we have to think outside the box! There is much we need to know and do! We have the capability to learn, grow, and support each other. I know that certainly helped me when I started out with onboarding. With shared knowledge, we can educate our leaders and transform healthcare in our communities.

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Stories of ASPR transformation An idea on a napkin started 28 years of success. The goals that were outlined on that napkin remain constant and much remains from that first meeting. ASPR’s mission, “empowering industry experts through education, research and engagement,” reflects exactly the purpose and vision from the very first moments — enabling recruiters to have a collaborative space to learn, grow and succeed. Jerry Hess, ASPR’s first president, says it well, “Caring for each other, sharing our knowledge and enhancing the profession ­— these values still resonate with ASPR. I am honored to have been a part of the early days.”

What did the early days of ASPR look like? The teams had varied backgrounds, including administration, nursing and counseling. ASPR board members worked for a variety of organizations; clinics, hospitals, HMOs and in the academic field. According to the first board members and Hess, “In the very first moments of ASPR, we needed fearless leaders to actually do something, so we wrote our names on our napkins and passed them around so people could add titles behind the names. Susan Bray was named vice president; Bill Norris, treasurer; Bill Matthews was commandeered as secretary; and I wound up as the first president.” The original members met in hotel lounges, and the first dues were just $10!

Fast forward to today. ASPR now has more than 1,700 individuals who are connecting with their peers in daily posts, monthly digests and webinars.

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Journal of the Association of Staff Physician Recruiters

Milestones of ASPR Founded in 1990 exclusively for in-house physician recruiters.

From 1990 to 1997, dues were $50/year.

First newsletter was published in 1995.

In 1998, ASPR had 415 members.

Today, ASPR boasts more than 1700 members.

More than 300 individuals are FASPR certified.

Hired first executive director in 2005.

ASPR Assessing its Brand Message Moving ahead on another of the key initiatives of the most recent strategic plan, the board of directors of the Association of Staff Physician Recruiters has engaged an outside branding consultant to lead the efforts on behalf of the association. OrgStory, a brand and communications consultancy with offices in St. Louis and Chicago, will partner with ASPR on the brand and communications initiatives.

“We’re excited to be moving forward on this effort,” said Lynne Peterson, ASPR president elect. “With the pace of change within healthcare, the board recognizes our members’ work is changing and ASPR must also shift. With the board’s guidance, we followed a thorough process to identify consultant candidates and ultimately selected OrgStory.”

OrgStory’s work on the brand and communications activities will be inclusive of membership through one-on-one interviews with members selected based on geography, organization type and tenure as ASPR members. In addition to the one-on-one interviews, OrgStory will be facilitating focus groups that will be open to members attending the ASPR Annual Conference in Chicago.

Selection of members for participation at these groups will be finalized soon.

“OrgStory was selected because of their extensive history in working with associations like ours on their brand and communications,” said Carey Goryl, executive director of ASPR. “We’re looking forward to this process to refine and revise our brand, as needed, to make it the most relevant resource for our members of today and tomorrow.”

The brand assessment is the first phase of the project. A summary of findings and recommendations are targeted to be presented to the board in late summer.

First national conference was 1994 in Kansas City, MO, with 101 participants and 12 exhibitors.

?

Last year is conference in San Diego, CA, had 467 participants and 90 exhibitors.

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ASPR Fellows, Diplomates and Associates Congratulations to the following Fellows who have achieved certification and the Diplomates and Associates who have achieved designation September 2017 - February 2018.

Fellows (FASPR) Rachel Anno Terri Bangert Ceil Baugh Allan Cacanindin Kristopher Collins

Cindy Corson Francis DiBari Krysta Earhart Amy Eifrid Katie Esposito

Melissa Girard Olaa Grace Lori Hart Tammy Hill Alexis Karner

Stephanie Lash Pamela Lasser Jana Mastandrea Ashley Mills Alan Munro

Teresa Nangle Kristen O’Linn Jim Pound Don Prince Heather Roberts

Terri Farmer Brittany Fielding Kimberly Grant Amy Knoup Vanessa Leboehi

Dennis Lewis Jeff Ligon Kelly Marzolf Holli McConnell Connie Overstreet

Anneliese Pratt John Richardson Karen Rieger Melodya Salaices Wendy Sheridan

Lynn Harris Ayanna Harris Andrew Hartsoe Amanda Haugh Jessilyn Healy Marilyn Hill Kerry Hitchcock Suzette Hohwieler Jillian Huckeba Liz Huesman Christina Jones Leigh Jones Teresa Kenney Natalie Kessinger Mary Kinart Amanda Klausing Scotti Klecka Heidi Kopps Sophie Kotomski Cynthia Kuiphof Kathryn Kull Lori Landsgard Christina Larson Jennifer LeBeau Sarah Ledbetter Kathie Lee Lori Lehe Sara Lehman Kyle Leonard Jennifer Leszyk Kyle Lewis Ed Mackay Elizabeth Mahan Kimberly Marcus James Marfield Lawreen McBride Megan McClain

Wendy McCormack Karen McDonough Alexis McIntosh Angela Mendes Melanie Meyer Wesley Michael Teri Miglin Ryan Miller Kathy Mitchell Steven Mitchell Cassandra Morales Debra Napolitano Tyler Natti Jennifer Nichols Donald O’Bryan Raley O’Neill Paul Olzak Chris Owens Tina Owens Michele Palmieri Kristin Pankey Pat Parnell Sharon Paul Nicole Peeples Chelsea Pelletier Jamie Perri Michael Peterson Kelli Piccirillo Andre Pile Christine Powers Kirsten Quinlan Kasey Ramey Sasha Randolph Carol Rash Terrah Reeves Marcia Rice Michelle Richards

Ally Ritchko Jackie Ross Angela Rossi Carmelyn Russell Linda Safina-Massey Victoria Salmond Stewart Sampsel Amy Sargent Jennifer Savage Jennifer Scherer Gretchen Schweiss Shonn Scranton Pam Seidl Donna Shelby Mandy Siders Patricia Sigler Tracy Silva Amy Simonds Kelly Simoneaux Shelonda Simpson Michael Sisto Julia Siu Allie Skrainka Camille Slone Terri Smith Makayla Smith Misti Smith Shannon Smith Kelly Smith Suzanne Speer Kelly Stach Kimberly Stiles Kirsten Sukow Miria Svoboda Michele Sweet Brad Swinney Jason Tag

Kayla Silver Jodi Stahl Nancy Stark Lindsey Thompson Autumn Warden

Diplomates (DASPR) Carla Alexander, MEd Lance Boerner Jeff Bradley Brittany Brohm Ja’Nikka Caraballo

Craig Cassidy Ida Coyan Samuel Creel Ashley Eichenlaub Matt English

Associates (AASPR) Ben Aguilar Tracy Albers Virginia Albert Sarah Allison Becki Almeida Shelby Andersen Amanda Anderson Marissa Anderson Sarah Arseneau Cindy Bagwell Rebecca Bailey Heidi Baka Valarie Baker Abby Baker Amy Barker Douglas Baska Gay Bateson Tiffany Bauman Denise Baxter Dwight Beck Raye Jean Becker Beth Benton Amber Bishop Jenna Blusiewicz Audri Bondo Jamie Boutin Dara Brennan Bruce Budmayr Dennis Burns Kyle Burrows Louis Caligiuri Ginna Campbell Angela Clark Jill Clark Gina Coliano Gregory Colletti Rochelle Crollard

Adam Crust Mike Dahlke Lauren De Haven Will DeCuyper Karen DeSimone Jennifer Dobbs Ashley Dowless Desiree Downs Ann Dupre Susanna Edmondson Stacey Ellis Jill Ellison Zoriy Elterman Angela Enders Marcie Erickstad Jess Federer Alexis Feldman Saundra Fickenscher Shawneen Flanders- Clark Amy Ford Amanda Forsythe Jason Freeman Janet Frongillo Julie Gadfield Glenn Gallo Deveran George Anne Gernetzke Jill Gilleshammer Karen Gliarmis Maria Greathouse Tim Greeley Martina Green Kendra Greenwood Angela Gunther Michael Hale Kathy Haley

Tami Tenbus Renee Theobald Gabe Tippy Megan Ullenbrauck Hope Valvero Erin Wainwright Elizabeth Walker Carol Wamsley Tim Watson Cindy Weber Jennifer Weir Crystal Whitehead Joy Wilson Lauren Wood Stephanie Woodley Angelique Wright Kassandra Youmans

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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 The INLINE Group NEJM CareerCenter National Association of Locum Tenens Organizations® PracticeLink PracticeMatch VISTA Staffing Solutions

Gold Contributors All Star Recruiting DocCafe.com JAMA Network & JAMA Career Center Quest Healthcare Solutions, LLC Weatherby Healthcare

Silver Contributors Aloysius Butler & Clark American Academy of Family Physicians American College of Physicians American Healthcare Services Association The Delta Companies Health eCareers HealthCareerCenter.com (AHA) HospitalRecruiting.com Jackson & Coker MD Staff Pointe MedLaunch Solutions Medical Marketing Service, Inc. (MMS) myTalentHealth (powered by Elsevier) Onyx Healthcare PhysicianCareer.com RosmanSearch, Inc. Skill Survey Stevens Worldwide Van Lines Wolters Kluwer Health | Lippincott Williams & Wilkins

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Journal of the Association of Staff Physician Recruiters

ASPR announces new 2018 strategic partners Program continues to foster strong relationships with corporate support The Association of Staff Physician Recruiters (ASPR), the leading authority on physician recruitment, onboarding, and retention, is pleased to announce two new strategic corporate partners for 2018 — The Inline Group and VISTA Staffing Solutions. The partnership initiative is a program started in 2017, by which ASPR builds stronger relationships with corporate support to grow and advance the profession.

VISTA Staffing Solutions was founded in 1990 and is a leading provider of locum tenens physician, advanced practice and allied health staffing. People come first at VISTA — both those they work with and those they work beside ­— because they believe that people create and sustain their goal to provide continuity of care. The VISTA culture reflects that people-first attitude: Supporting creativity, competitiveness, encouragement, growth, success and above all else, making a positive impact on people and the healthcare industry that sustains them.

“In just its first year, the strategic corporate partnership program has been a great success for ASPR as we work together to grow the profession,” said ASPR Executive Director Carey Goryl, MSW, CAE. “We are delighted to welcome two new partners and to work with them over the coming years in what we are confident will be a mutually-beneficial partnership.”

The Strategic Corporate Partnership Sponsor program provides ASPR the opportunity to engage with partners 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 service or product discount or in-kind services to ASPR members as part of the application process.

The new corporate partners are: The Inline Group supports the in-house physician staffing professional with candidate sourcing, screening and matching services. The goal is to provide a candidate pipeline that allows the in-house recruiter to focus on interviewing, hiring and onboarding providers. Specializing in primary care, urgent care, hospitalist medicine and behavioral health, they use a combination of leading technology and a robust and current database to source candidates.

By not charging traditional placement fees, headhunting fees or advertising fees, they provide the most economical value in healthcare recruitment.

For an annual investment, 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.

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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Vecteezy.com

Transforming healthcare in our communities Cecilia Jerome, MBA, Physician Recruiter, MidMichigan Health

It may be the ASPR vision statement, but it’s also the mantra that Laura Screeney, FASPR, strives to achieve on a daily basis, as a leader in the in-house physician recruitment industry.

Serving as the director of physician recruitment at NewYorkPresbyterian, can be a bit humbling at times. NewYork-Presbyterian has been ranked as New York’s No. 1 hospital for 16 consecutive years, according to the US News and World Report annual survey of Best Hospitals. “Recruiting physicians for an organization that is included in this prestigious honor role, and is supported by two prestigious medical school partners, Columbia University Medical Center and Weill Cornell Medicine, is truly a privilege and an honor,” Screeney said. “Expectations are high to recruit the most talented, dedicated physicians to provide the highest quality, most compassionate care and service to our patients, not only in New York, but nationally and around the world. Expectations are high because our patients and our communities deserve the best, and it is my job to make sure that I am delivering the best.”

Unlike many other careers, there was not an educational curriculum to become an in-house physician recruitment professional. Screeney’s first position in healthcare was with a large multi-specialty group practice in the patient services department. She was managing the department when the vice president of medical affairs (VPMA) asked her to serve in a role similar to a chief of staff. In this role, her main focus was to handle any New York State or New York City Department of Health patient complaints that were presented to the physician leader for research, review, and resolution. In some instances, this led to system changes and modifications that helped their providers and staff deliver a better patent experience. This exposure and training in medical group and hospital operations, within a multi-specialty integrated health system, set the foundation for her career in physician recruitment. Screeney learned a lot from the clinical team that taught her how to navigate a medical record, and the administrators who taught her about clinical operations;

 Transforming healthcare cont’d on Page 13

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Transforming healthcare cont’d from Page 12

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“the learning experience was incredible. This was an invaluable training ground which helped form an insider’s understanding of clinical operations which has helped me to become a true strategic partner and organizational leader in physician recruitment.” When a need for an additional physician arose, her VPMA suggested she travel to Boston to meet a fellow physician recruitment professional at an academic integrated health system in Cambridge for some hands-on training.

Given the newness of our industry, Screeney soon discovered that her newest colleague had just a few weeks’ more experience than she.

As the relationship between the two of them grew, Screeney said, they started conversing with other in-house physician recruitment professionals throughout the country. Their goal was to compare notes and seek guidance and support. This group believed that education began with networking, and they soon discovered that conversations were taking place to develop a professional association: ASPR.

“The more we understand the healthcare landscape, the better we can serve the clinical footprint in our communities.”

“We, as industry professionals, must continuously keep ourselves well informed on not only the healthcare landscape in our own backyards, but healthcare globally. Local, state and national government changes, immigration laws, ACGME programs, and so many other factors impact our roles in our communities and organizations. The more we understand the healthcare landscape, the better we can serve the clinical footprint in our communities.” Screeney said. She said that education was the primary goal for the development of ASPR. And, Screeney added, the countless volunteers and staff of ASPR have strived to provide cutting-edge educational material during conferences, in the Journal, through webinars, the benchmarking survey, and many other tools that provide our members with the education they need to help them serve as strategic physician recruitment partners within their own healthcare organizations. She cited a speaker who many years ago talked about a pending physician shortage, before it became the mantra of firms and in-house physician recruitment professionals nationwide. Screeney recalls two physicians, pioneers in inpatient medicine, presenting at an ASPR educational session on the new breed of inpatient physicians called “hospitalists.” These two physicians were the founders of the Society of Inpatient Physicians (now the Society of Hospital Medicine-SHM).

She tells the story of “art imitating life” when she was a key member of a health system-wide strategic team that transformed a community hospital into an American College of Surgeons (ACS) verified trauma center.

“As we were in the staffing stage of development, my sister was the victim of a hit-and-run and the team at an ACS Level 1 verified trauma center saved her life. Now my own family was living a real-life trauma so, (unfortunately) we experienced first-hand how access to a trauma center can impact a patient, their families and an entire community,” Screeney said. Screeney was scheduled to escort a trauma/critical care candidate for an interview the morning after the accident. That candidate (who accepted the position, by the way) and many of the other recruits on this newly formed trauma/ critical care team supported her throughout this ordeal and remain friends to this day.

Screeney’s advice to physician recruitment professionals who are new to the industry: “Stay informed of current events and trends on both a local and national level, use the ASPR Benchmarking Survey data and other relevant industry resources to provide guidance and expertise on the physician and advanced practice provider recruitment landscape to your leadership. This will lead to a true strategic partnership within your own organizations.”

She added that this applies to both her role as an industry leader in ASPR, as well as her role as the physician recruitment leader at New York-Presbyterian Hospital. This passion for a comprehensive educational curriculum has been part of Screeney’s continued volunteer support within ASPR. She has held many positions, including president, within the organization.

Screeney currently serves as chair of the Content Strategy Advisory Panel.

She said she wants to be certain there are a variety of sessions for all levels of experience within our industry. “We need to continue to offer cutting-edge education. We need to explore what’s going on in healthcare nationwide — policy, practice, governance — not limit our educational options to sourcing options (yes, we need that, too), but provide education and resources to explore the entire healthcare landscape, which has a huge impact on our profession.

“I don’t develop our business plans, but I need to know how to interpret them to understand the business strategy that supports the recruitment of a new provider. We have to prove ourselves as a true strategic business partner in this process.” Screeney said she is very proud of the work that our ASPR colleagues have accomplished by “transforming healthcare” in their own communities.

This year’s conference once again will provide an array of sessions for inhouse physician recruitment professionals in addition to the focused education toward fellowship certification. There also will be opportunities to network and learn what your colleagues are doing differently, and to share your frustrations and the joys of in-house physician recruitment!

Screeney also talked about how in-house physician recruitment professionals immerse themselves in what they do, and how personal experiences can influence the direction in which they take a project.

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We need a skilled, reliable, licensed doctor fast.

And we need them to be a good team fit.

And fully vetted by the time they arrive.

We’re looking for a locum tenens physician that’s the right match for us.

We’ve already taken care of it.

weatherbyhealthcare.com

THE GOLD STANDARD FOR LOCUM TENENS

The National Association of Locum Tenens Organizations® (NALTO®) is the only professional association of temporary physician staffing firms committed to a code of ethics and to maintaining the highest industry standards. See the membership directory at NALTO.org.

NALTO is a Proud Strategic Partner of ASPR Look for the NALTO Member Seal NALTO.org | (407) 774-7880

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What will transform the in-house staff physician recruitment industry?

Julie Phelan, MD, MBA, President, Biomedisys Inc.

Recent publications have reported that pertinent topics in the inhouse staff physician recruitment industry include physician burnout and shortages.1,2 Three members of the Association of Staff Physician Recruiters (ASPR) were asked about transforming the industry. To help hone the discussion and to determine the most relevant or common themes, they answered three questions: How would you transform your work setting or make it easier, what is your perfect/ideal work setting, and why is what you do meaningful?

Defining the industry Given that most in-house staff physician recruitment professionals have their own department, i.e., separate from human resources — but work to fill gaps in needs for providers — human resource professionals and chief executives do not understand precisely what in-house staff physician recruitment professionals do, but they do know that the role is necessary. Amy-Catherine McEwan, FASPR, physician recruiter at Meritus Health, Hagerstown, MD, indicated that defining the industry “would make her job easier.” To express her commitment to her career, McEwan recently earned an ASPR fellowship certification, FASPR, and believes it has helped to address this gap, as it proves 16

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that she “has been recognized by [her] industry and that [she] know[s] the science and method to physician recruiting,” as well as “indicates to C-suite and others that [she takes] what [she does] seriously.” The certification also provides a sense of pride in what she does: after earning her certification, she had her door sign updated with “FASPR,” so administrators, providers, and hospital personnel can see that she has the qualifications and training to perform her job.

ASPR is a place where members speak the same language ­— members know and understand the field, can share stories, and advocate for one another, according to Frank Gallagher, ASPR president and director of provider recruitment at New Jersey-based AtlantiCare. In-house staff physician recruitment professionals can demonstrate to those outside the field what the role entails, including new physicians and advanced practice professionals who may not know what an in-house staff physician recruitment professional does or can do for them.  What will transform cont’d on Page 17

What will transform cont’d from Page 16 Ensuring cohesiveness between key stakeholders and physicians Jill Little, FASPR, regional director of physician recruitment at Detroit Medical Center, Southfield, MI, indicated that, ideally, increasing the level of cohesiveness between all key stakeholders and physicians regarding open opportunities would help to satisfy the market. As for transforming, restoring a staffing model for physician recruitment would increase effectiveness and the ability to provide more educational opportunities to providers.

Why is the role important?

In-house staff physician recruitment professionals have a unique opportunity to impact and enhance the local community, according to Little. Little further explained that she can increase the level of healthcare quality and is able to meet quality metric requirements in the community in which she lives and provides support. Increasing access, the level of care, and the quality of services provided, as well as the ability to meet healthcare needs within the local community are why the role is essential.

Good hiring teams Gallagher indicated that for a provider to join an organization, the in-house staff physician recruitment professional ensures that a candidate sees the collectiveness and touchpoints of an organization, so the provider would want to join an organization. Throughout these touchpoints, the in-house staff physician recruitment professional ensures that the provider has a first-class experience that is vital given doctor shortages and supply-demand issues. Gallagher further explained that “no one joins because of [him] or the team but because of the relationship and who they meet during visits.”

Gallagher explained that “each time [he] meets a provider candidate, [he asks] is this someone [he] would send family members to?” Further, the in-house staff physician recruitment professional determines coverage gaps in medical and healthcare needs in the local community, so neighbors do not have to travel long distances for certain medical needs. Whenever Gallagher runs into a recently hired provider, he hears firsthand how the new hire is enjoying the work and community, how the new provider’s family is enjoying the area, and how the provider and her family are fitting into the area.

Other times, Gallagher hears a patient story on how a new provider saved a life. The in-house staff physician recruitment professional has a different level of communication in terms of satisfying the market.

These opportunities provide an excellent chance to work with leadership to grow service lines and to establish new service lines.

McEwan discussed how she tries to introduce candidates to staff and providers in all departments, from a friendly and welcoming cafeteria cashier, who asks candidates what their specialty is and takes a real interest in their background, to environmental services personnel, operating room staff, etc. Whenever McEwan walks a candidate around — a person wearing a suit — hospital staff, providers and administrators know that she will approach them to introduce the candidate. These details demonstrate to candidates how welcoming the organization is.

Strategic planning Another consideration is strategic planning to fill a need in a community. McEwan stated that strategic planning, e.g., 18 months in advance of knowing when a coverage gap will need to be filled, helps to focus on areas that need to be hired over that time. Such is the challenge of the primary care shortage. This approach allows for targeting to fill a future need versus being reactionary to fill a need in real time: proactive versus reactive.

Ideal work setting?

Gallagher mentioned a supportive setting for in-house staff physician recruitment professionals; leadership that understands macro issues, such as the physician shortage; and leadership that understands that each provider who joins the organization has unique individual interests. Typically, it helps to capitalize on these individual interests.

Summary According to Gallagher, ASPR will continue to focus on getting in front of and advocating for in-house staff physician recruitment professionals, so the profession remains visible to decision makers within healthcare recruitment. As a team-based approach is not always possible and most or all physician and advanced practice provider recruitment responsibilities are performed on an individual basis, i.e., the ASPR member, ASPR will continue to collaborate with respective leadership and organizations to enhance awareness.

References 1. Allar D. Investing in physician well-being pays off, reduces burnout by 20%. Cardiovascular Business. Available at: http://www. cardiovascularbusiness.com/topics/practice-management/ investing-physician-well-being-pays. Published September 27, 2017. Accessed January 21, 2018.

2. Shanafelt T, Goh J, Sinsky C. The business case for investing in physician well-being. JAMA Intern Med. 2017;177(12):1826-1832.

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Virtual physician career fairs: Should you log on?

Maggie Van Dyke, contributing writer for the Journal of ASPR

The physician career fair is getting underway. But instead of manning booths in conference rooms miles from home, in-house recruiters are logging onto their computers or digital devices from their offices or homes to meet with potential candidates virtually.

Meanwhile, physicians are taking breaks between patients or after their shifts to attend the career fair on their phones or devices. One chat starts like this:

Easy access to virtual events is also a plus for physician recruits, says Madison Harris, career fair operations manager, PracticeMatch.

“They can log in from their phones and see who’s exhibiting at a career fair. And, like a live fair, they can pick and choose who they talk to.”

Physician: “Hi. I’d like to hear more about the opportunities you have available.”

In-house recruiter: “Sure, I can help you with that. Are you open to moving to our state?”

Physician: “Yes, I’ve always wanted to live in your region.”

In-house recruiter: “How much longer until your fellowship is complete?”

This may explain why physicians are more likely to attend the virtual fairs that they’ve registered for than the in-person fairs. About 80 percent of clinicians who register for PracticeMatch’s virtual fairs end up attending, compared to only 50 percent of in-person fair registrants, says Harris.

Welcome to the expanding world of telerecruiting. While there are no signs that in-person career fairs will be replaced by online events anytime soon, the number of virtual fairs seems to be growing steadily. A variety of stakeholders are sponsoring these online events, including individual health systems (e.g., SSM Health), specialty medical associations (e.g., the American Association of Pediatrics), the Indian Health Services, as well as physician recruitment companies, including CareerMD, MediCruit, and PracticeMatch.

Another major recruiting company, PracticeLink, currently sponsors live career fairs but has no immediate plans to offer virtual fairs. The company’s primary approach to connecting physicians with recruiters is via its online platform. This platform includes a way for candidates and recruiters to email each other and communicate.

To test the approach, PracticeMatch started off with seven virtual fairs in 2017, both regional and nationwide events. The fairs exceeded the company’s expectations, with more than 400 providers attending a national event in December. To meet demand, the company will offer 13 virtual fairs in 2018.

The pros and cons of virtual fairs are similar to the benefits and challenges of using any digital interactive platform, including Facebook or LinkedIn. In today’s digital age, everyone is trying to find the right balance between connecting virtually and in-person, whether professionally or personally. In addition, with positions to fill and budgets to stay within, in-house recruiters need to be strategic and savvy about getting the most from virtual and in-person fairs. Here is some advice from recruiters and companies experienced in both types of fairs.

Weighing convenience and personal engagement Time and convenience are two factors to consider when thinking about virtual versus live events. “I can work a virtual fair from anywhere,” says Sarah Krueger, physician recruiter, MidMichigan Health. “Whereas with an [in-person] career fair, you have to pack up all your stuff to go there. It’s more time-consuming than the virtual career fair.”

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Virtual fairs also save travel costs. “We as recruiters are always being challenged to cut costs,” says Krueger.

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On the flip side, live events offer opportunities for more personal connections. “When you’re talking to somebody in person, you can read their nonverbal [cues],” Krueger says. “And physicians may show up with family so you may be able to connect with the spouse, too.”

“We see our live career fairs as a value-add for recruiters and physicians,” says Sarah Elkins, director of marketing operations.

“They’re already engaging with each other on our platform in a virtual environment, and we want to offer fairs where they can meet and have that magical thing that happens when people are actually connected and in the same place at the same time.”

While video chatting is available via PracticeMatch’s web-based platform, the option is rarely used. Harris theorizes that recruiters and physicians stick with the written chat function when their attire or appearance does not project the put-together professionalism they want to present.

Bridget Mitchell, HCA’s physician recruitment manager, offers an additional explanation. During virtual fairs, she is often chatting with several physicians at once, and each may have a different specialty. “I don’t want to be in front of one doctor for 10 minutes and then flash in front of another doctor,” she said. “They would see the confusion cross my face as I was thinking, ‘I just talked to an anesthesiologist, and now I’ve got to shift gears and talk to you about neurology.’”

 Virtual career fairs cont’d on Page 19

 Virtual Career Fairs cont’d from Page 18 Identifying prospects and increasing visibility Mitchell believes virtual fairs offer an additional way to increase a healthcare organization’s visibility among physicians and identify prospects. “A benefit of virtual fairs is you can get through conversations [with prospects] a little quicker,” says Mitchell. “These are quick nuts-and-bolts conversations. Whereas, with in-person career fairs, you might not be able to talk with as many people during the same timeframe as virtual fairs.”

This benefit may be particularly helpful for healthcare organizations in regions that do not typically attract live career fairs, such as rural areas. “The main reason why PracticeMatch decided to go with the virtual career fairs is that we wanted to find a way to hit different areas across the United States where we might not be able to physically have a live career fair,” says Harris. “That way we could offer career fairs to everyone who isn’t included in the live career fairs.”

The price of an exhibitor booth at PracticeMatch fairs is similar in live and virtual events, ranging from approximately $800 to $900 for regional events to $1,500 for national ones. Healthcare organizations are listed alphabetically on the exhibitor list. However, to stick out, organizations can pay extra for a sponsorship. With the virtual fairs, this guarantees that the organization will be one of the first four names physicians see when they log onto the virtual platform.

Per PracticeMatch surveys, recruiters who attend the company’s virtual fairs end up turning ten candidates into leads, on average, says Harris. In comparison, live fairs result in an average of two to three leads.

These survey results are just averages, and results may differ depending on how recruiters define a “lead,” the recruiting goals of their organizations, and other factors. As one of the largest health systems in the country, HCA has a national recruiting department that seeks all types of physician specialists for its 177 hospitals and other organizations across 20 states. For this reason, Mitchell and her fellow in-house recruiters attend lots of career fairs, both national and regional.

Filling specialist positions While HCA needs to recruit nationally, recruiters at MidMichigan Health are focused on recruiting specialists interested in living in the Tri-Cities area of central Michigan. For this reason, Krueger and her colleagues focus their career fair efforts on regional events, both virtual and live. “Whenever you do a career fair, you’re kind of playing a little bit of roulette because sometimes you get candidates, and sometimes you get nothing. You have to be very choosy and picky about what you want to do.”

Krueger has found specialty-specific medical conferences and career fairs particularly helpful for recruiting specialists. For instance, Health eCareers runs live career fairs for various physician specialty organizations, like the American College of Rheumatology. “I attended a three-hour Health eCareer fair specific to rheumatology, and they broke us up into regions. That was extremely beneficial because then you’re not talking to somebody who suddenly realizes, ‘Oh, you’re in Michigan. I don’t want to go there. That’s too cold.’”

PracticeMatch virtual fairs are not specialty specific and tend to attract more primary care providers than specialists. Of the 39 qualified candidates that HCA recruited in 2017 via PracticeMatch virtual fairs and referred to its hospitals and physician groups, 20 were primary care physicians or advanced healthcare professionals, 10 were internal medicine-based specialists, and nine were surgical specialists or pediatric specialists.

Virtual career fairs are also more likely to attract residents and fellows who may not be ready to accept a job offer. “They may have four years of training left, but thought they’d try a virtual fair,” says Mitchell.

“But I can’t help them for four years.”

Finding room for both Given the pros and cons of both live and virtual fairs, recruiters may want to find time to fit both into their schedules. “I think we’re all trying to break through the noise and connect, whether that connection is happening virtually or in person,” says Elkins. “The challenge is to deliver a message that reduces our audience’s stress instead of adding to the noise and causing them to turn off and tune out.”

So far, the health system is getting more leads from in-person fairs than virtual ones, Mitchell says. In 2017, HCA attended approximately 100 in-person fairs offered by CareerMatch, which reaped approximately 8,300 leads. HCA recruiters also attended more than 100 virtual career fairs in 2017, which were sponsored

by CareerMatch and PracticeMatch. From these virtual fairs, HCA obtained 4,205 leads pulled from post-fair registration lists. The virtual fair lists contained more registrants than 4,205, but HCA recruiters had already “touched” these clinicians.

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The future of recruiting: The talent advisor model Marcia Horn Noyes, New Braunfels, TX

Evolve or get left behind. That wise insight, often erroneously attributed to Charles Darwin, can most certainly be applied to today’s recruiting career, where a tide of artificial intelligence (AI) technology is lapping at the doorsteps of the field. Currently, most staff physician recruiting occurs within a transactional model: requisitions are handed down and recruitment ensues. Yet, in industries outside of healthcare an evolving recruiting model is gaining strength. For recruiters who fear eventual replacement by the latest AI technology, this newer construct is one that offers hope and deserves careful consideration.

Defining the talent advisor model The role of talent advisor is more of a consultative one. While recruiters may see themselves as instrumental in filling requisitions and recruiting, talent advisors play a more strategic function. Miller explains, “Talent advisors should be able to understand how to get from point A to point B, or from where the organization is to where it needs to be in order to obtain its defined business goals.” In addition to straight recruiting tasks, talent advisors will also train managers on how to get the most return on their talent investment, provide expert advice on how to dominate the external talent marketplace and more.

Crystal Miller, CEO of Dallas-based Branded Strategies, says the future is moving toward the talent advisor model for recruiting.

Miller runs an employer brand consulting firm that works with companies that have 3,500 to 5,000 employees on average, all the way up to the Fortune 15. When asked which industries are embracing this talent advisor model, she says it’s probably easier to say where she doesn’t see it. “I don’t see it accepted as quickly or as easily in industries like healthcare, fast casual dining, retail, manufacturing and in pure government organization,” she says.

One need only look within today’s healthcare industry to see a comparison between the transactional and the talent advisor model. In March 2010, when President Obama signed the Affordable Care Act, the traditional fee-for-service payment model had to be reevaluated.

The signing of Obamacare launched an industry-wide transition to value-based care reimbursement that left many providers straddling the fence between the old fee-for-service model of care and what loomed on the horizon.

The overall pace at which healthcare moves is likely the reason for healthcare’s delayed acceptance of this model. However, Miller says that healthcare’s massive hiring demand also creates a lag in the model’s adoption, when finding candidates with the right licensure and credentials remains the most pressing need.

Likewise, many organizations both in and outside of healthcare will likely play the same balancing act when trying to implement the talent advisor model. In addition to the “sales” function of recruiting, “marketing” facets also exist within the advisory role, as well as the role having a counseling or coaching component. “It’s not a pure anything, but more of a hybrid role,” and one Miller says organizations may put in place alongside the transactional norm.  Future of recruiting cont’d on Page 21

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 Future of recruiting cont’d from Page 20

Special skills of the new advisor Within the last few months, Miller’s firm has put together an advisor profile requisition for two different organizations. In both, she recommended searching for a candidate with a combined background of marketing and consumer behavioral psychology. Miller says that as the industry evolves with this new role, basic behavioral psychology skills will be more highly sought. “Having a basic understanding of behavioral psychology or consumer psychology helps recruiters better understand why people make decisions, what their motivators are and how to create calls-to-action.”

Talent advisor tools

Implementation challenges As with the shift toward value-based care from fee-for-service, an organization should not expect the path forward to be smooth when moving toward an advisory model. Budgets will likely be a challenge.

“With the new advisory model, organizations will find that budgeting becomes, ‘we are all one budget.’” That can create problems when figuring out how to charge back certain items or split costs between different value centers.

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Miller offers a typical example of the challenge. “Take an organization that is accustomed to charging per hire by level or by seniority. With the new model, it will now function from a value basis, so every part of the business chips in ‘x’ amount of dollars for all hires.” The “we are all one” approach works quite well, until a problem occurs in one business unit or region that doesn’t have the same cost that other regions encounter. The challenge arises when other parts of the organization have already “thrown money into the pot.” While Miller points out that a work-around solution is possible, the bumps in the road are ones that organizations have yet to easily navigate.

Beyond metrics that recruiters typically track, like timeto-slate and time-to-fill, the talent advisor model offers a wealth of data to examine, given the right tools. Miller says an organization that is considering the talent advisory role should strongly consider implementing some of the best tools on the market to track these new data. Here are some of her recommendations: •

Pando — a dashboard that can be obtained through Aspen Advisors TinyPulse — software for real-time feedback that measures the happiness, frustration and burn-out of employees

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Elevated — software used to help with understanding organizational makeup from a culture perspective.

This tool can help determine the following and more: •

Individual value of the employees that work in the organization

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What values employees perceive within the organization

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What the overlaps might be so that proper messaging can be created

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What profile ranges will work in your organization to help you create persona profiles

Recruiting goal: always provide value While considering the benefits and immediate challenges with the talent advisor model, Miller says one thing will always remain true, “If you can’t evolve and keep up, you will get left behind; you won’t be able to hang on to the role that you have. We always need to be growing our skills, growing our career and making sure that we are adding value to the companies for whom we work, or odds are good that we won’t be able to work for them any more.”

Primary Source List 1. Crystal Miller, CEO Branded Strategies 214-585-2474 Dallas, TX Email: cm@brandedstrategies.com

Secondary Source List 1. Darwin Correspondence Project. 2018 University of Cambridge https://www.darwinproject.ac.uk/people/about-darwin/ six-things-darwin-never-said#quote1 2. Sullivan, Dr. John. 2017. The Future of Recruiting — the Talent Advisor Model Dominates (Part 1 of 2), ERE. https://www.ere.net/ the-future-of-recruiting-the-talent-advisor-model-dominates-part-1/ Spring 2018

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Remembering to schedule time for you Jennifer Chesak, contributing writer for the Journal of ASPR

Take quick breathers and time to fully decompress and come back stronger than ever If you’re a physician recruiter, you’re likely not an introvert. The job requires a near-constant level of interaction with others and a go-go-go mentality. Maybe you thrive on the hectic pace most of the time and it even juices your success. But burnout is called burnout for a reason; you don’t always notice it until your drive has gone up in smoke.

“We are marketers,” says Cecilia Jerome, MBA, a physician recruiter at MidMichigan Health. “And if you’re so frustrated and beat down, it’s hard to infuse enthusiasm in your voice when you’re trying to convince someone that this is the place they need to be.”

Jerome lauds the profession for its many joys, which she says far outweigh the negatives, but she admits exhaustion can creep up. “The position can be overwhelming,” she says. “You are dealing with people, and everybody has their own vision of things.” Searching for the right prospect for the hospital group and then wooing that prospect requires a ton of matchmaking energy. “I call myself eHarmony,” Jerome jokes.

Physician recruiters tend to be always on and running at high power, and they have to turn up the wattage every time a candidate comes for a site visit. “I’m being interviewed the whole time, too,” she explains.

Afte-hours duties can also take their toll with logistics management and fielding late-evening calls or messages from prospects and supervisors.

That’s why Jerome says taking time out in ways both big and small helps to stave off stress and fatigue, and even boosts productivity when you’re back at the grind. Here’s what she’s learned about decompression in her 15 years of physician recruiting.

Find your passions You might take great pleasure from your work, but it shouldn’t be your only passion, or it will consume you. “Everybody has to find a way to keep smiling,” Jerome says. “And everybody has their own way of making that happen.” She loves reading murder mysteries while pounding out miles on the treadmill, which offers her both a physical release and a good escape. “I also thoroughly enjoy yelling at the TV on Sunday afternoons at the Detroit Lions—although, sometimes that can create more stress,” she jokes. Your passions outside of work will re-invigorate you and make you more enthusiastic when back on the job. Plus, they provide great topics for small talk with recruits during site visits.

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 Remembering to schedule cont’d from Page 22

Protect your off time Whether you’re taking a vacation, a personal day, or just a short break, guard that freedom and encourage your coworkers and supervisors to respect it, too. If you’re checking email in your downtime, you’re not really present in what you’re doing or whom you’re with, Jerome says, admitting she’s guilty of this pitfall. She and her co-workers have set unofficial rules about only reaching out to a fellow recruiter who is on vacation if it’s an emergency, and even saving emails in draft folders to be sent in the days after a person returns to work. On shorter breaks, don’t be afraid to turn off notifications or even leave your phone behind so it can charge while you recharge yourself. Your break isn’t a real break if you can’t truly take the time for yourself. Being always tied to your job will leave you feeling resentful of it.

Steer clear of negativity If you are experiencing burnout and can’t immediately take a vacation or a day off because of a packed schedule or big project, be sure to take care of yourself in smaller ways. “There’s nothing more contagious than a bad attitude,” Jerome says. Don’t get suckered in when other people enter a constant state of complaining. Know the line between the camaraderie that goes along with good-natured venting and the bad spirits that negativity can breed. Likewise, a bit of positivity can give you a boost.

Jerome recommends taking a minute to revisit your successes during stressful times. “Sometimes it’s a matter of going and talking with one of your most recent recruits who is enthusiastic about their position, and being reminded why you do what you do,” Jerome says.

Take real vacations Jerome suggests that physician recruiters aim for taking off at least one day a month and one full week a year if possible. “It does reenergize you,” she says, “especially if you can take that time off and not work.”

That means setting an out-of-office reply on your email and not getting roped into responses that derail your relaxation.

Get a pet Lastly, don’t forget the power of a pal with paws, if that’s your thing.

Jerome says a greeting from her pooch is all she needs to feel better after a long day. “You come home at night and your dog just never has a bad day,” she explains. “Your dog is just thrilled to see you. You’re the greatest thing since sliced bread.”

Schedule a break Infuse your workday with short reprieves that allow you to escape from the chaos or stress. “Walk away from the thing that’s been frustrating you and causing your eyes to cross,” Jerome says. “Do something fun.”

For her, that often involves gathering a few coworkers for a walk or to get frozen yogurt or coffee. These small excursions give her a chance to share inside jokes that only her fellow physician recruiters would get or to vent. “And it’s not ‘Oh, I hate my job,’ it’s just ‘Oh, this is so frustrating,’” she explains. “I feel better, and then I can move on.”

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2018 ASPR Annual Conference Keynote Brad Nieder, MD, CSP Cecilia Jerome, MBA, Physician Recruiter, MidMichigan Health

Many of us can tell stories of physicians that made us laugh, probably not intentionally.

Brad Nieder, MD, CSP hopes to change that. He wants to make you laugh. He wants you to laugh at him. To his face. And, by all accounts, he has been quite successful doing just that in the past.

Billed as “The Healthy Humorist,” Dr. Nieder is called a doctor, funny speaker and clean comedian.

“I feel practicing medicine in a nonconventional way is good,” Nieder said. “Laughter is good medicine and we’ll make fun of doctors a little bit.” He said laughter is a good way to combat stress and he suggests laughter is wellness advice in a way “unlike any other wellness advice you would receive.”

“We will poke fun at healthcare and you will learn how laughter and humor can help with stress.”

Dr. Nieder is one of the keynote speakers for this year’s ASPR conference in April in Chicago. He said he hopes the recruiters will walk away from his presentation uplifted and relaxed: Transformed!

“There wasn’t a lot of humor for me in the ER,” he said. Nieder said he did not have the confidence during his training to use humor, as he was still learning and developing a comfort level.

A friend, who is a motivational speaker, encouraged him to further explore the world of comedic entertainment. He said the friend told him of the need for speakers/comedians for corporate events. “I had never even been to a corporate event!”

Nieder said he has always liked comedy.

“I remember as a kid watching ( Johnny) Carson’s monologue. And I memorized (George) Carlin’s HBO specials — even the dirty words!”

While still in high school, Nieder was writing funny things for the school newspaper. He then began dabbling in improv after high school. In his freshman year theater class at Stanford University, Nieder was a founding member of the SImps (Stanford Improvs).

Nieder discovered during medical school (University of Colorado) there was little room for improv. He embarked, then, on his first foray into stand-up comedy. All through medical school, he would jump on stage for “open mic” nights.

His medical school classmates got wind of his evening activities and started showing up to cheer Nieder. It was then he started blending his medical experiences with his comedic genius.

During residency training (emergency medicine), Dr. Nieder started questioning his decision to become a physician. He said he thought emergency medicine, with its shift work, would allow him the time to hone his entertainment, since there were no pagers, no rounding and he would know his schedule and could continue to perform.

Nieder said the further along he got in his training, the more he realized that may not be the case.

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Today, Nieder performs mainly for those corporate-type events: conferences and meetings. He said that’s his “bread and butter.” He performs in comedy clubs on the rare occasion when his comedian friend is performing in one nearby.

What motivated Nieder was the realization there were not a lot of funny doctors. “So, I found a way to practice in a non-conventional way.” People told Dr. Nieder he would burn out from the travel, but he said that after 16 years he still loves to travel. He said he enjoys the food, sights, etc., in the various communities he visits, and has made friends all over the country. Nieder said he has a pin in a map of everywhere he’s been. Among his most frequent locations to entertain are San Diego and Orlando, headquarters for many business conventions.

Dr. Nieder has a wife and three children and described himself as a “hands-on Dad.” “I’m my own boss and set my own schedule. I’m very involved and love my wife and kids.” He said the saving grace in his travel is that it’s typically only for a night or two, unless he does two or three gigs in a row.

Nieder said after his presentation at ASPR, he hopes recruiters will say: “I needed that!” and “This was a good reminder that I need to laugh more.”

2018 ASPR Annual Conference Meet the Ignite Presenters Kate-Madonna Hindes, JASPR managing editor

Dennis Burns, Physician Recruitment Manager, Tidelands Health, South Carolina What is your Ignite Presentation about?

What is our core motivation to keep us going in the face of rejections and constant obstacles? I will share three quick stories from my experiences in Michigan, Arkansas and South Carolina — I will have a few slides for visual reference but that is about it.

What is the largest takeaway you hope you give attendees?

In the midst of our daily grind, know that in the end we help make a difference in our communities and with individual lives.

I believe it will be great to network again with my colleagues from around the country and to get renewed with best practice ideas from those like me in the trenches. I hope I can share some words of wisdom and encouragement to others, especially those new to in-house recruitment.

Tell us one “fun fact” about your career.

I was not looking to get into physician recruitment as a career (does anyone?). I found a newspaper ad while searching as VPHR for nursing ads to be sure we were in the market for recruiting nurses. The ad for physician recruiter popped up and I thought: “I might as well hone my interviewing skills and see what happens.” It was a perfect fit — back in 1990.

Cecilia Jerome, MBA, Physician Recruiter, MidMichigan Health What is your Ignite Presentation about?

I hope attendees learn that what makes this job so exciting, dynamic and fun are the things no one expects to happen!

Tell us one “fun fact” about your career.

I never intended to stay in physician recruitment for more than five years. Just celebrated 15 and would not change a thing!

What are you most looking forward to during 2018 with ASPR? During 2018, through ASPR I hope to continue to learn and adapt to the changes in medical care and continue to demonstrate our relevance to medical care!

Cheryl Hetrick, Director Physician and Provider Recruitment, UnityPoint Clinic What is your Ignite Presentation about?

I’ve been fortunate to work in different sectors of healthcare all over the country as a military wife. What I’ve learned is that every organization encounters the same challenges (recruitment is difficult regardless of the zip code) and it’s been a great advantage to learn many different styles/ ways of conducting business.

What is the largest takeaway you hope you give attendees?

Have fun in this job! It’s a great role to work in and we help physicians and providers realize their dreams as they find a new work home. That, and always be willing to think outside the box.

Tell us one “fun fact” about your career.

I started working in healthcare at the age of 16. I worked in a pharmacy and things took off from there. Now, 36 years later, I’m still here.

What are you most looking forward to during 2018 with ASPR? I am so excited to meet new people and learn from others.

Craig Hintz, ThedaCare, Physician & Advanced Practice Clinician Recruiter What is your Ignite Presentation about?

Sticking to the basics and building relationships.

Slow down to speed up.

Tell us one “fun fact” about your career.

I get to meet new people from all over the world every day.

What are you most looking forward to during 2018 with ASPR? This presentation and networking.

Christy Bray Ricks, MHA, FASPR, Senior Director, Physician Recruitment, LifePoint Health What is your Ignite Presentation about?

How recruitment is like dating.

What is the largest takeaway you hope you give attendees?

Bring humor to the tedious, stressful work we do.

Tell us one “fun fact” about your career.

I’ve always worked in healthcare — taking care of others is my passion. One of my best professional experiences was planning a trip for 100 teammates to Washington, DC, after receiving the Malcolm Baldrige National Quality Award. Now, organizing that many people may not sound like fun to you, but seeing the appreciation and gratitude of my fellow travelers was heartwarming. I greatly enjoy taking care of the details in order to exceed the expectations of others.

What are you most looking forward to during 2018 with ASPR? I always enjoy catching up with colleagues from around the country. The networking at conference is invaluable to me both personally and professionally.

What is the largest takeaway you hope you give attendees?

A calming feeling in this chaotic world of recruitment. We often make our jobs harder than they need to be.

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From triage to strategic recruiting: Outshining physician hiring demands SkillSurvey

For many in-house physician recruiters, keeping pace with the stress of hiring demands may feel like a steady state of triage. Today, physician shortages are no longer confined to underserved or rural areas. Especially among key specialties, the need for more clinicians is being felt in many regions as more people access healthcare and an aging baby boomer population lives longer and requires more services. To fill the void, the use of part-time contract, or locum tenens roles are increasing, but this only multiplies workloads for recruiters and medical staff services professionals.

It’s good news for physician recruiters to know that they are in a mission-critical role. But to meet increasing demands, triaging will not be enough. Recruiters will need more optimized and strategic hiring processes. By 2025, demand for physicians will exceed supply by a range of 46,000 to 90,000, according to data from the Association of American Medical Colleges (AAMC). Among the strategies the AAMC advocates: more innovation, greater use of technology, and improved and efficient use of all professionals. These same strategies are needed by the teams who recruit and credential healthcare professionals.

The case for eliminating slow-moving, paperbased processes Unfortunately, cumbersome hiring processes are the norm for healthcare professionals. It starts with reference checking, and extends to peer referencing during the credentialing process. For example, a recent SkillSurvey poll of nearly 500 medical staff services professionals found that 62 percent of respondents wait one to three weeks for a physician reference, and one quarter of healthcare organizations wait two to three months to complete a credentialing cycle for a new doctor.

These delays can seriously disrupt the pace of hiring. “Physicians usually have five to six hospitals to choose from, so competition is high,” said one senior director of physician recruiting and retention at a healthcare company. “So when we find someone we want to join our team, we need to move swiftly. Because every day past the interview that you don’t get a contract in their hands hurts your chances of them accepting the job.”

Faced with increasing paperwork all around and numerous (and sometime redundant) reference requests, many peer references respond by quickly dashing off a few check boxes on a form — which brings little insight to those making hiring or credentialing decisions.

Frequently, forms must be redone because they’re incomplete.

The delays also have a devastating effect on hospitals’ bottom lines.

The cost of just one month’s delay in credentialing the average primary care physician can amount to more than $30,000 in lost revenue due to the inability to bill for services. For a hospital hiring 50 primary care physicians annually, such a delay can cost in excess of $1.5 million. For higher-billing specialties, the financial impact of delays is even greater.

Despite these referencing and credentialing stumbling blocks, there is a hopeful prognosis. User-friendly, cloud-based technology that automates and streamlines processes and is accessible 24/7 via mobile tools is transforming reference checking and credentialing.

At the ASPR 2017 Annual Conference, during the session “Lean recruiting: How to quickly and confidently recruit the best through Effective Referencing,” presenter Scott Lindblom, now vice president of talent acquisition at U.S. Anesthesia Partners, described how one large Midwestern healthcare system used technology to automate its reference checking during the pre-employment credentialing process.

Historically, recruiters chased references via email and fax, following up with phone calls. (In a poll during the session, 38 percent of attendees said they conduct peer referencing via phone, while another 27 percent use email.) It typically took 10 days for responses and sometimes up to 21 days, and that caused hiring delays and lost revenue, as well as a great deal of frustration among recruiters, candidates, references and other departments involved. (In the ASPR session poll, 63 percent reported response times of anywhere from one to three weeks.)

The organization implemented SkillSurvey Credential OnDemand®, a cloud-based system that automates peer referencing with a workflow tailored to the needs of physician recruiters and their credentialing counterparts. The technology allowed the physician recruiting team to get the quality feedback from peer references in a timely manner — without having to track anyone down. Peer references receive an email and can respond online anytime, from any device. As a result, the team cut response time to a median three days.

Plus, references’ feedback was more complete and insightful, which allowed recruiters to conduct higher quality follow-up.

At a New Jersey-based hospital, online reference checking technology helps recruiters of physicians, nurses and non-nurses to collect references typically in less than two days. Previously, it took four to seven days for recruiters to gather references via phone and email. Plus, the organization is finding that the references it collects with its new system are more detailed, which is enhancing  From triage cont’d on Page 29

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Journal of the Association of Staff Physician Recruiters

 From triage cont’d from Page 28 the interview process. “Now I can deliver a whole report (to interview managers) with quantitative and qualitative details about what a candidate’s strengths and weaknesses are,” said the hospital’s physician recruiter. “This is very powerful in the decision-making process and has implications for our longer-term development strategy.”

Part of that strategy is developing a passive candidate database to fill future openings. Asking references if they’re interested in new opportunities is especially useful in the sourcing of nurses, where every candidate is critical. Using the reference feedback to matching applicants to the positions that make the most sense for both sides is important for long-term employee success and satisfaction.

Smoothing onboarding with digital credentialing When it comes to pre-employment credentialing and privileging, today’s advanced technology is also helping healthcare organizations get new doctors on board faster. The technology provides a userfriendly experience for new-hire doctors and their fellow peer references, and that’s a plus for hospitals competing for the best available doctors in a tight market. One leading healthcare system faced a chronic problem: identifying and hiring some of the most in-demand physicians in the country. But the organization found that relying on the phone to reach doctors’ peers for initial references took too long. Plus, the credentialing process was further complicated because many of the contacts supplying that information turned out to be the same peer references, which then had to be re-contacted.

So, the healthcare system adopted cloud-based technology that allowed doctors’ references to supply both feedback and credentialing information online at any hour, using any device – mobile, tablet or laptop. The result: feedback turnaround time from references fell from two weeks to three days. Plus, peer references responsible for supply credentialing information are now responding in the lightning speed of 24 hours. Using all that saved time, recruiters were closing contracts within 16 weeks of presenting the opportunity to candidates. As a result, the hospital systems’ acceptance rate from high-demand physicians rose from 20 percent to a stunning 78 percent.

References are also sending in more insightful information about candidates — not just “required” information. While the healthcare system had always conducted behavioral interviews, they now build interview questions around the more in-depth information references are supplying about candidates.

Upcoming ASPR Webinar June 20 ASPR live webinar series: What’s culture got to do with it? Healthcare recruiting for retention, cultural fit, and leadership propensity Date: Wednesday, June 20, 2018 Time: 10:00 a.m. PT / Noon CT / 1:00 p.m. ET Presenter: Kathy Jordan, Jordan Search Consultants

On-demand webinars ASPR offers free on-demand educational webinars that provide you with education from experts. The program provides opportunities to obtain CEs from the comfort of your home or office with both live and on-demand options.

Visit www.aspr.org/webinars to listen to a full history of on-demand ASPR webinars.

Yes, today’s healthcare industry recruiters face huge challenges: increasing patient populations, growing demand for doctors, and a physician shortage. However, new technology alleviates many of the process-related hassles involved in finding and onboarding new doctors. Finding good doctors, improving patient care and boosting the bottom line are the rewards.

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ProTeam@PracticeLink.com · (800) 776-8383 · PracticeLink.com/Employers Proud to support the physician recruitment community as a Strategic Corporate Partner of ASPR.

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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Becoming certified as a Fellow of ASPR (FASPR) As a certified Fellow of ASPR (FASPR), you demonstrate to Jane Doe peers, employers, and physicians Fellow your commitment to continuing ASPR Fellowship Program. 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.

Asso

taff Physician Recru ciation of S it e r s 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

has earned the designation

from the

_____________________________________________ ASPR President

Whether you are new to in-house physician 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 interpreting benchmarking metrics and understanding/ implementing medical staff development plans. This cost-effective and affordable program provides invaluable first-hand information taught by experienced experts and provides you with resources, best practices, and cutting-edge training specific to in-house physician recruitment professionals.

32

Journal of the Association of Staff Physician Recruiters

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 that is helpful 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

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ASPR industry news Editor’s note: The following links are to articles that have been recently published in various healthcare media that highlight issues impacting physician recruitment and retention.

The American Hospital Association is launching a physician alliance aimed at improving relations between doctors and leadership, clinician wellness and population health initiatives

Why some doctors thrive in atressful aettings, while others burn out Read more: wuwm.com/post/why-some-doctors-thrive-stressfulsettings-while-others-burnout#stream/0

Read more: www.ahaphysicianforum.org

Doctor shortage fuels aggressive recruiting of physicians out of residency, survey shows Read more: www.healthcarefinancenews.com/news/doctorshortage-fuels-aggressive-recruiting-physicians-out-residencysurvey-shows

The moral and ethical reason for physician practices, hospitals and academic centers to address physician burnout should be obvious, but a new medical journal article makes the case for why addressing doctors’ well-being is also the financially responsible thing for healthcare organizations to do

Amid rising demand for new doctors, 50% of 935 final-year medical residents in a recent survey said they received 100 or more recruiting offers during their training Read more: www.fiercehealthcare.com/practices/verge-feedingfrenzy-to-recruit-new-doctors

Here’s how social media can boost physician hiring efforts Read more: medicaleconomics.modernmedicine.com/medicaleconomics/news/heres-how-social-media-can-boost-physicianhiring-efforts

Read more: wire.ama-assn.org/practice-management/investingphysicians-well-being-just-good-business

Physician shortage: New program trains nurse practitioners to meet the need in Stanislaus, Merced counties Read more: www.modbee.com/news/article199602989.html

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A partnership is more than just a few email exchanges. At CompHealth, we take the time to get to know you and your facility. We get to know your needs and wants. This helps us find you the best providers for every job every time.

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ASPR Buyers Guide Categories: Advertising/Marketing . . . . . . . . . . . . . . . . . . . 38 Applicant Tracking System. . . . . . . . . . . . . 38-39 Background Verification Services . . . . . . . . . . 39 Complementary Associations . . . . . . . . . . . . . 39 Consulting . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 40 Credentialing. . . . . . . . . . . . . . . . . . . . . . . . . . . 40 Financial Services . . . . . . . . . . . . . . . . . . . . . . . 40 Locum Tenens Firms. . . . . . . . . . . . . . . . . . 40-42 Onboarding . . . . . . . . . . . . . . . . . . . . . . . . . . . . 43 Online Job Board and Publications . . . . . 43-44 Permanent Placement Recruitment Firms . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 45-46 Provider Databases. . . . . . . . . . . . . . . . . . . . . . 47 Relocation Services. . . . . . . . . . . . . . . . . . . 47-48 Other. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 48-49 Spring 2018

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ASPR Buyers Guide Applicant Tracking System

Advertising/ Marketing

NEJM CareerCenter Waltham, MA cmai@nejm.org (781) 434-7639 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.

Absolute Exhibits, Inc. Tustin, CA Mike Plata info@absoluteexhibits.com (888) 760-6555 www.absoluteexhibits.com Aloysius Butler & Clark Wilmington, DE Shawn Kessler skessler@abccreative.com (302) 655-1552 www.abccreative.com

AppVault Recruitment Marketing & Technology Atlanta, GA Debra Horowitz debra@appvault.com (407) 446-8742 www.appvault.com AscendHRCorp Houston, TX Leah Ramsey, Vice President Sales@ascendhrcorp.com (281) 940-4562 www.ascendhrcorp.com Curare Physician Recruiting Bloomington, IN Samantha Ezzo info@physicianrecruiting.com (800) 880-2028 www.physicianrecruiting.com Harger Howe Advertising Burlington, MA mattwalsh@hargerhowe.com (781) 425-5005 www.hargerhowe.com MMS, Inc Schaumburg, IL Nick Angellotti n-angellotti@mmslists.com (630) 350-1717 www.mmslists.com Spin Recruitment Advertising Walnut Creek, CA Traci Dondanville, President tracid@spinrecruitment.com (925) 944-6060 www.spinrecruitment.com

American College of Physicians Philadelphia, PA Vera Bensch, Sean Corrigan, Maria Fitzgerald vbensch@acponline.org (215) 351-2630 www.acponline.org

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Journal of the Association of Staff Physician Recruiters

PracticeLink Hinton, WV Nancy Anderson, Trade Show & Event Manager; Sarah Elkins, Director of Marketing Operations proteam@practicelink.com (800) 776-8383 www.PracticeLink.com PracticeLink helps you recruit and hire physicians and advanced practitioners who provide health care and healing in your community. Easily post and promote your jobs, search the largest database of active job-seeking candidates, and build your brand presence through PracticeLink Magazine and our complete suite of recruitment solutions.

CATS Software Minneapolis, MN Mike Gallagher mike@catsone.com (952) 373-4010 www.catsone.com Erecruit Boston, MA Tim Quirk, VP, Enterprise Sales tquirk@erecruit.com (888) 573-2784 www.erecruit.com

ASPR Buyers Guide Applicant Tracking System Kontact Intelligence Pensacola, FL Niels Andersen, CEO; Donna Eddins, Director of Operations and Training; Ryan Tilley, COO niels@kontactintelligence.com (850) 477-2475 www.kontactintelligence.com Software Solutions Group, Inc Amherst, NY Rocco Polino, Amy Coddington rocco@softsolgrp.com (716) 568-2039 www.softsolgrp.com

Background Verification Services

AccuCheck Investigations New Berlin, WI Anna Jarecki, Cathy Braatz, Principals ajarecki@accucheckreports.com (800) 874-9099 www.accucheckreports.com Is your facility performing thorough and compliant background checks on your healthcare providers? Let our 25 years of experience work for you!

AccuCheck combines investigative findings with credentialing data for thorough and compliant reports.

Our customized reports deliver tailored solutions to your screening needs.

Call us at 800-874-9099 or go to www.AccuCheckReports.com.

Complementary Associations

National Association of Locum Tenens Organizations® Altamonte Springs, FL lhupp@kmgnet.com (407) 774-7880 www.NALTO.org The National Association of Locum Tenens Organizations® (NALTO®) is the only professional association of temporary physician staffing firms committed to a code of ethics and to maintaining the highest industry standards.

Society for Academic Emergency Medicine Des Plaines, IL John Landry, Manager, Business Development jlandry@saem.org (847) 257-7224 www.saem.org

Reality Check Screening Moberly, MO Rhonda Jackson, Owner rhondaj@realitycheckscreening.com (877) 263-4299 www.realitycheckscreening.com

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ASPR Buyers Guide Consulting

Credentialing

3D Health, Inc. Princeton, WI M. Shane Foreman, Founder & CEO sforeman@3dhealthinc.com (312) 423-2671 www.3dhealthinc.com

ABMS Solutions Atlanta GA Doria Less, Account Executive dcoursey@abmssolutions.com (770) 325-1216 www.abmssolutions.com

Carnahan Group Tampa, FL Erica Hammond Sales@CarnahanGroup.com (813) 289-2588 www.CarnahanGroup.com

SkillSurvey, Inc Berwyn, PA Kevin Eddis, Director of Market Development keddis@skillsurvey.com (610) 947-6300, x1203 www.skillsurvey.com

Coker Group Alpharetta, GA Craig Hunter, Senior Vice President chunter@cokergroup.com (678) 832-2002 www.cokergroup.com ECG Management Consultants Dallas, TX Jennifer Moody, Associate Principal JMoody@ecgmc.com (469) 729-2600 www.ecgmc.com HealthCare Appraisers Boca Raton, FL Dale Ellicott, Director of Business Development eheinz@hcfmv.com (561) 330-3488 www.healthcareappraisers.com

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Financial Services

CommonBond New York , NY Joe Max Floyd, Manager of Business Development joemax@commonbond.co (336) 529-3776 www.commonbond.co/partners Fairway Independent Mortgage Corporation Salt Lake City, UT Josh Mettle, Senior Loan Officer Josh.mettle@fairwaymc.com (855) 260-9932 www.fairwayphysicianhomeloans.com

Journal of the Association of Staff Physician Recruiters

Locum Tenens Firms

CompHealth Salt Lake City, UT matthew.bennett@comphealth.com (801) 930-3139 www.comphealth.com CompHealth started in 1979 with the idea of connecting top healthcare providers to the communities who need them and has since become the industry leader in healthcare staffing. We work with recruiters across the country to find quality providers that best fit with your open positions whether it be permanent, locum tenens, or travel.

Find out more at CompHealth.com.

Integrity Healthcare Locums, LLC Sarasota, FL cnoel@ihcl.com (800) 479-5028 Ext. 27 www.ihcl.com Integrity Healthcare Locums is rated a top 10 national Locums Tenens firm and reputable supporter of many ASPR client facilities. In 2017, Integrity Locums was voted #594

by INC.5000 Americas Fastest Growing Private Companies list and ranked among Top Physician Staffing Firms by Modern Healthcare.

ASPR Buyers Guide Locum Tenens Firms

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 highly skilled recruiters assist in this process from prequalification to final placement.

National Association of Locum Tenens Organizations® Altamonte Springs, FL lhupp@kmgnet.com (407) 774-7880 www.NALTO.org The National Association of Locum Tenens Organizations® (NALTO®) is the only professional association of temporary physician staffing firms committed to a code of ethics and to maintaining the highest industry standards.

VISTA Staffing Solutions, Inc Cottonwood Heights, UT (800) 366-1884 www.vistastaff.com Founded in 1990, VISTA Staffing Solutions helps hospitals, medical practices and government agencies across the 50 states optimize physician and medical provider staffing to ensure quality and continuity of care for patients and healthcare facilities.

Visit VISTAstaff.com or call us directly at 800-366-1884.

AHSA Traverse City, MI Tim Cerny tcerny@ahsa.us (800) 784-1975 www.ahsa.com BAS Healthcare Chantilly, VA emorris@bashealthcare.com (703) 378-0004 www.bashealthcare.com Daily Care Solutions Appleton, WI Laura Kallstrom, Operations Manager lkallstrom@dailycaresolutions.com (920) 224-5550 www.dailycaresolutions.com

The Delta Companies Dallas, TX Eric Sasser, Vice President of Advertising pvanbrocklin@thedeltacompanies.com (214) 442-4135 www.thedeltacompanies.com ECHO Locum Tenens Westlake, TX Jack Johnson, Team Lead - Business Development JackJohnson@echolocum.com (817) 240-4160 www.echolocum.com Elevate Healthcare Consultants Plano, TX Trey Smith, President & CEO trey.smith@elevatehcc.com (972) 954-6903 www.elevatehcc.com

Floyd Lee Locums Charleston, SC Natasha Lee, CEO; Kemi Upchurch, Regional Vice President; Zac Brigante, Dir. of Provider Service kstarkey@floydleelocums.com (843) 900-4185 www.floydleelocums.com/our-team Floyd Lee Locums provides an elite concierge experience for physicians and advanced practice providers seeking new career opportunities.

Our hands-on approach seamlessly delivers best-in-class service to providers and facilities nationwide.

We endeavor to be your partner, creating personalized career solutions that are mindful of your goals and positively impact patient outcomes.

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ASPR Buyers Guide Locum Tenens Firms

Harris Medical Associates Suwanee, GA Charles Harris, President charris@harrismedical.com (800) 980-2385 www.HarrisMedical.com

Medical Search Florham Park, NJ Alex Sheyfer asheyfer@medsearchint.com (973) 301-2100 www.medsearchint.com

Hem-Onc Staffing Solutions Tampa, FL Bruce Hough b.hough@earthlink.net (813) 335-6942 www.hem-oncstaffingsolutions.com

Medstaff National Medical Staffing Cary, NC Info@MedstaffLT.com (800) 476-3275 www.MedstaffLT.com

Jackson & Coker Alpharetta, GA Karen Little, Division Vice President klittle@jacksonandcoker.com (800) 272-2707 www.jacksoncoker.com Locums Unlimited San Diego, CA Sigrid Boring Sigrid.Boring@locumsunlimited.com (800) 682-1923 www.locumsunlimited.com LocumTenens.com Alpharetta, GA Lew Benedict, Vice President, National Accounts benedict@locumtenens.com (800) 562-8663 www.locumtenens.com MD Staff Pointe Covington, LA Angela Glaze and Mike Zagami, Director of Recruiting & Business Development aglaze@mdstaffpointe.com (985) 871-4010 x 223 www.mdstaffpointe.com

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Mint Physician Staffing Houston, TX Stuart McKelvey, President smckelvey@mintphysicians.com (713) 541-1177 www.mintphysicians.com NEXTLocums Miamisburg, OH Stacey Stanley, President; Winnie Kirker-Culbert, Vice President - Sales lauren.kellum@healthcarousel.com (513) 794-3833 www.nextlocums.com Nomad Health New York, NY justin@nomadhealth.com 917-704-5831 www.nomadhealth.com Onyx M.D. Irving, TX dorcas.johnson@onyxmd.com (817) 852-6712 www.onyxmd.com Pacific Companies Aliso Viejo, CA Patrick Deeny pdeeny@pacificcompanies.com (800) 741-7629 www.pacificcompanies.com

Journal of the Association of Staff Physician Recruiters

Quest Healthcare Solutions, LLC Atlanta, GA Mandi Dennis, Managing Director; Doug Shaener, Managing Partner; Jerry Limonta, Managing Director mdennis@quesths.com (404) 645-7606 www.quesths.com Quest Healthcare Solutions is a nationwide premier physician recruitment agency specializing in locum tenens staffing solutions for hospitals and healthcare groups. Quest also serves as a valuable resource for physicians searching for new opportunities. Our expert team specializes in hospital-based medicine including hospitalists, intensivists, surgeons, OB-GYNs, and more.

Weatherby Healthcare Fort Lauderdale, FL Cindy Slagle, Senior Director of Client/ Business Development Cindy.slagle@weatherbyhealthcare.com (954) 837-2369 www.Weatherbyhealthcare.com Weatherby Healthcare is an elite physician staffing company devoted to superior personal service. We focus on matching the right candidate with the specific needs of hospitals and healthcare facilities nationwide.

Established in 1995 and a charter member of National Association of Locum Tenens Organizations (NALTO).

Contact us at 800-586-5022 or visit www.weatherbyhealthcare.com.

ASPR Buyers Guide Onboarding

Marketware Cottonwood Heights, UT Kyle Lund, Director of Account Development; Krystal Guerra, VP of Marketing info@marketware.com (800) 777-6368 www.marketware.com

Online Job Board and Publications

NEJM CareerCenter Waltham, MA cmai@nejm.org (781) 434-7639 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.

AllPhysicianJobs.com Lancaster, PA Margaret Colebeck Internet Marketing Manager Margaret@track5media.com (877) 696-7482 www.allphysicianjobs.com American Academy of Family Physicians Leawood, KS Cindi Benson, Business Development Program Strategist cbenson@aafp.org (913) 906-6294 www.aafpcareerlink.org

PracticeLink Hinton, WV Nancy Anderson, Trade Show & Event Manager Sarah Elkins, Dir of Mktg Ops proteam@practicelink.com (800) 776-8383 www.PracticeLink.com PracticeLink helps you recruit and hire physicians and advanced practitioners who provide health care and healing in your community. Easily post and promote your jobs, search the largest database of active job-seeking candidates, and build your brand presence through PracticeLink Magazine and our complete suite of recruitment solutions.

American Academy of Neurology Minneapolis, MN Amy Schoch, Senior Manager, Career Services careers@aan.com (612) 928-6122 www.careers.aan.com American Academy of Orthopaedic Surgeons Rosemont, IL Career Center Coordinator thompson@aaos.org (847) 384-4259 www.aaos.org

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ASPR Buyers Guide Online Job Board and Publications Courtney Carpenter Courtney.Carpenter@healthecareers.com (303) 974-4121 www.healthecareers.com DocCafe.com Ringle, WI ktb@doccafe.com (574) 453-3131 www.doccafe.com DocCafe.com is the most trusted employee transition and retention source for physician and physician assistant recruiters.

Next-level recruiting starts with unlimited access to our candidate database. Discover qualified candidates sent directly to your inbox as they register or apply. Easily upload jobs and start filling positions today!

DocsDox Cummaquid, MA Suneel Dhand, Co-Founder contact@docsdox.com www.docsdox.com Elsevier Recruitment Solutions New York, NY k.carty@elsevier.com (212) 229-4950 www.myhealthtalent.com ExactMD.com Frisco, TX Paul Deen, VP paul.deen@exactmd.com (972) 372-9128 Ext. 1417 www.exactmd.com Health eCareers Centennial, CO

HospitalRecruiting.com Bloomington, IN James Bik james@hospitalrecruiting.com 800-244-7236 www.hospitalrecruiting.com

JAMA Network & JAMA Career Center Chicago, IL Thalia Moss, Tiffani Stevenson classifieds@jamanetwork.com 800-262-2260 www.jamacareercenter.com JAMA Career CenterÂŽ is a resource attracting active and passive physician job seekers. The site presents MD/DO career opportunities, news, and resources relevant to the spectrum of medical practice.

Recruiters have a range of posting options including multi-job packs, site wrapping, employer profiles, banner ads, and print + online combos.

McMahon Medical Publishing New York, NY CWilson@McMahonmed.com (212) 957-5300 x 235 www.mcmahonmed.com MedCAREERS Alpharetta, GA Lee Miller Lee@MedCAREERS.com (866) 33C-LICK www.medcareers.com PhysicianCareer.com Atlanta, GA

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Journal of the Association of Staff Physician Recruiters

Michael Berg, Vice President of Marketing mberg@PhysicianCareer.com (800) 789-6684 www.physiciancareer.com Society for Academic Emergency Medicine Des Plaines, IL John Landry, Manager, Business Development jlandry@saem.org (847) 257-7224 www.saem.org Staff Physician Recruiter Alpharetta, GA Lee@StaffPhysicianRecruiter.com (855) 855-6605 www.staffphysicianrecruiter.com Today’s Hospitalist Hilltown, PA Edward Doyle, Publisher edoyle@todayshospitalist.com (866) 695-3870 www.todayshospitalist.com Wolters Kluwer Philadelphia, PA Vanessa Vidal vanessa.vidal@wolterskluwer.com (215) 521-8300 www.lww.com

ASPR Buyers Guide Permanent Placement Recruitment Firms

CompHealth Salt Lake City, UT matthew.bennett@comphealth.com (801) 930-3139 www.comphealth.com CompHealth started in 1979 with the idea of connecting top healthcare providers to the communities who need them and has since become the industry leader in healthcare staffing. We work with recruiters across the country to find quality providers that best fit with your open positions whether it be permanent, locum tenens, or travel.

Find out more at CompHealth.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 highly skilled recruiters assist in this process from prequalification to final placement.

The Inline Group Lewisville, TX Kelli Mulloy, President; Chris Mathew, COO; Mike McDaniel, Executive Vice President contact@inline.group (214) 260-3200 www.inline.group

Adaptive Medical Partners Irving, TX David Fontenot, President / Co-Founder david@adaptivemedicalpartners.com (817) 576-1445 www.adaptivemedicalpartners.com

Adkisson Search Consultants Bloomington, IL Shannon McKay shannon@adkissonsearch.com 866-311-0000 www.adkissonconsultants.com

Aligned Telehealth Calabasas, CA Sandra Williams, Director of Recruitment swilliams@alignedth.com (818) 584-1785 www.alignedth.com Aureus Medical Group Omaha, NE Bpayson@aureusmedical.com (866) 795-6650 www.aureusmedical.com Ci Health Group Coppell, TX David Thomason, Ty Kelly, Agnes Blum triddle@cihealthgroup.com (972) 865-6305 www.cihealthgroup.com Elevate Healthcare Consultants Plano, TX Trey Smith, President & CEO trey.smith@elevatehcc.com 972-954-6903 www.elevatehcc.com

Adkisson Search Consultants is a national search firm specializing in the permanent placement of Executive, Physician, Advanced Practitioner and Allied Health Professionals. Our clients are healthcare systems in metropolitan and academic environments, medical group practices and critical access hospitals. We have more than 15 years of experience exceeding client expectations!

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ASPR Buyers Guide Permanent Placement Recruitment Firms

ENTERPRISE MEDICAL RECRUITING

Enterprise Medical Recruiting Chesterfield, MO mneuwirth@enterprisemed.com (800) 467-3737 www.enterprisemed.com Enterprise Medical Recruiting has been leading the national market in successful healthcare recruitment since 1990. Our clients consist of health systems, hospitals, medical groups, physician practices, academic institutions and community health organizations. Our specialty-specific, tenured consultants fulfill over 300 physician, advanced practice provider and healthcare leadership assignments annually.

Harris Medical Associates Suwanee, GA Charles Harris, President charris@harrismedical.com (800) 980-2385 www.HarrisMedical.com Infinity Physician Resources Lewisville, TX Cody Hall, Chief Executive Officer CodyHall@InfinityPhysicians.com 469-310-4477 www.InfinityPhysicians.com Innovative Physician Placement Specialists, LLC Bowie, MD Keith Michel, Director of Physician Recruitment recruiters@med-practice.com (443) 639-4777 www.med-practice.com

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Jackson Physician Search Alpharetta, GA cfruchter@jacksonphysiciansearch.com (404) 943-1777 www.jacksonphysiciansearch.com Katon Direct Stamford, CT Anthony Gentile, Managing Partner agentile@katondirect.com (914) 908-5423 www.katondirect.com KPS Physician Staffing & KPS Locums St. Louis, MO iancarlson@kpsps.com (877) 909-9930 www.kpsps.com The Medicus Firm Dallas, TX Jim Stone, President; Jacob Simon, Executive Vice President sales@themedicusfirm.com (888) 260-4242 www.themedicusfirm.com Pacific Companies Aliso Viejo, CA Patrick Deeny pdeeny@pacificcompanies.com (800) 741-7629 www.pacificcompanies.com Physician Assistant Solutions Clinton Twp, MI Joel Kutz PA-C, Regional Manager joel@pa-solutions.com (586) 569-9776 www.physicianassistantsolutions.com

Journal of the Association of Staff Physician Recruiters

Pinnacle Health Group Atlanta, GA Michael Broxterman, President and CEO mbroxtermanweb@phg.com (404) 816-8831 www.phg.com Priority Physicians, Inc Algonquin, IL Kevin J. Jacobsen, Director of Recruiting kj@priorityphysicians.com (224) 209-8201 www.priorityphysicians.com RosmanSearch, Inc. Pepper Pike, OH Beth Dery bdery@rosmansearch.com (216) 906-8188 www.rosmansearch.com THMED Staffing Dallas, TX David Curtis, President of Client Engagement info@thmedstaffing.com (866) 995-6077 www.thmedstaffing.com

ASPR Buyers Guide Provider Databases

PracticeMatch St. Louis, MO Mike York, Clint Rosser, Breann Studdard information@practicematch.com (800) 566-4540 www.PracticeMatch.com PracticeMatch empowers in-house physician recruiters to succeed by providing a complete set of tools for sourcing, recruiting, and retaining quality physicians. 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 sales@careprecise.com (877) 782-2294 www.careprecise.com DMD Rosemont, IL Tighe Blazier, CCO Healthcare Communications tblazier@dmdconnects.com (847) 257-6615 www.dmdconnects.com DocDelta New York, NY john@docdelta.com (646) 399-1300 www.docdelta.com

Relocation Services

Elsevier, Inc. (Board Certified Docs) Maryland Heights, MO h.licensing@elsevier.com (866) 416-6697 www.BoardCertifiedDocs.com HealthLink Dimensions Atlanta, GA Bob Boyles, Vice President of Sales info@healthlinkdimensions.com (404) 250-3906 www.HealthLinkDimensions.com MedData Group LLC Topsfield, MA Clare O’Brien Clare.obrien@meddatagroup.com (617) 866-0050 www.meddatagroup.com PracticeAlert Alpharetta, GA Steve Easley seasley@alertservicescorp.com (678) 710-8041 www.PracticeAlert.com Profiles St. Louis, MO Linda Kershaw Director of Sales shane@profilesdatabase.com (877) 367-4772 www.ProfilesDatabase.com SK&A, an IQVIA company Irvine, CA Jack Schember, Director, Marketing jack.schember@iqvia.com (800) 752-5478 www.skainfo.com

AAKC Moving Olathe, KS Gary Brann Gary.Brann@aakcmoving.com (913) 829-8267 www.aakcmoving.com Our entire organization is dedicated to working with you to develop your best relocation solution at a competitive price.

No challenge is too great or too small. Whether you move hundreds of employees a year or just a few; every transfer is unique and important. Our focus is driven by you, our corporate client.

Action Moving Services, Inc. Minneapolis, MN Eric Everson, Vice President eric.everson@actionmoving.com (800) 328-3803 Ext. 203 www.actionmoving.com Burnet Relocation Edina, MN Leanne Nelson, Business Development Manager lknelson@cbburnet.com (952) 844-6523 www.burnetrelocation.com Corrigan Moving/Signature Relocation Farmington Hills, MI Cheryl Buckley, Vice President; Dale Fisher, EVP; Kim Martin, Manager cbuckley@corriganmobility.com (616) 460-5931 www.corriganmoving.com

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ASPR Buyers Guide Relocation Services

Other

Nexus Relocation Group Leawood, KS Becky J Oliver, President boliver@nexusrelocation.com (913) 232-5900 www.nexusrelocation.com

Adventures in Medicine Category: Physician Education Algonquin, IL Todd Skertich todd@arlingtonhc.com (847) 649-2606 www.adventuresinmedicine.com www.physiciancareerplanning.com

Red Oak Relocation, LLC Minneapolis, MN John Clough, Founding Principal john.clough@redoakrelocation.com (952) 838-3679 www.redoakrelocation.com Relocation Today, Inc. St Louis Park, MN Richard Rudeen richardr@relocation-today.com (952) 278-0530 www.relocation-today.com Stevens Worldwide Van Lines Saginaw, MI Vicki Bierlein, Director National Business Development; Sunny Sommer, Sr. Relocation Consultant vicki.bierlein@stevensworldwide.com (800) 248-8313 www.stevensworldwide.com/aspr

American Academy of Pediatrics Category: Pediatrician Recruitment Ads and Job Board Itasca, IL Rhonda Truitt, Advertising Manager rhonda.truitt@wt-group.com (443) 512-8899 Ext. 106 www.careercenter.aap.org

International Medical Placement, Ltd. Category: Permanent and Locum Tenens Recruitment Amherst, NY ryan@intlmedicalplacement.com (716) 689-6000 www.intlmedicalplacement.com

AMN Healthcare Category: Staffing and Recruitment San Diego, CA Travis Singleton, SVP-Merritt Hawkins; Kim Howard, VP-Workforce Solutions Bonnie.Britton@locumleaders.com (800) 685-2272 www.amnhealthcare.com

LocumsMart Category: Vendor Management System Norgross, GA Aaron Paul, CEO kray@locumsmart.net (716) 562-8676 www.locumsmart.net

Arlington Health Care Category: 3rd Party Physician Recruitment Firm Algonquin, IL Todd Skertich todd@arlingtonhc.com (847) 649-2606 www.arlingtonhealthcare.com

MDedge/MedJobNetwork Category: Online and Print B to B Medical Publisher Parsippany, NJ Tim LaPella, Sr. Dir. of Sales; Drew Endy, National Market Manager nanty@mdedge.com (973) 206-2345 www.medjobnetwork.com

Barlow/McCarthy Category: Sourcing Specialists Plymouth, MA Allison McCarthy, Principal; Tony Barlow, Managing Consultant amccarthy@barlowmccarthy.com (508) 394-8098 www.barlowmccarthy.com

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Gensco Pharma Category: Pharmaceutical Manufacturer Miami, FL Carlos Alfaras, Lissa Ajmo, Randi Aileen Press lajmo@genscopharma.com (855) 743-6726 www.genscopharma.com

Journal of the Association of Staff Physician Recruiters

SkillSurvey, Inc. Category: Reference Checking,

ASPR Buyers Guide Other

Sourcing Berwyn, PA Kevin Eddis, Director of Market Development keddis@skillsurvey.com (610) 947-6300, x1203 www.skillsurvey.com

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.

Spark Hire Category: Video Interviewing Northbrook, IL Jeremy Tolan, Sales Manager sales@sparkhire.com (224) 545-5599 www.sparkhire.com Superior Healthcare Sourcing, LLC Category: Sourcing Service Saint Peters, MO Butch Powley, President bpowley@shs15.com (800) 835-2966 www.shs15.com VITAL WorkLife Category: Behavioral Health Consulting Minneapolis, MN Mitchell Best, CEO & President of Client Services Mitchell.Best@VITALWorkife.com (800) 383-1908 www.vitalworklife.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.

Physician Recruiter St. Louis , Missouri BJC Healthcare Posted: 3/21/2018 View Job Posting Medical Practice Physician Recruiter Norfolk, Virginia Bon Secours Posted: 3/19/2018 View Job Posting Physician Sourcer - Medical Staff Recruitment West Reading, Ohio Tower Health Medical Group Posted: 3/19/2018 View Job Posting

Provider Recruiter Providence , Rhode Island Prospect Medical Holdings - CharterCARE Health Partners Posted: 3/2/2018 View Job Posting Provider Recruiter-Retention Specialist Newport, Oregon Samaritan Health Services Posted: 2/28/2018 View Job Posting Physician Recruiter Kankakee, Illinois Riverside Medical Center Posted: 2/28/2018 View Job Posting

Provider Recruiter Rockford, Illinois Mercyhealth Posted: 3/15/2018 View Job Posting

Sourcing Specialist Marshfield, Wisconsin Sourcing Marshfield Clinic Posted: 2/27/2018 View Job Posting

Physician Recruiter (Remote Possibility) Hanover, Maryland Adfinitas Health Posted: 3/12/2018 View Job Posting

Healthcare Recruiter (Harrisburg, PA) Lemoyne, Pennsylvania Correct Care Solutions Posted: 2/26/2018 View Job Posting

Physician Recruiter - AMG BroMenn Medical Center United States Posted: 3/9/2018 View Job Posting

Physician Recruiter Decatur, Illinois Decatur Memorial Hospital Posted: 2/23/2018 View Job Posting

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Journal of the Association of Staff Physician Recruiters

Senior Provider Recruiter Northampton, Massachusetts Cooley Dickinson Health Care Posted: 2/23/2018 View Job Posting Physician Recruitment Specialist Brentwood, Tennessee LifePoint Health Posted: 2/22/2018 View Job Posting Sourcing Strategist Greeley, Colorado Banner Health Posted: 2/21/2018 View Job Posting Physician Recruiter St. Petersburg, Florida DaVita Medical Group Posted: 2/16/2018 View Job Posting Physician Recruiter St. Louis, Missouri Mercy Clinic Posted: 2/16/2018 View Job Posting Physician Recruiter Metro Washington, DC, Rockville, MD Kaiser Permanente - Mid Atlantic Permanente Medical Group Posted: 2/13/2018 View Job Posting

ASPR Board of Directors President Frank Gallagher Director, Provider Recruitment AtlantiCare Atlantic City, NJ Phone: 609-441-8960 Email: Francis.Gallagher@AtlantiCare.org

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

President-Elect 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 Bruce Guyant, FASPR Director of Provider Growth & Integration Novant Health Mooresville, NC Phone: 980-287-5353 Email: bmguyant@novanthealth.org

Secretary Donna Ecclestone, FASPR Director, Physician Integration and Onboarding Duke Health Durham, NC Phone: 919-419-5057 Email: donna.ecclestone@duke.edu

Board Member 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

Board Member 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 Board Member Aisha DeBerry, FASPR Manager of Physician Recruitment Bon Secours Medical Group Richmond, VA Phone: 804-281-0229 Email: aisha_deberry@bshsi.org Board Member 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

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 Sharee Selah, MBA sselah@umm.edu

Fellowship Steve Jacobs, FASPR sjacobs4@wellspan.org Kate Kaegi, FASPR kate.kaegi@ssmhealth.com

Resource Library Sarah Krueger sarah.krueger@midmichigan.org Linda Remer, DASPR linda.remer@midland-memorial.com

Chapter Response Group (Ethics) Rebecca Blythe rebecca.blythe@ascension.org

Journal Editor Cecilia Jerome, MBA cecilia.jerome@midmichigan.org

Conference Planning Committee Scott Manning, SPHR, FASPR scott_manning@dmgaz.org Kathy Gresham kathy.gresham@nhrmc.org

Membership Jill Albach, FASPR jalbach@soundphysicians.com Holli McConnell hdmcconn@sentara.com

Benchmarking Project Leader Suzanne Anderson suzanne.anderson@duke.edu Adam Ullman, CMSR, FASPR aullman@mvhealthsystem.org Vendor & Partner Relations Allen Kram, FASPR krama@wcmc.com Carey Goryl, MSW, CAE cgoryl@aspr.org

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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