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Make Your Recruiting Budget Work Harder for You in 2023
As 2022 comes to a close, it’s time to start planning for 2023 so you can determine your annual recruiting budget. And with the possibility of a recession hitting in Q2 of next year, it never hurts to start thinking of cost-cutting measures before you need to.
“Cost-cutting measures” may seem like a scary phrase that sacrifices quality, but it doesn’t need to be. Recruiters now more than ever need to embrace innovation to save valuable time, money and increase the quality of their hires. Investing in a recruiting firm that will help you sift through the applicants, present quality candidates, and track all of their data in an easy-to-use tool is one of the best ways to stretch your budget.
And with Inline’s latest platform option, On Demand, you don’t need to sacrifice quality or your budget when hiring highly-skilled healthcare professionals.
What is On Demand?
We like to call it our “try before you buy” option, but most people know it as our On Demand platform. Intended to help place qualified candidates with no upfront costs as soon as possible, this option is best if you have a strict budget, you’re short-staffed or just need one to two hires in a short amount of time.
How does it work?
On Demand is straightforward and easy to get started. Just follow these steps:
- Sign up for your account. Fill out this quick form to let us know who you’re looking for.
- Post your job. Once you’re approved and with an agreement signed, we’ll be able to post your job opening within 48 hours.
- Start talking to pre-screened, top candidates quickly. With unlimited access to our pipeline of high-quality candidates, you’ll be able to communicate with talent, start your hiring process and get advice from Inline’s expert support team.
- Don’t pay until you hire. And it won’t cost you a thing until you find the perfect match.
Make your budget work harder for you in 2023. Let Inline’s industry veterans do the heavy lifting of recruiting so you can focus on other important matters. Get a jumpstart on the new year and start hiring today with Inline’s On Demand platform. Sign up here.
Inline’s Ultimate Guide to Healthcare Recruiting
What Makes Your Facility Different?
It’s easy to assume candidates will want to work at your healthcare facility. If you love your employer, why wouldn’t potential candidates feel the same? However, in today’s competitive market, you can’t settle for an average first impression.
Let’s first consider how you view physicians’ CVs. Generally you’ll see education, experience, and licenses / certifications. So how do you choose between them? It’s the stand-out features that help you choose one over the rest. Much like choosing the perfect candidate, providers are comparing your job listing against others to find the most desireable features.
So, what is unique about your hospital? Your facility and job descriptions likely include phrases like “mission-minded” and “helping underserved communities.” While these are important to include, do they help you stand out?
Compare, Critique, Then Improve
The first step is getting to know your competition. If you’re currently searching for a family medicine physician, search the web for “family medicine physician jobs.” Read through the job listings and compare them to what you’ve written for your own listings.
Do you see a lot of the same selling points? Remember, it isn’t bad if there are a few similarities. This simply means you need to add in some differentiators. As you read through the job descriptions, look for ways other facilities try to stand out. Does your facility have something similar or better to offer? The key here is to do thorough research and be honest with yourself.
Once you’ve done the research and taken notes, it’s time to improve. At this stage, you’ll want to brainstorm with members of your team. This brainstorming exercise will help you put into words what makes your facility unique.
Attention-Grabbing Job Descriptions
Now that you have an eye-grabbing corporate description, it’s time to take a look at the actual job listing. Or, more importantly, the benefits and features you list for your job description. Two pieces take precedent here: location and salary.
Ask any one of our recruiters what candidates care about, and during the last 15 years the answer has generally stayed the same: location, salary, and schedule are the most important factors considered when switching employers.
Even if a candidate doesn’t live down the street from the facility they work in, they’ll still be spending a lot of time in that neighborhood. So, it’s up to you to show them why they should want to work in that location. Keep in mind, it isn’t about making your location sound lavish and trendy—it’s about showing candidates what makes your location stand out.
For example, if you’re an FQHC located in a neighborhood with a high homeless population, you probably tell candidates about the difference they can make by providing healthcare to those in need. But don’t just tell them. Show them. Do you have statistics showcasing how your facility has improved the overall health of the community? Or perhaps you have a glowing review from a patient who was treated at your facility. This is your chance to tell a story and create a powerful image.
Old habits die hard and long gone are the days of withholding salary during the screening process. Candidates demand salary transparency and if you’re withholding this information, you’re losing out on a large portion of the candidate pool.
First and foremost, multiple trusted websites allow employees to list an employer's salary based on job title. Even if you don’t include salary in a job description, they can find out. However, by forcing candidates to find this information online, you lose control of the conversation. Most employers avoid posting pay information for one of two reasons: to keep it hidden from current employees or simply because it isn’t as high as other jobs.
Whatever the reason, you still have options. Consider using a salary range that’s commensurate with experience. Even if it’s a broad range, it provides candidates with a general idea of what to expect. If the salary is lower than those at other facilities, you can include other selling points alongside the salary. These include loan repayment options or a low cost-of-living based on location.
In today’s economy, salary is important. If you go through the interview process, only to have a candidate pull their application because of salary, you’ve wasted valuable time that could’ve been spent wooing other candidates. Salary transparency benefits everyone.
Positive Interview Experience
A fine-tuned interview process not only helps you hire a great candidate for a current opening—it helps you find more in the future. Whether or not they get the job, candidates are more likely to refer an employer to a colleague if they had a positive interview experience.
So how do you create a good reputation among healthcare providers? Communication. More than anything, candidates want to know their status throughout the application / interview process. Even if a candidate isn’t a good fit for your job, they’ll appreciate knowing if they’ve been taken out of the running.
At Inline, our recruiters place communication at the top of their priorities when connecting providers with healthcare facilities. We know how hard it is to find the perfect candidate, so we make a point to keep them updated and informed throughout the entire process. Consistent communication helped one of our clients hire a nurse practitioner that received multiple job offers:
“I had other offers, which I almost accepted when the hiring manager did not reach out to me for an interview in time. But Inline saved the day by reaching out to them and informing me that the job was still available after contacting them on my behalf. I was eventually interviewed and accepted their offer as this was the best fit.”
The bottom line? Lack of communication can lead to missing out on top candidates. We recommend scheduling calendar reminders to follow up with providers weekly and let them know where they are in the process.
Getting to Know Candidates During Interviews
It’s important to dive deep with a provider during the interview process. Not only does this make a good impression on the candidate, but it also sets you up to make the best possible hire. What do you learn about an interviewee’s family? If relocating with a spouse, it’s likely important for a physician that their spouse can also find work in the community. Do they have children? The candidate may want to know local school rankings. While you wouldn’t ask these questions outright, have this information on hand so you have an answer if the candidate brings it up.
Additionally, when a provider comes in for a facility tour, you can then show them around the neighborhood. For example, if their spouse works in a specific field, you can show them prospective employers in person. This also applies to potential schools for their children. All of these portions of the tour will help the candidate envision their life while working at your health center.
Building a Candidate Pipeline: Always Be On
Last, but not least, you need to always be on. Many healthcare facilities have a reactive approach to hiring; they only look for candidates when they have an opening. But consider that in 2021, the average hospital turnover rate was almost 26%. It isn’t a matter of if you’ll have an opening, it’s a matter of when.
Thus, you need to be proactive about hiring. According to the New England Journal of Medicine, 66% of healthcare candidates passively look for new jobs. This means they don’t necessarily need a job right away, but they’re open to exploring new opportunities. As a healthcare recruiter, you can take advantage of this passive workforce.
By informing candidates about your facility and its benefits, you build a positive reputation. Then, when you have an opening, the candidate pool will be familiar with what you have to offer and more likely to apply. Human nature pushes toward what we know. So, get to know your candidate pool, and you’ll spend less time searching for candidates and more time hiring them.
Take Your Recruiting to the Next Level
Recruiting plays an important role in healthcare delivery. So it’s necessary that you find quality providers when you need them. With this guide, you’ll not only improve your recruitment strategy, but you’ll also make your job that much easier. Need help navigating the process? Connect with one of our experts and learn how we can help.
Healthcare Talent Shortage: Part 4 - How Technology Can Help
When it comes to recruiting, some things have fallen out of fashion – paper resumes, anyone? While other tried and true tactics still work, like networking – it’s true, getting a job is often about who you know. These days, technology plays a pivotal role in helping recruiters find the perfect match, and applicant tracking systems and professional social media platforms are at the top of the heap.
Applicant Tracking Systems
Every recruiter knows that being organized is essential to the hiring process. Keeping track of applicants, performing screens, scheduling interviews and checking references is just the tip of the iceberg when it comes to tracking applicants. Applicant Tracking Systems (ATS) like Greenhouse, Taleo, Bullhorn and Zoho can help streamline the entire hiring process from searching for candidates to onboarding new recruits.
Regardless of the size of your organization, the speed at which you need to hire, or the number of candidates you need to find, an ATS is essential to keeping the hiring process organized and on track.
Professional Social Media Platforms
The other essential tool for hiring is professional social media platforms and job boards like LinkedIn, Indeed, and Glassdoor.
LinkedIn is a great tool for broadcasting open positions to your personal professional network – after all, the best candidates are often already in your network. In addition, LinkedIn is a great place to peep candidates' accomplishments and peer recommendations.
Indeed’s giant database of applicants is well worth your time. In addition to the vast number of potential applicant eyes you’ll receive on free job posts, Indeed offers video tools and can automate up to 70% of the hiring process.
And finally, Glassdoor is great for helping maintain your company or organization's reputation. Remember, candidates are interviewing you too. Luckily, Glassdoor can help you put your best face forward with reputation management tools and can help you compare your business to others to stay competitive.
The Best Recruitment Tool for Healthcare?
Why Inline, of course!
Over the past 20 years, Inline has developed the deepest databases in the healthcare industry to help organizations locate hard-to-find specialists, nurses, and other practitioners. And we store and manage it all in our proprietary tracking system.
Our expert-level recruiters use their years of experience to help during every step of the recruitment and hiring process. The result? A pipeline of the highest-quality practitioners who are prepped and ready for your current and future needs.
If you’re looking for help, you’ve come to the right place. Learn more about Inline’s platform options and how we can help you find the perfect match. Learn more here.
The Healthcare Talent Shortage: Part 3 - Tips to Succeed with Recruiting
Healthcare recruiters currently face a plethora of challenges: the provider shortage, tight recruitment budgets, provider retention, and lack of reliable resources While working in an ever-evolving industry, it’s helpful to regularly assess your recruiting strategy in order to set yourself up for success. With over 15 years of healthcare hiring experience, we’ve put together the top five ways you can step up your game.
1. Prioritize Your Openings
If you’re hiring for more than one position, you need to prioritize your time and effort accordingly. Which opening is costing your facility the most in terms of patient care? The answer may not be as obvious as you think.
Consider which positions have an impact on how many patients can be seen in a day. You may have openings for one family medicine physician and two RNs. It might be easy to assume you should focus on the physician opening. However, do your current physicians have enough RNs to support the current patient load? If not, another physician may not be the top priority. Ultimately, you’ll need to fill all three openings. But understanding priority based on current patient load can help you set realistic goals and work through your hiring to-do list.
2. Sell Yourself
Compare your current job description to those for other, similar facilities. Do they look really familiar? Does your competitor’s description stand out against yours? While you don’t have control over the salary, schedule, and location for each opening, you do have control over the way you talk about your company. Inline created this branding exercise to help facilities write attention-grabbing, unique job descriptions. Take a few minutes to go through it with your team.
3. Audit Your Process
Self-critique is never easy, but it’s the most effective way to improve. One of the biggest mistakes recruiters make is not communicating promptly with candidates. Look through a few of your most recent candidates. How much time passed between correspondences? Ideally, a candidate won’t go more than 24 hours without hearing a response back from you. Then, during the interview process, you should send updates every three to five days to avoid losing the candidate to another facility. Remember: candidates are in high demand everywhere. Odds are, if you want to hire them, so does someone else.
4. Use Job Staffing Companies That Make Sense for Your Needs
How do you currently use staffing companies to find providers? Recruiting firms aren’t one-size-fits-all. If you have 5+ positions to fill per year, does it make sense to pay a placement fee for every hire? On the other hand, you may not be able to pay for recruiting services before making a hire. Consider which takes precedence in your recruiting budget: overall cost or risk mitigation? Whichever applies to your search, know that you have options and should choose a staffing company accordingly.
5. Take Advantage of No-Risk Help
Many medical job recruiters already have a few staffing companies that they work with. As a result, they’re hesitant to add another to their roster. While cost can be a roadblock, there’s no reason not to work with a platform that only charges after you make a hire. In fact, Inline now offers On-Demand hiring and can begin aiding in your search within a few days.
Incorporate these tips into your recruiting strategy and you’ll soon find your process becoming more efficient and effective. To learn more about all of the ways you can find and retain more healthcare talent, click here.
The Healthcare Talent Shortage: Part 2 - How to Retain Top Talent
As the U.S. continues to face a healthcare worker shortage, many employers find themselves at a loss for how to retain top talent. Are nurses the answer? Maybe. Will millennials and Gen Z pull us through? Possibly. Odds are, the solution is a mixed bag and it will take a multifaceted approach to attract and retain high-quality candidates.
One thing is for certain – when hiring, you need a plan to keep talent in today’s market. Outside of a competitive salary and compensation package, there are several things employers can offer that can tip scales in their favor. Let’s explore some options that might help fill positions — for the long haul.
Culture fit is everything.
Culture is the foundation for employee satisfaction. When a candidate's values align with an organization’s values, it’s easier for other factors to fall into place. Before hiring a candidate, be sure that your organization’s values and expectations agree with your potential candidate. It also helps to determine whether or not the candidate will get along with the rest of your staff.
Work-life balance is necessary.
Burnout is real and it’s increasingly responsible for employee turnover. Nearly 50% of healthcare providers have reported experiencing burnout post-pandemic. What’s more, Millennials – who will make up 75% of the workforce by 2025 – are especially cognizant of the importance of work-life balance and their demands for it are, more often than not, being met.
Speaking of burnout, let’s talk wellness.
To help prevent burnout, employers who offer wellness benefits find themselves at an advantage with potential candidates. These days, wellness benefits are just considered perks, they’re necessary to attract long-term talent. Offerings like free health counseling, mental health services, fitness memberships, or even massage allowances go a long way to keeping employees happy.
Offer growth opportunities.
It’s not a new idea – many candidates see potential opportunities as a means to attain greater opportunities in the future. To help candidates grow with you – and on their own – it is necessary to offer growth opportunities and leadership development to allow examples to grow their skill sets and chart their career paths.
A new generation of workers demands new tech.
Thanks to the pandemic, tech like telemedicine and remote monitoring became more commonplace. This kind of tech makes work increasingly flexible, time-efficient and more patient-centered and the new generation of healthcare workers expect it in their workplace.
With over 20+ years of placing top-quality healthcare professionals, the deepest databases of potential candidates in the healthcare industry, and talented recruiters willing to help every step of the way, Inline can help. Learn more about all of our platform options and how we can help you find the perfect match. Learn more here.
The Healthcare Talent Shortage: Part 1
The Current Situation
Like many industries in 2022, healthcare is experiencing a talent shortage. A years-long pandemic and a stressed healthcare system are continuing to alter the way the industry operates and quickening the pace of the need to hire practitioners. Unfortunately, the healthcare professionals needed to fill integral positions just aren’t there.
While technological advancement is almost always positive, the need to adapt to meet new expectations can be challenging. It’s especially hard when it comes to staffing. In fact, a survey from the Society for Human Resource Management (SHRM), found that 46% of HR professionals found it “very difficult” to fill full-time roles for high-skilled medical positions.
While it stands to reason that rapidly accelerating tech and a pandemic stressed an already overwhelmed healthcare system, the answer to the shortage is more complex. Let’s take a deeper dive into what’s causing the shortage and how we might solve it.
Supply, Demand, and The Baby Boomers
The demand for high-skilled healthcare professionals is outpacing the supply of healthcare professionals. Why? The Baby Boomer generation is aging and creating a two-part challenge.
First, an overwhelming amount of physicians are actually of the Baby Boomer generation. As they retire, they are leaving positions open. However, there aren’t enough qualified candidates with the experience, training, and education needed to take their place because A.) Generation X has a significantly smaller pool of available professionals and B.) Millennials, while the largest generation to enter the workforce since the Baby Boomers, still lack the needed experience.
Second, Baby Boomer patients are proving to cause significant strain on the healthcare system because they need more healthcare services. The U.S. Census Bureau predicts that the U.S. population 65+ will increase by nearly 50% from 2015 to 2029, and a significant portion of that demographic is not as healthy as previous generations. While their life expectancy is longer, they suffer from higher rates of life-threatening issues like obesity, hypertension, and diabetes.
With the two-pronged challenge presented by the Baby Boomers, the next generation of healthcare workers has its hands full.
Burnout and Low Recruitment
With professional burnout becoming more prevalent in the healthcare industry, young people are finding themselves turning away from the field as a viable career option. The Association of American Medical Colleges projects that the U.S. will be short 130,000+ physicians by 2025 and this is due partly because physicians aren’t recommending the gig. With burnout, poor work-life balance, and stressed hospital systems, it isn’t hard to see why.
As the industry sees an increase in need, a decrease in applicants, a lack of real-world, on-the-job experience among existing applicants, and a pervasive fear of burning out, what are HR recruiters in the healthcare field to do?
The healthcare talent shortage is complex and multi-faceted, however, it isn’t hopeless. Finding high-quality physicians with specialized skills, experience, and qualifications is possible – it just requires some assistance. Stay tuned for our next post in this series where we dive into the steps you can take to retain great talent and avoid a shortage at your facility.
7 Reasons to Outsource Your Healthcare Recruiting
Recruiting top talent is almost never easy. It can be time-consuming, costly, and very difficult to find those highly specialized roles. That’s why so many healthcare facilities outsource their hiring efforts to staffing firms. It allows you to focus on the day-to-day business, then step back into the hiring process once top candidates have been discovered.
Why Should You Outsource Recruiting?
Even the most prepared organizations need help when it comes to hiring. Here are the signs it’s time to bring in a recruiting firm to do the heavy lifting.
1. You want to reduce costs.
The hiring process can get expensive — really quickly. Between advertising your role, conducting background checks, using applicant tracking and recruiting software, and spending employee hours on the task of hiring, the costs add up. Time is money and when you outsource your recruiting, you get an experienced team with the right tech, plenty of time, and complete focus on your hiring needs. Working with a staffing firm actually saves you money in the long run.
2. You don’t have time or you're short-staffed.
Finding the perfect match is hard. Finding the perfect match when you’re short on time can feel impossible. Even though hiring a new employee might be top of mind, the process could get dragged out over the course of weeks or months. Recruiting top talent is an always-on endeavor so you have a large pool of candidates to choose from. So ask yourself, does your HR team also have the capacity to focus on recruiting?
3. You have high-volume needs.
Large hospital systems can employ thousands of people. When looking to fill multiple positions in several different departments, you just can’t do it alone. You’re going to need a lot of help and a large database of candidates to choose from.
4. You need to hire…ASAP.
Most companies are looking to hire as soon as possible. Unfortunately, most companies don’t have the staff or even the expertise to move that quickly. When you outsource recruiting, you can start the hiring process within days and onboard that new hire within weeks because staffing agencies have the candidates you’re looking for readily available.
5. You want to reduce turnover.
Did you know that most employee turnover is due to poor hiring decisions? And those usually happen when companies feel pressed for time to fill a position or don’t have a solid recruiting process in place. When you outsource recruiting, you have someone whose sole focus and responsibility is to find the best talent and make sure they’re prepped for long-term success.
6. You’re growing…fast.
Growth is always a good sign, but it definitely comes with growing pains – one of which is hiring. When you need to hire quickly across several departments and in a short amount of time, you’re going to need a hand sourcing candidates, keeping track of profiles, scheduling interviews, and more.
7. You’re looking for someone specific.
If you’re looking for physicians with specialized skills or qualifications, you might need to look further than your city or local network. To find a specific hire, it’s best to outsource. An outside recruiter typically has a larger network and more time to devote to the search.
All recruiters need a little help sometimes. With the deepest databases in the healthcare industry, talented recruiters to help at every step, and a pipeline of high-quality practitioners, help is just a few steps away. Learn more about all of our platform options and how we can help you find the perfect match. You can even sign up directly from our website! Learn more here.
Healthcare Recruiting: How Inline Has Evolved with the Industry
Healthcare facilities have grown accustomed to a few types of recruiting firms. These include job boards, retained firms, contingent firms, and sourcing companies. As a result, many facilities work with multiple companies to help them find healthcare providers. According to AAPPR, organizations used an average of 3.6 search firms in 2019.
We understand—finding providers is difficult, especially with the shortage. No single recruiting firm type is perfect. In some situations, contingent may work best, while other times a job board may be all you need. But what if there’s a better way to provide recruiting services?
Multiple Recruiting Styles, All Under One Roof
If you’re familiar with Inline, you might know us as a sourcing company. From day one, we’ve provided fully transparent, unlimited sourcing and screening through a monthly subscription. However, as we spoke with our clients and learned about the problems they were facing, we realized in-house recruiters have ever-changing needs that a singular recruiting model can’t serve. So, we switched up the norm and became one of the first firms to add multiple platform options.
Introducing On Demand: Recruiting with Zero Upfront Costs
Inline created the subscription-based sourcing model in an effort to provide the most cost-effective, unlimited hiring option in the industry. But at the end of the day, many healthcare facilities simply can’t spend their recruiting budget before hiring a provider. So, we created On Demand.
Our On Demand option allows you to list job opportunities with zero upfront costs. The best part? You’ll still enjoy our transparent marketing and comprehensive candidate database - just last month, we added over 37,000 providers! By adding multiple platform options, we empower you to benefit from our in-depth screening process while paying for our services in a way that works for you.
Sign Up on Your Own Time
If one thing rings true for all in-house recruiters, it’s how busy they are. Sometimes, scheduling a call just to sign up for recruiting services simply isn’t an option. With On Demand, you can sign up instantly right from our website. With zero fees until you make a hire, you can start taking advantage of our recruiting platform quicker than ever before. The best part? If your needs change, you can switch to a different platform. So what have you got to lose? Sign up for On Demand today and experience recruiting services designed to work for you.
“Try Before You Buy” With Inline’s On Demand Platform
Need a quick and easy way to find the top healthcare candidates…yesterday? Well, you’re in luck because we have a quick and easy-to-read article to help you find them — now.
When you need to find a top-quality candidate in a pinch, we recommend our “try before you buy” option – Inline’s On Demand platform. Intended to help place qualified candidates with no upfront costs as soon as possible: this option is optimal if you’re short-staffed or short on time.
What we offer
For over 20 years, Inline has been developing a database that not only locates hard-to-find specialists, nurses, and other practitioners, but finds candidates that are ready for new opportunities.
When you’re working with Inline, you get:
- Technology: The deepest databases in the industry and the advanced AI to navigate them efficiently.
- Expertise: Talented industry veterans collaborating and supporting you at every stage.
- Results: A pipeline of high-quality practitioners ready for your current and future needs.
How it works
Our On Demand platform is simple – there are no upfront costs to get started. In fact, with our On Demand platform option, you don’t pay until you hire.
Just follow these steps:
- Sign up for an account. Fill out this quick form to let us know what you’re looking for.
- Post your job. Once approved and with an agreement signed, you’ll be able to have your first job posted within 48 hours.
- Start talking to pre-screened, top candidates quickly. With unlimited access to our pipeline of high-quality candidates, you’ll be able to communicate with talent, start your hiring process and get advice from Inline’s expert support team.
- Don’t pay until you hire. And it won’t cost you a thing until you find the perfect match.
Sounds simple? It is. Stop searching and start hiring today with Inline’s On Demand platform. Sign up here.
Healthcare Systems Struggling to Balance Provider Shortage with Low Budgets
For years, healthcare facilities have struggled to fill open positions due to the provider shortage. Then, during the COVID-19 pandemic, hospitals directed funds towards treating the influx of patients, despite no longer receiving money from the surgeries and procedures that took a backseat during the pandemic. Now, without government relief and the omicron patient influx, healthcare facilities are faced with a shortage of both providers and funds. So what does this mean for the current state of healthcare?
Job Cuts, Despite a Lack of Providers
“The pandemic has intensified a long-running health care worker shortage that has hit especially hard in large, rural states like Montana, which have few candidates to replace workers who depart. Expensive stopgaps — including traveling nurses — caused hospitals’ costs to rise. Staffing shortages have also left patients with longer waits for treatment or fewer providers to care for them.”
In a recent article from Kaiser Health News, health systems in California, Orgeon, New York, Mississippi, and Montana reported laying off workers and downscaling services in the summer of 2022. The combination of low surgery volumes and increased payroll has left hospitals with the difficult decision of laying off workers despite still needing providers to serve their communities.
“Bozeman Health Chief Financial Officer Brad Ludford said the system went from spending less than $100,000 a month on short-term workers before the pandemic to $1.2 million a week last fall. That number is now closer to $1.4 million a month. Overall, the system’s labor costs are roughly $20 million a month, an increase of about 12% compared with this time last year.”
Finding New, Cost-Effective Staffing Options
Dependency on contracted or travel-based providers has had one of the biggest impacts on hospital budgets. As a result, these represent the positions facing the most layoffs. Now, hospitals are looking for a budget-friendly way to find permanent hires to meet healthcare demands.
"It’s not just about recruiting — you can get anybody in the door for $20,000 bonuses, but how are you going to keep them there for 10 or 20 years?”
Hospitals need a recruiting solution that addresses one of their most costly problems: employee turnover. Thus, recruiting must be approached from a quality over quantity basis.
While most recruiting firms set out to match a CV to job requirements, recruiters should add cultural and lifestyle screening into the interview mix. At The Inline Group, recruiters dive deeper with providers to create job matches that generate long-term employment. On every screening call, our recruiters inquire about community preferences, lifestyle, familial preferences and more. As a result, our clients have more confidence in the candidates we submit for interviews. But don’t just take our word for it. Here’s what our client, Caregiver, Inc. had to say:
“Inline Group has taken the time to get to know our organizational culture as well as the expectations we have for our team and have integrated them into their vetting process. Every candidate they send me understands the role as well as the expectations that come with our roles."
Inline Group has been a true hiring partner with our organization and helped us expand our IDD program across the state of Texas. We were needing to grow fast, and they were able to deliver candidates in several areas around the state quickly. They have excellent communication and allow transparency into their process to make the partnership as easy as possible. I highly recommend Inline Group to any organization looking to expand their workforce or fill challenging roles with a true hiring partner.”
Ready to transition your hiring from reactive to proactive? Contact a member of our team today and learn more about Inline’s unique, effective hiring platform!
Top 5 Mistakes People Make Before Searching for a Job
When people are ready for a change, they make it happen – and not a moment before. Whether you’re in the market for a new position or not, you should always be thinking about your next career move. Before you start your search, here are the top five mistakes you can avoid to help save you time and stress during your job hunt.
1. You might not like your job, but you also don’t know what you like.
It happens more often than you think – people stay in jobs they don’t like because they don’t know what they want. And sometimes staying in a job you don’t like is easy – golden handcuffs, for example. When a great salary and benefits don’t outweigh your passion for your job, it’s time for a change.
Fortunately, there’s a way to find out what you like – and writing down what you like is a great place to start. It seems like a simple step, but making a list of likes and dislikes is tremendously helpful for two reasons:
It’s an inventory. When you can see what you like and dislike about your work, it can make it easier for you to realize what you want.
It’s your blueprint. When you’re analyzing new opportunities, always go back to your list. Is a particular opportunity checking all your “like” boxes? Pursue that opportunity.
2. You’re not networking – now.
The best time to find a job is when you have a job. This adage makes sense on several levels. One, when you’re working, you’re networking. You have coworkers and colleagues who know people who know opportunities and can connect you to them.
And second, when you have a job, you have leverage. Your current position gives you the power to negotiate a higher salary, better benefits, and flexibility. Make a potential opportunity make you an offer you can’t refuse.
3. You’re not prepared.
Before you start looking for a job, you need to make sure your resume or CV is up-to-date, your social media is cleaned up, and you’ve created a list of talking points to help you articulate who you are and what you’re looking for.
4. You’re not doing your research.
Sometimes we’re so eager to make a change that we’ll jump into opportunities without properly vetting them just for the sake of change. When it comes to your career, a little homework goes a long way. Make sure that the positions you’re applying for are ones that you’d like to do at companies you’d like to do them for. For example, be certain that your values align with the company’s culture.
5. You're burning yourself out.
Positive energy yields positive results. Looking for a new job can be super stressful. If you have a job, looking for a new job can feel like an additional full-time job, especially if you’re not prepared. If you don’t have a job, spending all of your time searching for the next one can get overwhelming fast.
- Take one step at a time. One week, prepare your resume. The next week, work on cleaning up your social media. The process will feel more manageable when completed in small tasks and completable tasks will give you the satisfaction and momentum to keep moving forward. It’s all about small wins.
- Take a break. Go on a vacation or tag an extra day to your weekend and stay home. Whichever you choose, a little time away can help restore your mental health, regain your motivation, and refresh your perspective.
If you’re looking to make a change, Inline can help. For 20 years, our recruiters have placed top candidates in top jobs. Ready to make a change? Let’s talk.
Go All-In with Inline: Your One Stop Shop for Healthcare Jobs
Despite the high demand for healthcare providers, the process of finding and applying for jobs can quickly become overwhelming. Physicians, nurses, and advanced practitioners alike are familiar with how many recruiting services exist. From job boards to highly-involved recruiters, you have a lot of options—maybe even too many options.
Too Many Recruiters, Not Enough Jobs
When speaking with recruiters, you might find the conversation revolving around one or two opportunities. For many recruiters, their salary depends on the placement fee they receive for filling a specific position. As a result, they present a limited number of opportunities. Thus, providers need to work with multiple recruiters if they want to weigh all of their employment options.
Inline: One Recruiter, All the Jobs
At Inline, the candidate comes first. We understand the importance of finding the right job, not just any job. When you connect with an Inline recruiter, you’ll enter our candidate-focused job search process.
1. Information Gathering
You’re likely familiar with the process: you connect with a recruiter and they gather your CV info. Obviously, years of experience and education matter. However, Inline takes pride in taking the job match deeper. Your recruiter will engage in a conversation about what you want.
Do you prefer the hustle and bustle of a major city? Or would you rather live and work in a smaller town with wide open spaces? What type of work culture do you thrive in? If you’re relocating for work, does your family have needs that should be met?
Your Inline recruiter’s top priority is making sure you’ll love where you work. To us, it isn’t enough to match your work history to an opportunity. We understand that a new job can change your life—and we’ll make sure it’s changed for the better.
2. Matching to Job Opportunities
Once we have an idea of what you’re looking for, the matching process begins. Your recruiter will filter opportunities based on your needs and present every job that aligns. Whether you find one great opportunity or ten, if you want to apply, we’ll present your CV to all of them.
3. Guided Application Process
You know that awful feeling when you apply for a job and you wait, and wait…and wait to hear a response? Sometimes a response never even comes. With Inline, the guessing game stops. Your recruiter will keep in touch with the hiring managers at each opportunity you apply to. Whether they want to schedule an interview or don’t think it’s a great fit, we’ll keep you informed throughout the process.
Go All-In with Inline
Stop spreading yourself thin without seeing results. With Inline, your job search instantly becomes easier—and we always have your best interests in mind. Learn more about how Inline puts you in control of your job search.
7 Tips for Finding Your Dream Job
Finding your “dream job” might feel like an impossible task. After all, doesn’t the phrase itself make attaining it feel nearly out of reach? Like so many things in life, the pursuit of our dream job takes time, resources, and know-how. Luckily for you, Inline has just that – and more.
Our recruiters have been helping candidates find their dream jobs for 20 years and now, they’re ready to help you. To help you get started, we’ve compiled a list of our team’s top tips for finding the position you’ve been searching for before you embark on your journey.
1. Take a break
Odds are, if you’ve been on the search for the perfect position, but haven’t found it yet, you’re probably feeling a little worn out. It might be helpful to take a step back and reassess what you’re looking for. Sometimes the things we’re looking for are right in front of us, but we can’t see them because we’re too stressed, overwhelmed, or simply too busy.
If you can, unplug, take a short trip, or just be present in your thoughts. You might just find that part of the answer was there all along.
2. Know where your strengths lie
There is nothing more validating (or ego-boosting) than writing down a list of the things you are particularly good at. Sit down, give yourself some time to think, and write down your skills, talents, and best attributes – things like great bedside manner, stellar researcher, detail-oriented – you get the picture. It’s a simple exercise that can help put you in the right direction. Consider it the foundation or blueprint for your future.
3. Know what you don’t want
Searching for your dream job is the perfect time for an honest assessment, including examining the things you don’t like. Just as analyzing your strengths helps you create a professional portrait of yourself, diving deep into past examples of tasks, work styles, and even company cultures can help guide you toward a better fit for the future.
4. Consider expanding your education
Some roles you’re interested in might mean going “back to school.” Find out what certifications, licenses, or continuing education courses you might need to complete to help you qualify for those roles. Extra certification never hurts – it often makes for a better salary offer.
5. Talk to a mentor or career coach
Mulling over a career move is the perfect time to talk to a mentor or career coach. Either person might be able to help you put the pieces together — your skills, your likes, and dislikes – and even point out qualities you might’ve missed or make suggestions you might not have thought of when it comes to finding the career you’ve been dreaming of.
6. Tell everybody in your network
It’s true – when it comes to finding a job, especially your dream job, it all comes down to who you know. Tell people in your network that you’re looking and let them know what you’re looking for. Most of the time, someone you know can connect you to an opportunity.
7. And never forget, you can do this
Fortune favors the brave — and the resourceful. If you’re feeling overwhelmed by the search or are unsure of where to start, get in touch with a recruiter to help point you in the right direction and hopefully get you into the right position.
Are you ready to take the next steps to find your dream job? Inline has the recruiters, resources, and know-how to help you find it. Contact us today to start your search.
It’s Not You, It’s Me: Signs You Should Consider Finding a New Job
Sometimes it can be hard to differentiate between feeling burned out by your job and the need to make a career change. The difference between feeling temporary stress and the need to change workplaces isn’t always so clear. To help you think things over, here’s a list of signs that it might be time to quit your job to help you figure out if right now really is the right time.
1. You’re Not Learning Anything New
Learning is one of the best benchmarks for growth. Even if you are an expert in your field, you should still feel as though you have opportunities to learn something new each day or at the very least, offer something new to your colleagues. If you find your work unchallenging or intellectually unrewarding, it might be time to move on.
2. You Wouldn’t Recommend Your Workplace to a Friend or Colleague
Sometimes we all need to let off steam about our jobs. We typically vent about a stressful or frustrating few weeks to our friends. However, if it seems that this venting is becoming more regular, there’s an easy way to determine if it might be time to move on – if you wouldn’t recommend your employer to a friend, then why is it good enough for you?
3. Your Job is Adversely Affecting Your Health
Stress, anxiety, and depression are often symptoms of a deeper underlying issue and that issue could be your job. An increased or unmanageable patient volume and consistently longer than average work hours could leave you feeling overwhelmed or burned out. Anxiety and stress often manifest themselves as chronic headaches, decreased attention span, increased anger or frustration, and insomnia that could begin to cause your health to deteriorate. If the stress of your workplace is beginning to feel unmanageable, if you’re experiencing any level of depression, and if you’re beginning to physically experience symptoms of burnout, it might be helpful to talk to a recruiter or mentor about finding a new workplace.
4. You Constantly Feel Overwhelmed at Work
Feeling overwhelmed can be an early indication that you’re burned out. While it’s normal to have periods of stress or frustration during your career, these emotional responses are typically temporary. However, there’s a difference between feeling frustrated and being burned out. For example, working occasional overtime shifts because of temporary staffing issues can be frustrating. However, if overtime shifts have become your workplace’s new normal, you may start feeling overworked and underappreciated. If you’re closer to feeling burned out, it’s time to reassess your options and even take a break.
5. You Can’t Be Yourself
Culture can make or break a workplace. If you find that you can’t be your authentic self or feel the need to hide things about yourself at work, it might not be the right workplace for you – and that’s okay. Not every place is for everybody. What’s important is finding the right place for you.
6. Your Workplace is Compromising Your Integrity
If your workplace is tempting you to make choices that go against your beliefs or ethics, it’s probably not a good place to be. Here’s the thing about integrity – like trust, once it’s compromised, it’s hard to get back. Instead of sticking around, stick up to poor choices and see yourself out of there.
7. You’re Not Earning What You Should
Passion can only go so far. Sometimes we rightly choose opportunities because our passions align. However, if you’re beginning to feel that your skills aren’t being adequately compensated and you’ve discussed this issue with your manager, it might be time to reevaluate the opportunity. In fact, there are almost always more opportunities out there. You just have to be willing to find them and luckily, Inline can help!
Whether you’re just thinking about a possible career change or have been discerning a move in a new direction, Inline can help you find the right opportunity for you, right now. Our recruiters are ready to help.
Weighing Your Options: The Top 5 Factors You Should Consider Besides the Salary
When searching for a new job, most of us look for the opportunity for a bigger payday – and why not? Money is a classic motivator, but as some of us know, money doesn’t always buy happiness.
When making moves in your career, you should always factor in your salary, but you should also consider these factors.
1. On-the-job training – to stay on top of your game
If you’re not learning, you’re not growing. Working in the medical field, you’re already required to attend or take professional development conferences and continuing education courses. Make sure that your new position makes accessing these requirements easy (and paid for) so that you can stay up-to-date, in practice, and even more valuable.
2. Time off – because you deserve it
Whether they’re called sick days, vacation time, or paid time off, it’s crucial to weigh time off as one of the most significant factors to consider when exploring a new career opportunity. Burnout is real; no matter how much you “love your work” everyone needs a breather to help refresh and restore their wellbeing. In addition, if you have children, a generous PTO plan means being able to take time off for summer vacations and holidays or spending less time scrambling for emergency childcare when your kids get sick.
When considering a new opportunity, make sure the PTO policy is generous. It’s your time you’re negotiating and as we know, it’s your most finite resource.
3. Career growth – because your goals are important
From the moment you start your career, you should have your sights set on goals that you’d like to meet over the course of your career – be it a title, position, or even a salary. Having and achieving these milestones helps keep you motivated and sharp. Remember, every position you take should be a step closer to meeting your goals.
When considering a new opportunity, you should let your potential employer know what goals you’re looking to achieve and ask about how the position will help you meet them.
4. Reputation is everything – especially when it comes to where you work
An opportunity should never cause you to compromise your beliefs and no amount of money should persuade you to work for a company that might not align with your values.
It’s important to research companies or brands and make sure that you believe in their mission. It’s also beneficial to read stories about a company or organization's behaviors. You spend a lot of time working – make sure it’s time spent positively. Remember, you want to work for an organization you would be proud to tell your friends and family about.
5. Flexibility and work-life balance – find what works best for you
Working in the medical field isn’t always going to be easy. You might miss holidays at home because your office stays open year around or you might be called into an emergency when you least expect it. However, there are ways to ensure that you have a healthy work-life balance. Ask your potential employer questions about parental leave, bereavement leave, or creating a schedule that makes it so you never miss your child’s soccer game.
A work life that values your home life is priceless – find an arrangement that works for you.
At the end of the day, money matters. However, it shouldn’t be the only thing that matters. Find a position that works for you in an organization that works with your goals, schedules, and needs.
Need help taking the next step in your career? Inline can help you find the perfect match. Contact us today to start your search.
Healthcare Exhaustion: The New Reality of Physician Recruitment
It’s no secret that physicians experience high rates of burnout and those numbers have increased since the COVID-19 pandemic. In Medscape’s 2022 survey, 47 % of the physicians surveyed stated they were burned out. Within specialties, Emergency (60%), Critical Care (56%), and OBGYNs (53%) reported the highest rates of burnout. The bottom line? Doctors are exhausted.
During this year’s Inline Sessions, we spoke with the Director of Human Resources at Alivio Medical Center to dive into the reality of exhaustion and burnout in healthcare.
COVID-19 and Physician Burnout
One of the most notable impacts of the COVID-19 pandemic is its effect on new physicians entering the workforce. For these new residents, the majority of their cases centered around treating COVID-19. The National Library of Medicine published an article pointing out that COVID-19 impacted four main areas for trainees: clinical training, didactic education, board certification, and physical & psychological health.
While it should be noted that new physicians are more than prepared to treat patients, it’s worth exploring the ways their on-the-job training has been vastly different than the physicians who came before them. Simply put, healthcare facilities saw less diversity among cases, resulting in decreased case exposure for residents.
On top of this, the physical and psychological health of physicians took another hit from the pandemic. Among surveyed physicians, the majority use physical exercise and talking with family/close friends as a method to cope with burnout. During the height of the pandemic, physicians experienced limitations with these coping mechanisms, thus increasing the likelihood of burnout.
Healthcare Exhaustion and Recruitment
At Alivio Medical Center, they’ve focused on providing comprehensive training when onboarding new physicians. Instead of a simple, one or two-week orientation for new hires, healthcare facilities can focus on extensive onboarding and training that set up new physicians to find success.
Beyond COVID-19-specific burnout, this approach to new hires can improve any facility’s hiring process. According to data from Glassdoor, an in-depth onboarding program can increase new hire retention by 82%. At a time when providers are hard to find, this increase in retention can help your facility avoid provider turnover.
Embracing the Change
Healthcare hiring teams know the importance of flexibility when it comes to recruiting physicians. In an ever-changing industry, it’s important to understand the current needs of doctors and how your facility can meet them. Click here to watch this entire Inline Session and explore other topics discussed.
Don’t Let a Tight Budget Cost You Top Talent
How does budget impact the way you hire healthcare providers? AAPPR reports that 65% of healthcare organizations used a search firm in 2019. As an external cost for recruiting, your budget likely has an impact on the firms your team utilizes. However, most firms have one set platform for recruiting. As a result, you’ve likely found a firm you wanted to use, only to have your budget get in the way of using their services.
Budget-Friendly, Flexible Recruiting
If budget has gotten in the way of hiring success, a recruiting service with flexible hiring options may be your best resource. For many healthcare facilities, this means working with retained-only firms. However, ask any in-house recruiter, and contingent searches may bring up mixed emotions.
Despite its reputation, contingent searches have stuck around because they provide flexibility no other search does: no upfront costs. While many healthcare facilities have the budget to place a new provider, most can’t risk paying before hiring. Thus, contingent searches continue to play an important role in healthcare.
Contingency Isn’t the Problem
The concept of contingent recruiting isn’t inherently bad—but the way major firms have gone about it has created a stigma. For obvious reasons, contingent searches require a certain level of information withholding. To ensure payment is received for a hire, firms need to withhold the candidate’s personal information. However, over time, many firms have turned to withholding critical information in this effort.
For example, many candidates have negative feelings towards recruiters due to a lack of information about the hiring facility during a search. Recruiters will withhold the facility name, location, and more in an effort to prevent the candidate from applying directly to the facility. As a result, you may miss out on quality candidates simply because they don’t want to work with a contingent recruiter.
Candidate Relationships Are Crucial
While most recruiting firms have the know-how to identify quality candidates, it’s the relationship these firms have with candidates that ensures you’ll make the right placement. Healthcare hiring during the provider shortage requires a positive recruiter-candidate relationship. Candidates know they’re in high demand—so the best recruiting firm to work with is the one that candidates prefer.
Inline’s Focus on the Candidate Experience
Since Inline began, our number one priority has always been the candidate experience. We believe that when a candidate has a better hiring experience, healthcare facilities ultimately have great hiring success and retention rates.
With Inline’s On Demand option, you receive the benefit of both our positive candidate relationships and contingent search. When we begin your search, candidates will receive full details about your facility, meaning they can make an informed decision when applying. We don’t need to worry about candidates applying without us—in fact, they prefer applying with us because we make the process that much easier for them. One physician assistant had this to say about our process:
“I just wanted to thank your organization. [Inline] was very professional and I’m very impressed on the quality communication that was done. I would definitely recommend the Inline group…I’m very appreciative that Inline helped me find a job I really wanted. I have worked with a lot of different firms in the past…but Inline rates up there in the top of firms I’ve worked with...”
And there’s countless more like this one. If you’d like to hear more candidate referrals or simply learn about our recruiting process, contact a member of our team today!
What Do Hiring Challenges Mean for the Future of Healthcare?
Anyone who works in healthcare knows the struggle facilities face when hiring providers. However, this creates issues beyond HR. Without enough healthcare providers, patients face a wait of weeks or even months before getting an appointment. This results in two negative side effects. First, the community’s health suffers. Second, the facility’s profits suffer and it risks shutting down.
Real Facilities Facing Real Challenges
One facility in Spokane, Washington spoke out recently about how they’ve addressed the provider shortage. A multi-faceted approach, including expanding clinic sizes, adding patient rooms, and incorporating more virtual appointments have helped.
Increasing the size of clinics and adding more patient rooms helped this Washington facility to reach more patients. The extra space allowed them to add more primary care providers, thus increasing appointment availability.
Although it’s difficult to hire providers across almost all specialties, focusing efforts on primary care addresses the first step in patient care. Patients typically can’t see a specialist without a referral from a PCP. By adding more primary care availability, you’ll take the first step towards improving the health of your community.
Adding More Virtual Appointments
Virtual appointments normalized in 2020, but some facilities stopped offering as many as in-person appointments normalized again. Some clinics, like this one in Spokane, began utilizing virtual appointments for specialist appointments.
When you consider that one specialist per facility may be required to address referrals from multiple primary care providers, allowing them to take advantage of virtual visits makes sense. In fact, Becker’s reported that about 33% of patients don’t follow through with referrals.
By encouraging virtual specialist visits, facilities can create a more convenient route for patients to make these appointments fit their schedules. The end result? Once again improving the health of your community.
How Does Your Facility Address Hiring Challenges?
Every facility faces its own unique hiring challenges. Thus, some solutions may not work for some healthcare facilities. What challenges face your facility in hiring? Share this article and start the conversation on LinkedIn!
A Pre-Screening Checklist For Finding the Right Candidates
When it comes to hiring, timing is everything. The healthcare industry is one of the fastest moving professions, so finding the right provider quickly means recruiters need top quality candidates to choose from. To help speed up the process, it is absolutely essential to pre-screen potential candidates before moving forward in the interview process.
Pre-screening can ensure that every potential candidate considered for a role meets the basic job requirements before putting them through an extensive in-person interview process. When candidates are pre-screened, time is saved – and so is money.
To help make sure every candidate meets your requirements, consider this pre-screening checklist.
Get the hiring team on the same page
Have a frank discussion with the hiring team about what you’re looking for in a provider. This can help differentiate between “must-haves” and “like-to-haves” for potential candidates. You can also discuss the background, experience, and personality type you’re looking for. By having this discussion before you begin the process of screening, you’ll save time and narrow your candidate pool.
Create a list of qualifications
A list of qualifications is the foundation for your job description. It should consist of five main buckets of information from your candidate.
- Educational background will reveal the minimum required qualifications as they pertain to education and certification.
- Work experience will help determine whether the position you’re looking to fill is an entry, mid, or senior level.
- Technical skills like experience with a specific EMR will help determine an on-the-job learning curve.
- Soft skills will account for how the candidate will execute the job.
- Personality traits will help you determine a good culture fit.
Once you’ve compiled this list, it’s time to build a job description.
Create a job description
Your job description should be based on your qualifications and should be extremely specific. The more specific you are in our requirements and experience levels, the more likely you are to receive candidates that meet these goals.
Inline’s account managers collaborate with healthcare facilities during this process to also ensure a cultural fit at your facility. Including information about the job’s location and the lifestyle a physician can expect when relocating can increase provider retention.
When creating your job description it can be beneficial to clearly articulate what you are looking for in a candidate. Phrases like “must have” help separate qualified candidates from under-qualified candidates who might consider applying for a job if they feel they might have a shot, even without the qualifications.
Review your applicants
Once you start receiving resumes, it’s time to review. If you are working with a recruiter, they can help you sort through the strongest on-paper candidates by recommending applicants that meet your specific qualifications.
Classify your candidates
Classifying your candidates essentially helps you separate the qualified from the under-qualified. You can easily break down who meets your requirements and who does not based on the qualifications list you created. However, you may come across some candidates that may not completely match your requirements, but have interesting experience that could potentially make for a promising candidate. Keep these on hand. They may be worth an interview.
Perform reference checks
Once you shortlisted a pool of candidates, perform reference checks. This will help you suss out any red flags that might’ve been difficult to identify on paper. This saves you time in the long run as there is nothing more frustrating than finding a potential candidate who looks great on paper, but might not have the best record or reputation.
Once you have performed these pre-screening tasks, you’ll be ready to begin the interview process. By having a strong job description based on concrete qualifications and classifying your candidates based on their references and experiences, your team can prepare themselves for the long hiring process ahead.
Fortunately, Inline can help shorten the hiring process by finding you the highest-quality candidates for the job, saving you time and money during the process ahead. If you’re looking to a top healthcare professional, let Inline help you every step of the way.
How To Allocate Your Recruiting Budget
Whether you’re filling residency slots or replacing providers who’ve left your facility, recruiting costs money. These costs can come from some unsuspecting places and you’ll need to consider these when determining which recruiting resources you can use throughout the year. We’ve put together a recruiting checklist that can help your hiring team prioritize hiring and avoid unnecessary gaps in employment.
1. Determine Personnel Costs
Although it may seem obvious, each member of the hiring team represents a portion of the recruiting budget. However, you need to consider more than just their yearly salaries when thinking about costs.
Let’s breakdown this portion of your budget and analyze how your recruiters spend their time. Because after all, time = money. Healthcare recruiting has become increasingly difficult due to the provider shortage. As a result, recruiters may be spending more time on tasks like sourcing and screening. While these tasks are essential to the recruiting process, it can impact the ROI for this portion of your budget.
Consider implementing recruiting resources that remove these time-consuming tasks from your recruiters’ plates. As a result, they’ll be able to focus on high-value tasks, like interviewing and onboarding candidates, which will help stretch your budget in the long run.
2. Calculate Your Cost-Per-Hire
Your facility most likely has data to determine how many hires you can expect to make each year. However, how does your hiring team use this data when creating a recruiting strategy? Knowing how many hires you’ll make can help you calculate how much your facility can allocate for cost-per-hire.
Having this data can help you avoid overspending on recruiting tools early in the year. Consider that 65% of healthcare organizations used a search firm in 2019, according to the AAPPR Benchmarking Report. However, search firms offer a variety of services at a variety of price points. Thus, when you speak with different search firms, you don’t just want to view their overall yearly cost, but also some data reflecting their cost-per-hire.
For example, if you expect 15+ hires per year, you may want to avoid a service that charges for individual hires. These services can be tempting when you have an urgent need, but it can skew your budget for the rest of the year. A platform that allows unlimited hires can benefit facilities with this many hiring needs.
On the other hand, a facility with only 1-2 hires per year may benefit from a platform with low-upfront costs that does charge for individual hires. This type of low-risk approach can ensure you don’t have long-term openings in your staff without burning through your recruiting budget.
3. Analyze the Cost of Recruiting at Conferences/Events
Conferences play an important role in healthcare recruiting. Recruiting-focused conferences create a space for you to meet a large number of providers in one place. Recruiting-focused conferences allow you to network within your industry and learn about search firms that can help with your hiring needs.
However, the price of these events can quickly increase with travel expenses and attendance costs. Consider which events have historically added value to your recruiting efforts and cut out any with a low ROI.
4. Consider Recruitment Marketing Costs
Recruitment marketing looks different to every organization. Some solely rely on a careers page, while others may have an internal marketing team sending out social and email campaigns. Analyze how effective these efforts are.
Facilities with minimal marketing may want to consider how they can improve their recruitment marketing. An effectively designed job page combined with social marketing efforts can vastly improve your recruitment success for less money than some other resources.
Recruiting Budgets: More Than Just Numbers
It can be easy to view your recruiting budget as a number you need to stay under throughout the year. However, the way you utilize your budget plays an important role in the success of your recruiting efforts. Inline can help you maximize your budget while providing top quality candidates. Learn more about our recruiting services for different recruiting budgets here.
Inline’s Flex Platform: Low Monthly Fees, Full Candidate Pipeline
The Inline Group has always prioritized the needs of healthcare facilities. When we saw a demand for a comprehensive recruiting service at lower monthly costs, we created our Flex Platform. With Flex, facilities have access to our unique recruiting process and client portal, but pay lower monthly fees and have the security of only paying a placement fee after making a hire.
Completion Fee Combined with Portal Access
Healthcare facilities have a few options for recruitment assistance: job boards, retained recruiters, contingent recruiters, and sourcing companies. However, many facilities’ hiring needs require a hybrid approach. With Flex, our clients have full access to our client portal and candidate pipeline 24/7.
Flex stands out because it’s a low-risk approach to our recruiting subscription model. You’ll still receive our comprehensive sourcing and screening, a full candidate pipeline, and access to our proprietary client portal.
Low-Risk Recruiting Services
Clients love our transparent sourcing and screening model for a reason. But we understand that some recruiting budgets need a low-risk approach that allows for completion fees after hiring a provider. Platform Flex allows you to take advantage of our transparent provider sourcing while staying within budget.
Your monthly fee grants access to your personalized client portal, a full candidate pipeline, and access to our comprehensive sourcing and screening process. The lower monthly cost removes the unlimited hiring provided with our Essential Platform. However, for facilities in need of a low-risk option, Flex allows you to access our effective sourcing, screening, and recruiting with lower upfront costs.
Is Flex Right for You?
The Flex Platform works best for facilities who have multiple hiring needs but a budget that requires lower upfront costs. To learn more about how your facility can hit its hiring goals with the Flex Platform, schedule a no-obligation consult with a member of our team today.
In-House Recruiter Memes That Are a Little Too Relatable
In-house physician recruiters play an important role in connecting much-needed healthcare providers with their communities. That being said, the job isn’t always easy. If you need a short break from your busy day, keep scrolling through our recruiter memes for some recruiting humor!
Have some colleagues who could use a laugh? Share this post on LinkedIn!
Inline’s Essential Platform: Unlimited, Customizable Hiring
From day one, The Inline Group has provided a cost-effective solution for sourcing and hiring healthcare providers. While we’ve added multiple, custom subscription options to meet the growing and changing recruiting needs, our Essential Platform allows healthcare facilities to hire large quantities of providers at a low monthly cost.
No Placement Fees & Unlimited Hires
Healthcare facilities with a large quantity of openings find many benefits when using our Essential Platform. For a monthly subscription fee, you can list as many opportunities as you need and never pay a placement fee.
Our team of recruiters will call providers daily on your behalf and screen them to match your facility’s requirements. As you continuously find providers to fill openings, you’ll never pay a placement fee—only your monthly subscription.
Full Access to Your Candidate Pipeline
With the Essential Platform, you also gain full access to your candidate pipeline. As our recruiters screen providers for you, those providers will be organized within your pipeline based on qualifications and level of interest in your facility. As an Inline client, you can access this pipeline at any time from any device.
Ability to Manage Job Postings
Over time, your job listings may change, whether you want to adjust the requirements or add/remove an opportunity. With the Essential Platform, you can log in to your client portal and manage your job postings at any time.
Who Should Use the Essential Platform
The Essential Platform works best for facilities with multiple hiring needs and a recruiting budget that requires upfront, pricing without placement fees. To learn more about how your facility can achieve unlimited hires with the Essential Platform, schedule a no-obligation consult with a member of our team today.
How to Shift Your Staffing Strategy Before You Have an Urgent Need
Many healthcare facilities have a reactive approach to hiring providers. They don’t begin screening physicians until another one has left their practice. However, there’s a proactive approach to hiring that allows you to be prepared when facing unexpected gaps in your staff: building a pipeline of candidates.
What is a Candidate Pipeline?
By definition, a talent pipeline is a collection of screened candidates who are engaged with your facility and can be contacted when you have openings. This approach helps you build a relationship with the healthcare workforce, ultimately shortening the time it takes to find and hire new providers.
The Benefits of a Candidate Pipeline
You may have heard about candidate pipelines but simply haven’t made it a priority to build one. However, the benefits make it clear that with the current provider shortage, every facility should add building a pipeline to their recruitment strategy.
1. Higher Quality Candidates
When you’re in a time crunch to fill an opening, you may sacrifice some of your job requirements to quickly hire a provider. However, when you build a pipeline, you relieve this pressure and can focus on screening top talent.
2. You’ll Engage with Passive Candidates
The New England Journal of Medicine reports only 14% of physicians are actively looking for new opportunities. When you build a pipeline, you’re able to engage with the 86% of passive candidates. While these physicians may not actively be looking for a new job, you can take the time to present them with all of the benefits of working at your facility.
3. Improved Candidate Experience
When building a pipeline, you have the time to build a relationship with candidates and have real conversations. Instead of urgently scheduling interviews to meet a tight deadline, you’ll learn the candidates’ priorities and what they want from an employer. Not only does this improve the candidate experience with your facility, it helps you find a provider who culturally fits your organization.
How To Build a Pipeline
From day one, The Inline Group’s focus has been building a pipeline of candidates for the facilities that work with us. As a result, we’ve built a seamless process that allows you to build a flow of qualified, engaged candidates.
Create a Candidate Persona
What does the ideal candidate look like at your facility? Look beyond job requirements and CVs. Why should a candidate want to work at your facility? What are their life goals? Does their lifestyle match up with the city your facility is located in? Speak with current, high-performing employees about why they work for you and what makes them stay—even ask them what they would change about your facility. These conversations will help you identify the next wave of employees you hire.
Fill the Candidate Pipeline
Once you’ve identified the ideal candidate’s characteristics, you can begin adding those candidates to your pipeline. Even once you’ve filled an open role, stay engaged with the “runner-ups.” Make them aware of your interest and let them know you’ll be reaching out about future opportunities. Occasionally checking in via email, even if you don’t have an opportunity, keeps your facility top-of-mind. These emails can be automated, but the important part is keeping these candidates engaged.
With the current state of the physician shortage, every facility can benefit from building a candidate pipeline. To learn more about how your facility can stay engaged with top talent, one of our recruiting experts can walk you through our process. Learn more about our unique pipeline building process here.
Top Three Reasons Providers Choose FQHCs
As the physician shortage worsens, healthcare facilities are becoming more competitive with their employment offers. While higher salary and sign-on bonuses can attract more providers, some facilities don’t have the resources to offer providers more compensation. However, FQHCs have more in their recruiting toolbelt than they might think. After all, many physicians choose to work at community health centers. So, why do physicians choose to work for FQHCs and how can these facilities incorporate this into their recruiting strategy?
Financial Benefits Beyond Salary
Salary plays a significant role when providers choose a facility to work for. However, FQHCs can provide financial benefits that can surpass the salaries provided by other hospitals. Many FQHCs provide the following:
- Reimbursement for continuing education
- Student loan repayment packages
- License and DEA registration reimbursement
- Malpractice benefits with the Federal Tort Claims Act (FTCA)
- Life insurance, disability insurance, and retirement contributions
Extensive Skill Building Opportunities
Many factors contribute to the wide variety of cases seen at FQHCs. Patients at FQHCs typically present with chronic conditions that have gone untreated. This, combined with the fact that FQHCs receive fewer specialist referrals than other hospitals, means providers have the opportunity to treat conditions they may not see otherwise.
Providing Care to Underserved Communities
Ask a healthcare provider why they chose to pursue a career in medicine and many will talk about helping people and making a difference. At FQHCs, providers have a patient base of underserved, underinsured patients, as well as those who have Medicaid. Without access to regular, preventative care, these patients typically show up at an FQHC when they are facing a chronic condition that hasn’t been treated yet. Providers choose to work for FQHCs because it allows them to care for patients who may not otherwise receive any treatment.
Hiring Providers at Your FQHC
Since The Inline Group’s beginning, we’ve helped FQHCs with our Essential Platform. For a monthly fee that fits your recruiting budget, we’ll source and screen unlimited providers for your facility, with no placement fees. We take pride in helping FQHCs find providers to help their communities. Read more here about not just hiring providers at your FQHC, but also retaining them.
Top Three Ways Internal Communication Can Improve Your Healthcare Facility
What comes to mind when you think about your healthcare facility’s communication strategy? For many, public relations, press releases, and public speaking events probably come to mind. But have you considered how effectively your facility executes internal communications?
Your facility’s staff provides a foundation for success. Thus, effectively communicating with your staff creates a better work environment in which your team has confidence in their employer. Here we’ll discuss the top reasons why you should prioritize internal communications at your organization.
Internal Communication Provides a Holistic View
You might assume internal communications involve your leadership team simply informing staff of company announcements. However, effective internal communication involves an open line between leadership and staff.
This broad approach also empowers you to stay more informed about what happens within your organization. You can appoint a member of each department to be the liaison for updates. You’ll stay more aware of hiring needs, technology needs, shortcomings, and successes within each department. As a result, you can stay on top of issues before they escalate and know what’s working well.
Internal Communication Keeps Your Team Confident
As we’ve all learned, unexpected events occur that can completely transform how your healthcare facility functions. Big or small, it’s important to communicate with your staff about crises and tell them how you plan to manage the situation.
You should approach these conversations delicately and from the perspective of your team. It can be tempting to simply provide the facts, but your team may have a different perspective about how the issue impacts them directly. Consider how your staff will be affected and address these concerns. This will instill confidence and help your team continue productivity even when things don’t go smoothly.
Internal Communication Helps Your Facility Grow
A major component of internal communication involves creating a safe space for feedback and debate. Have you ever had an exceptional employee quit and not understand what went wrong? Many employees feel that raising issues with management will lead to punishment.
As a result, employees will internalize issues until they ultimately decide to leave the organization. However, anonymous communication avenues encourage employees to provide feedback without fear of reprimanding. Employee polls, discussion forums, and company-wide feedback events create a safe way for employees to engage with your facility on a deeper level.
Continue the Conversation
From opening communication within your facility to improving community engagement, The Inline Group regularly publishes new content to help your organization grow and improve. Check out more of our articles here.
Four Ways Healthcare Facilities Can Improve Community Engagement
Hospitals play a critical role in the health of their communities. However, this role extends beyond providing healthcare in times of need. Preventative healthcare not only reduces overall medical costs, but also improves the quality of life for communities as a whole.
By building a strong relationship with community members and increasing preventative care efforts, healthcare facilities have the opportunity to emerge as the driving force for improved health throughout the country.
Your Facility’s Impact on Public Health
In 2016, less than 55% of U.S. nonprofit hospitals reported any kind of community-building spending. However, the same study found that social determinants can drive as much as 80% of health outcomes.
For health, social determinants include access to clean water, nutrition, safe housing, and income. A 2020 study found that community-directed spending lowers preventable hospital readmission rates. So how can your facility contribute?
Change In Action
First and foremost, your facility should set broad priorities to support community health services by addressing social and economic needs. Then, each facility can set action items based on the specific needs of the community they’re located in.
Consider the health issues facing locals in your community. Which health disparities cause hospitalizations? Consider food insecurity—the food we eat plays a major role in our quality of health.
If the people in your community don’t have access to quality food and nutrition, you may treat an overwhelming number of heart disease, diabetes, and stroke cases. To address this, your facility should focus their community outreach on decreasing health disparities in the community.
A few examples of how to address this issue include creating a community farmers market, conducting demonstrations for preparing nutritious, low-cost dinners at home, and food redistribution programs.
Partner with Local Community-Based Organizations
Once you’ve identified which health disparities impact your community, you can take action by partnering with a local organization dedicated to that cause. Public health officials can combine their resources with your facility’s medical knowledge to create an action plan for the community.
Continue the Conversation
How has your facility taken action to improve community health and keep locals informed? Share this post on LinkedIn and continue the conversation! You never know what you could learn from other facilities facing similar challenges.
How Inline Has Evolved With Healthcare
How long have you known The Inline Group? Whether you heard about us five years ago or five minutes ago, there’s one thing you need to know: we’ve grown a lot. We’ve spent a lot of time listening to our clients and learning what they need. As a result, we now offer the most diverse range of recruiting services in the healthcare industry.
We Now Offer Multiple Ways to Hire Providers
Inline first changed the recruiting industry with our unlimited-hires, subscription-based model. Platform Essential comes with low-monthly costs and zero placement fees. While we still offer this model, we’ve added more options based on your specific needs.
Some recruiting budgets can’t take as much financial risk before hiring a provider. Platform Flex offers a lower monthly fee and you pay a completion fee once you make a hire.
Despite never charging placement fees in the past, some clients expressed a dire need for no-risk sourcing. Thus, we added our On Demand option. You still receive the same great sourcing and screening from Inline. However, you pay zero fees upfront. You simply pay a completion fee once you make a hire.
We Now Source for All Specialties
When Inline first began, we sought to help facilities hire much-needed primary care physicians. However, as the healthcare provider shortage grew, our clients needed one sourcing firm that could hire providers of all levels and specialties. Inline’s services include, but are not limited to:
- Physician Assistants
- Nurse Practitioners
- Registers Nurses
- Medical Assistants
- Licensed Social Workers
We Provide a Fully Transparent Client Portal
Our client portal provides our clients with 24/7 access to their candidate pipeline. Every candidate that expresses interest in your facility can be accessed through the client portal. You can view providers’ full CVs and screening information there.
We even provide the information of candidates who don’t match your current opening but who have an interest in your facility. Every interested candidate, whether a match or not, is available to you for current and future opportunities.
How Can Inline Help Your Healthcare Facility?
As healthcare continues to face a provider shortage, Inline is ready to evolve and fit any facilities’ unique hiring needs. Click here to explore our platform options.
Top Tips for Recruiting Providers to Rural Communities
Recruiting healthcare providers to rural communities comes with challenges. Despite one-fifth of the population living outside of metropolitan areas, only 10% of physicians practice in rural communities. So how can in-house recruiters at rural facilities fill open positions when the odds are against them?
How Providers Benefit at Rural Facilities
Providers benefit from rural opportunities in multiple ways. Depending on the provider's lifestyle, these benefits can greatly outweigh the downfalls. Many healthcare providers chose this profession to serve communities in need. The uneven distribution of rural providers to rural population size means rural communities can provide this mission-driven instinct.
Rural facilities also allow providers to develop stronger connections with their patients. In a small-town setting, providers have more opportunities to connect with their patients outside of the hospital. This connection can directly benefit healthcare outcomes. Some studies have found a correlation between positive outcomes and improved doctor-patient relationships.
Providers can also expect a different personal lifestyle when choosing a rural healthcare facility. The slower pace of life and increased access to the outdoors has become increasingly appealing across the board. One survey found that almost half of U.S. adults would prefer to live in a small town or rural community in 2020. That's almost a 10% increase from 2018.
Tips for Recruiting in a Rural Community
1. Utilizing Telehealth and New Technology
We all know telehealth can provide physicians with locational flexibility. But telehealth and technology have evolved even further to help physicians on the job. eICU systems can be used to help rural physicians collaborate with physicians at an urban hospital with more resources. Integrating technology like this into your practice can provide potential candidates with the peace of mind that they’ll have access to the necessary resources.
2. Focus Efforts on Providers Who Grew Up in a Rural Community
Studies show providers who grew up in rural communities are more likely to return to those communities at some point in their career. You may wonder how you can source providers based on where they grew up or completed residency. This strategy requires an in-depth sourcing and screening process, as well as building a pipeline of candidates.
The Inline Group process for sourcing candidates involves screening candidates beyond their CV. Our recruiters inquire about lifestyle preferences and background. Thus, when building a pipeline for our many rural clients, we can target candidates who are most likely to engage with a rural opportunity.
3. Appeal to Lifestyle Benefits Outside of Your Facility
Many facilities focus on job-related benefits in their postings: insurance, salary, work schedule, etc. While these are important, life outside of the hospital plays a role in which opportunities a provider applies to. Consider your community's cost of living, the unique hobbies of locals, and events that take place.
By including this information in your job listing, you encourage the provider to envision their life both inside and outside of the hospital. Which, when you consider the provider may have a family to bring with them, this approach allows the provider to visualize their family enjoying your community as well.
Choosing a Sourcing Partner
Provider recruiting has become increasingly difficult for rural communities. However, recent shifts in technology and lifestyle choices present an opportunity for rural healthcare facilities. The team at Inline has over 15 years of experience sourcing and screening providers for hospitals in rural communities. Connect with our team today to learn how our budget-friendly platform can support your recruiting efforts.
How To Manage Quality of Care During Turnover
When faced with high rates of provider turnover, most healthcare facilities know how it impacts the number of patients seen. But have you considered how it impacts the providers still working for you and the quality of the care they provide? One study found that primary care provider turnover is associated with a worse rating in the patient care experience.
Three factors should be considered when trying to improve the patient experience. First, your providers may experience higher burnout during times of high turnover. Second, you need to equip your providers with the necessary tools to improve the quality of care. Lastly, find solutions to prevent gaps in your hospital staff.
Improving Provider Morale
The first step in conflict resolution is communication. During turnover, your providers will experience a higher workload. Checking in with your team can have a positive impact when done correctly. Instead of apologizing for the heavy workload, take a positive approach. Acknowledge and express gratitude for the extra effort your providers put forth.
Next, open the conversation to your providers as a safe place to express their concerns. Once you understand the problems your providers face, you can create an action plan to solve those problems.
Another way to boost morale is by providing extra PTO as mental health days. This shows your team that you understand the extra effort they put in and want them to have rest days when needed.
Improving Quality of Care
The quality of care provided at your facility lies in the hands of your providers. Thus, you need to train your team to always focus on the quality of care over quantity. When facing high turnover, your providers may be faced with a higher patient load. However, you need to clearly communicate to your team that quality of care still takes precedence.
As the employer, you can encourage this by providing your team with ample time to spend with each patient. You may hesitate to do this because you’re concerned with the financial impact of seeing less patients. However, overwhelming your providers can result in even higher provider turnover. Low patient volume may mean less profit, but provider turnover will cost you much more.
Shorten Time-to-Hire During Turnover
Best case scenario, you can nurture your providers while also maintaining your patient volume. To accomplish this, you need to improve your recruiting strategy and shorten the amount of time it takes you to hire a new provider. The most effective way to do this is by building a pipeline of candidates.
Your facility can build a pipeline of candidates by engaging in ongoing provider marketing. This “always-on” approach to recruiting keeps your facility top of mind with providers. You’ll build a list of pre-screened, qualified providers who may already have an interest in working with your facility. Though you may not have an opportunity for them yet, it gives you a jumpstart when you do have an opening.
The Inline Group provides healthcare facilities nationwide with a streamlined process for hiring providers. Our team of recruiters spends every day building a pipeline of candidates for our clients. We can save your recruiting team time by screening providers for your facility. Then, when you’re ready to start hiring, your in-house recruiters take care of high-level tasks like interviewing and onboarding. Click here to learn more from a member of our team.
Preboarding New Hires: How Recruiters Can Increase Retention
As an in-house recruiter, you know all about the onboarding process. Tons of information exists to help you do it more effectively. But what about preboarding? Preboarding represents the time between signing a job offer and the first day of work. After a provider signs a job offer, you may think your work is done. However, 65% of employers report hiring people who didn’t show up on their first day.
Critical Steps in Preboarding
1. Welcome new hires to the team and begin administrative tasks.
Think of the home buying process. The seller may have accepted your offer, but a lot can happen before you move in. In some cases, you may not actually get to buy the home! Similarly, new hires may accept your job offer, but a lot can happen before their first day. Send out a welcome email and provide the necessary paperwork. Although it’s not an exciting task, it will bring a physical element to the hire.
2. Invite them for another on-site visit.
On-site visits typically take place during the interview process. But for the provider, they may be distracted by making a good first impression. They typically don’t visit again until their first day of work, which will likely be hectic and distracting. Encourage your new hire to visit the facility again.
This second visit will help your new hire feel at home. If any events take place in this time period, even better. The more a candidate sees your facility, the more they’ll envision their career with you.
3. Make necessary team introductions.
You may wait until the first day of work to introduce team leaders and coworkers. But why wait? Whether it’s virtual or in-person, create a space for your new hire to meet the people they’ll interact with on the job. This will create a more seamless first day and allow your candidate to feel like they’ve truly joined the team.
4. Continue check-ins after their first day of work.
You probably already check in with new hires to see how onboarding is going. However, implementing 30, 60, and 90-day check-ins allow your providers time to get comfortable and truly experience how your facility functions. After the 90 day period, it’s a good rule of thumb to check in every six months. You’ll have a better idea of what your employee experience is like and will be equipped to change it if needed.
To learn more about the candidate experience, connect with a member of our team. Inline provides candidates with a job search resource that keeps them informed and happy throughout their hiring experience.
The CMO’s Quick Guide to Nurturing Hospital Vision
Chief medical officers (CMOs) play a critical role as the driving force between a hospital’s vision and its physicians. Your responsibilities include improving the quality of healthcare services, budget development, building community relationships, and countless others. With the healthcare industry ever-evolving, the CMO’s role has expanded and become more important than ever.
So how can you ensure your team consistently implements best practices at work while pushing your hospital’s vision forward? Start with a few simple questions:
- What does your hospital stand for? Innovation? Education? Serving the community?
- What do your hospital’s future goals look like? Growth? Value-based care? Advancing technology?
- How can you lead your current and future physicians to align with these?
Although the answers to these questions will vary greatly between facilities, they provide you with a simplified, approachable way to view your hospital. Now consider how they apply to each department.
A hospital system only works as well as its departments work together. Think of the rest of your leadership team: chief nursing officer, chief financial officer, VP of care management, chief information officer, and others. What do the above questions mean to each of these department heads? You need to find the common denominator across departments. Find the goals each team can work toward together.
As you go through this process and narrow down the cross-department goals, you’ll begin wondering how to communicate this to your team of physicians.
When you approach your doctors with new information, you should think of it as selling a product to a consumer. If you can properly communicate why they should care, you’ll likely notice an increase in cooperation and implementation. Perhaps the most important question you can ask yourself is, “So what?”
Imagine you need your team to implement a new patient visit process in a move towards value-based care. Although most physicians support increasing the value of care provided, human nature tends to push against change. Now’s the time to ask yourself, “So what? Why should they care?” But don’t ask yourself this question once. Whatever answer you come up with, ask yourself, “So what?” again. And again. Ultimately, you’ll curate a compelling argument that appeals to the physicians’ desire to provide patients with high-value care.
As you continue to nurture your hospital’s vision and align it with your departments’ goals, your work doesn’t stop after the initial implementation. Have conversations with those doctors who really embrace the organization’s changes. What excited them about the change? What made the change easier for them to embrace? Learning what encourages your high-performers will not only help you train your current team, but it will also help you hire new talent with similar traits.
For more information about strengthening your physician team and hiring new talent, click here to learn about Inline’s unique approach to physician sourcing.
Why Your Hospital Needs a Social Media Manager
In 2022, you’ll have a hard time finding a company without a social media presence. But simply having a Facebook account doesn’t mean you’re using social media effectively. In healthcare, utilizing your social accounts can increase your patient base and improve your provider recruiting. One study found that 57% of consumers said a hospital’s social media presence would strongly influence their decision of where to go for services.
Simply put, social media provides a platform with which you can make an impression on patients and providers without them ever stepping foot in your facility. While it can be tempting to assign an existing administrator with the task of posting on your social pages, hiring an experienced social media manager is the best way to stay on track. Here’s why.
1. Healthcare presents more legal obstacles than other industries.
There’s a lot you can’t say or do when advertising your healthcare facility. A social media manager will ensure your social accounts stay entertaining and informative while always staying within legal limits.
- Social media management isn’t as easy as it sounds.**
Choosing what to post on a personal social media account happens in a matter of seconds. But a professional page takes more nuance. Is the content on-brand? Are the posts professional? Even something as simple as choosing hashtags becomes complicated at this level. A social media manager will conduct the necessary research to keep your content and hashtags at a professional level.
- Content creation is ongoing.**
Sure, an administrator may have the time to post on your social pages a few times. But remaining consistent takes more effort than you may realize. On top of staying consistent, the content needs to be engaging. It isn’t enough to simply share a blog post every few weeks. A social media manager will curate engaging content that keeps your followers interested in what you have to say.
4. Your accounts will change over time and you’ll need to respond.
As your social performance improves, you’ll gain followers. Your social media manager will keep track of the audience and their demographics. As your audience grows and changes, you’ll want your content to evolve with them.
Whether your facility decides to hire a social media manager directly or works with a marketing firm, social media matters. From a recruiting standpoint, your next wave of gen z and millennial providers expect you to have an effective social presence. Read more about what this generation of providers want from your hiring experience here.
5 Practices You Probably Forget When Onboarding New Talent
Onboarding matters. 64% of employees will leave a new opportunity due to a poor onboarding experience. With the healthcare industry already facing a provider shortage, you need to ensure you’re providing new hires with the best experience possible. We’ve collected some of the best onboarding practices that are most often forgotten.
1. Prioritize the information presented
New employees can feel overwhelmed when joining a new facility. Part of that stems from employers providing too much information during the initial onboarding. Are you providing a comprehensive history of your facility, information across departments, area information, and more during orientation? While it’s important to make this information accessible, it all doesn’t hold importance when an employee starts training. Go through your onboarding manual and ask, “How much will this information impact their job performance in the first month?” If it won’t impact their patient and coworker interactions on a daily basis, it can wait. Provide this information, but as reading material or something to be discussed after the new provider has settled in.
2. Provide a designated point of contact
New employees have questions during onboarding. But do they always know who to ask? Depending on the question, maybe not. In healthcare, it’s crucial to leave nothing to uncertainty. Providing new employees with a single point of contact (POC) eliminates confusion. It doesn’t matter whether or not the POC has the answer. They’ll know where to go for the answer, which then allows the new provider to stay focused on orientation.
3. Team introductions
Depending on your facility size, the new “team” may be overwhelmingly large. However, you should consider who the new provider will interact with the most on a regular basis. An event as simple as an employee lunch will suffice. Create a space where team members can drop in for a snack and make an introduction. Your new employee will feel “at home” quickly and the rest of the team will feel more informed about changes within the organization.
4. Provide multiple check-ins after onboarding
Some knowledge can only be gained over time. Providing monthly or bi-monthly check-ins during the first six months of employment allows your new hire to fully experience your facility and learn what is or isn’t working for them. As a result, you’ll increase retention and learn how to better onboard future employees. So how can you effectively conduct a check-in? Be prepared with questions to guide the conversation. But also create an open space for your employees to simply speak about their experiences. By creating a casual, guided conversation, you’ll learn a lot about your facility!
5. Remember that onboarding extends beyond the first week
In fact, it never ends. View onboarding as an ongoing process in which you continue to learn about your employees' wants and needs. In an ever-changing industry, healthcare facilities and providers regularly adjust to the public’s needs. This means you need to check in and ensure your employees aren’t confused or overwhelmed. This long-term approach to onboarding creates yet another opportunity to increase retention at your facility.
Curious how you can bring in more employees to onboard? Click here to learn how Inline can make it happen.
Here’s What Candidates Want From the Recruiting Experience
In today’s competitive hiring market, your facility needs to focus on creating a positive hiring experience. One survey found that a positive hiring experience influenced 80% of job seekers to accept their current position. For many healthcare facilities, The Inline Group initiates the start of a positive candidate interaction. Here’s a few ways our recruiting team can kick off your sourcing and screening process on the right foot.
We consider the needs of both the facility and provider.
“I am deeply grateful and satisfied with the help of The Inline Group. They were very professional and efficient in their endeavor of representing my needs and those of the company I was hired at. I am going to recommend Inline to other colleagues looking for a job in the future without hesitation.”
- Psychiatrist, Florida
The healthcare facility and provider share equal importance in a job search. Creating the perfect hire requires matching the needs of both. Meet the needs of the facility, and you avoid them looking to hire more providers later to fill in gaps. Meet the needs of the provider, and you avoid them resigning to look for a different opportunity. A proper recruiting firm should clearly state their dedication to both the facility and provider.
We match providers with opportunities that align with their wants without cutting corners
“Thank you for your help in securing a position. As you know, I was looking for something very specific, and with the assistance from The Inline Group, I was able to find the exact right fit that will use all of my professional skills and also assist with Public Service Loan Forgiveness. I don’t think I could have found this opportunity without the assistance you provided. Thank you so much, you have made a difference in my life.”
- LCSW, California
Providers commonly experience recruiters who try to “force the puzzle piece to fit.” The candidate may be on the fence about an opportunity and the recruiter will urge them to overlook certain aspects of their search in order to make a placement. This accomplishes only one thing: letting the candidate know they aren’t your top priority. Inline maintains great relationships with providers because they know working with us means having their needs met.
We’re committed to full transparency.
“Your team has been so welcoming. You all have made the hiring process so pleasant and seamless. Any and all questions and concerns were answered for me so quickly; I was so impressed. I’ve honestly never been so satisfied during the hiring process!”
- Nurse Practitioner, Florida
Providing full, accurate details about an opportunity plays a major role in why candidates love working with us. Whether a facility uses our contingent service or our fully transparent subscription platform, our goal is to keep candidates as informed as possible—even if that means telling them we don’t know something. Candidates know our recruiters uphold 100% honesty in the sourcing and screening process. Which is just one of the many reasons they love working with us.
Interested in improving the hiring process at your facility? Have Inline source and screen providers for you. Your hiring process will improve and your in-house recruiters will have the tools to be successful. Click here to learn more about our unique approach to recruiting.
Building Your Network Without In-Person Career Fairs
Whether you use career fairs to connect with other in-house recruiters or to connect with healthcare providers, the pandemic created a hole in your networking toolbox. Career fairs and trade shows came to a halt in 2020 and don’t appear to be making a strong in-person comeback. It’s time to figure out a new long-term strategy for staying connected.
Take the right actions on LinkedIn
LinkedIn has over 700 million users. However, in 2020, only 3 million of those users shared and interacted with posts on a weekly basis. From a recruiter's perspective, you need to be included in the active group. Consider you reach out to a provider about an opportunity at your facility. Odds are, they’ll do some research before responding. Your LinkedIn page should represent a person who not only posts for the sake of making a hire but who also understands the industry. Allow your professional personality to shine through and you’ll increase your connections.
Take advantage of online career fairs
It’s easy to blow off a virtual event. After all, who will notice if you aren’t there? But missing a virtual career fair means missing the most active candidates. Consider that only 14% of physicians report actively searching for a job. By continuing to attend career fairs on a virtual platform, you significantly increase your odds of connecting with an active candidate who’s interested in your facility’s opportunities.
Be a more effective virtual communicator
Communication etiquette in a professional setting can be complicated. You know to avoid being too casual but can you be too formal? Definitely. Sending a LinkedIn message that’s too formal can feel transactional and impersonal—resulting in no response. Ideally, you’ll maintain a conversational yet professional tone. Also, avoid copying and pasting a template you’ve made for connecting. While this is a great starting point, it’s important to find a unique way to connect with each person you reach out to. When in doubt, ask yourself, “Would I respond to this if a stranger sent it to me?”
Ready to start building your network? Share this article on LinkedIn and get the conversation started!
Three Staffing Lessons Hospitals Have Learned from COVID So Far
There’s a lot to be learned from the COVID-19 pandemic. These are the top lessons we learned to help healthcare recruiters improve their hospitals.
1. Flexibility Is Crucial
The physician shortage became painfully obvious as the pandemic continued. As hospital beds filled, it was simply a doctor’s medical knowledge that mattered instead of specialty and work experience. Ethically, crossing specialties outside of a public health crisis shouldn’t happen as it did during the pandemic. However, it does provide insight for in-house recruiters struggling with the healthcare provider shortage.
In 2019, AAPPR reported physician searches are taking longer than ever recorded in the ten years they’ve been conducting the Provider Recruitment Benchmarking Report. This can be explained by two factors: lack of supply and strict job requirements. As a recruiter, you have little impact on how many physicians exist. But you have a lot of control over the requirements for the physicians you interview. Understanding which job requirements are “must-haves” vs. “nice-to-haves” and opening up your search accordingly will decrease your time-to-hire and decrease lost revenue caused by the opening.
2. Burnout Cannot Be Ignored
64% of physicians report that the pandemic intensified their sense of burnout. It has never been more necessary to create a flexible, supportive work environment. In-person/work-from-home hybrid options will likely become more common as a solution to overwhelming administrative duties. Where possible, allowing and encouraging physicians to simply work less could have a positive impact. Sabbatical programs and shorter shifts are trends we could expect to see.
3. Leadership Is Not Easy
Effective leadership is hard to achieve under normal circumstances, let alone during a pandemic. While it’s easy to assign blame during stressful times, it’s important to consider the relationship between hospital leadership and healthcare providers. How can these groups come together to improve the hospital as a work environment? For leadership, creating an open line of communication for providers to express their needs and concerns. According to one survey:
Physicians who like their current leadership feel twice as capable, and are more than six times as likely to feel engaged, than those who aren't satisfied. They're also twice as likely to be satisfied with their jobs, and 45% less likely to show signs of burnout.
From the physician’s side, it’s important to actually speak up. Leadership can only fix what they know is broken. Once a line of communication opens, it’s up to the physician to speak up about their needs in the workplace. Only when leadership and physicians come together to improve the workplace will true change occur.
Interested in topics like this one?** Explore our other articles here.**
The One Way You Can Plan for Healthcare Provider Shortages
How does staffing affect your facility? As we begin 2022, 73% of healthcare facilities rank staffing as their biggest pandemic challenge heading into the near year. With an endless list of causes for this shortage, what solutions exist? You do have one advantage: you know it’s coming. So how do we plan for this staffing shortage in advance? Building a pipeline of candidates.
But not all candidate pipelines are created equally. As a buzzword in the recruiting industry, many firms will promise you a pipeline but fail to deliver. We’ve compiled a list of what a pipeline of candidates should look like and how it helps your recruiting strategy.
A pipeline should include all interested candidates (even those who don’t meet your job requirements)
We know what you’re thinking. “Why would I want to hold onto candidates who aren’t qualified for my open position?” Candidates change over time. So do your opportunities. As a provider gains valuable experience, they become the provider your facility needs. Coupled with the fact that you may have a less rigorous opening in the future, it’s valuable to keep these interested candidates on hand. This strategy can help you shorten your time-to-hire for future openings.
A pipeline should include full candidate details
If you’re looking for a firm to help you build a pipeline, that pipeline needs to provide full transparency. As another buzzword in the recruiting industry, transparency is something you should confirm before agreeing to any service. At Inline, transparency with our Essential and Flex platforms means full details: candidate name, location, work and education history, as well as our own screening information. Our recruiters dive into each provider's career goals and aspirations to ensure a professional and cultural fit. And to stay true to transparency, we provide you with all of this information as soon as the candidate applies.
You should be able to easily access your pipeline
While many firms claim to build you a pipeline, this doesn’t mean you have access to it. It typically means they’ll build you a pipeline and only share those candidates they expect you to hire. With Inline’s client portal, you always have instant access to every candidate who has expressed interest in your facility. After all, they’re your applicants. We’ll source and screen them for you, but we’ll also maintain full transparency by providing you with access to every candidate.
To learn more about the importance of a true candidate pipeline, connect with our team today.
Telemedicine: What's Next?
Telemedicine. Once an afterthought in healthcare (seen as an inconvenience due to lack of insurance coverage) not only is now the norm, it’s expected by patients and providers alike. Much like remote work has become the standard for business professionals, healthcare providers in a job search want to know how your facility embraces telemedicine. So now that it’s the norm, what can we expect from telemedicine in the future?
It may play a role in addressing burnout.
Consider the following data from a Medscape burnout survey:
- 56% said too many bureaucratic tasks (charting, paperwork) contribute to burnout and 39% contributed burnout to spending too many hours at work.
- 31% said more manageable work schedule/call hours would reduce burnout.
The common denominator with burnout is time. Physicians are busier than ever and want employers to empower them to spend more time at home and less time at work. Thanks to virtual visits and telemedicine progressing quickly during the pandemic, there’s far more technology available to make “working from home” a little more accessible for doctors. So what’s the future of telemedicine? Physicians being empowered and encouraged to complete more work at home and spend less time burning out in-office.
Primary care will become more proactive.
Primary care focuses on a patient’s day-to-day health in order to help providers address health concerns as early as possible. But consider that, among 30-year-olds, only 64% have a primary care physician. As younger generations avoid regular doctor visits, healthcare providers have become more reactive to the way they’re able to treat patients. But with telemedicine, we could finally see a switch to proactive primary care.
One study found that virtual visits are scheduled, on average, 50% sooner than in-office visits. This, combined with the knowledge that timely healthcare is associated with better health outcomes, shows how impactful telemedicine could be.
As telemedicine integrates with in-office care, our entire approach to healthcare will shift with it. Despite being ignored in the past, virtual visits will inevitably become a normal part of seeing the doctor. What you need to ask yourself is, “How is my facility preparing for increased telemedicine demand?” As you begin hiring more providers to fill this need, consider one of Inline’s multiple platform options, designed to meet your facility’s unique sourcing needs.
Prepare Your Recruiting Budget for 2022
Prior to the COVID-19 pandemic, the United States was projected to have a shortage of as many as 124,000 physicians by 2034. Combined with the impact of COVID, it’s safe to assume these numbers have increased. About one in five healthcare workers has quit since the pandemic started. For the in-house recruiter, you’re likely entering 2022 with less budget and greater needs. So how can you head into the new year confidently?
Plan Ahead and Always Be Recruiting
The recruiting industry has a tendency to be reactive. Which, for a while, made sense. After all, why spend money on recruiting when you don’t have openings? But as the physician shortage continues and healthcare workers leave their careers due to burnout, openings aren’t just a possibility—they’re a guarantee. Which means the question is no longer, “Will I have to invest in hiring services?” The question is, “How much will I have to invest in hiring services?”
Recruitment subscriptions allow you to stay top of mind with providers all year while paying a small, monthly fee. When subscribing with Inline, we market your facility to providers and build a pipeline of candidates who are interested in working with you. As your recruiting needs change, that pipeline is your resource to take advantage of. If your facility would benefit from high-volume, low-cost hiring, our Essential Subscription is the best option for your budget.
Recruitment subscriptions and candidate pipelines are beneficial for any healthcare facility. But maybe you’ve already planned your 2022 budget and you need something with a lower monthly cost. Hybrid subscriptions exist to keep your monthly cost low, while still building rapport with candidates throughout the year. This solution comes with a small placement fee paid upon hire. Sometimes, it’s easier to adjust the budget when you know you’re hiring a provider and filling in lost revenue. If this sounds like your budget plan for the next year, Inline’s Flex Subscription may be for you.
The Best Plan is the One You Have
Healthcare recruiting is anything but predictable. Ultimately, the best plan is to have a plan. As you head into 2022, Inline can provide you with a sourcing and screening platform that fits your budget and sets you up for long-term hiring success. To learn more, schedule a call with our team today.
Workflow Tips for In-House Recruiters
There’s a reason candidates love working with Inline: our process. We always put the candidate first and make the job application process as seamless as possible. Curious how we do it? We’re giving you a sneak peak into what makes our recruiters so successful.
1. Build a strong, accurate database of candidates.
Much like the foundation of a home, your database supports the rest of your search. As providers change locations, retire, switch careers and move to new employers, your database needs to reflect that. Therefore, it isn’t enough to simply create a database and let it sit. Speaking with those candidates and maintaining accurate knowledge of what they want allows you to quickly find the perfect candidate when you have an opening. We know that provider openings mean lost revenue. So keeping an up-to-date database is the first step to shortening your time-to-hire.
2. Keep in contact with both active and passive candidates.
Posting to a job board and waiting for CVs simply isn’t effective anymore. Healthcare providers are in high demand. The New England Journal of Medicine reports only 14% of physicians are actively looking for a new job. It’s hard to be successful if you’re limiting your search to such a small pool of candidates. So when you’re calling providers and updating your database, be sure to include both active and passive providers. This is how you build a pipeline of candidates who will more readily interview with you when you have an open opportunity. (And remember, a shorter time-to-hire means less lost revenue.)
3. Stay in touch with and guide candidates throughout the application/screening/interview process.
Healthcare providers are arguably some of the busiest professionals in the U.S. So complicated and lengthy job applications and interview processes have the potential to stand in your way of hiring the right provider. Consider that 60% of job seekers have quit applying in the middle of an application due to its length/complexity. Then consider that 80% of job seekers would be discouraged from other jobs at a facility if they weren’t notified of their application status. Creating a positive experience from application to interview makes it possible for you to maintain a pipeline of candidates for future opportunities. Remember: even if a candidate isn’t a fit for this opening, you will have more openings in the future. The provider who isn’t right for this opportunity may be perfect for the next one. Keep a positive relationship with your candidates and you’ll set yourself up for future hiring success.
Interested in learning more about our unique candidate experience? Click here to schedule a call with us!
Top Recruiting Tools On a Budget
The recruiting process can feel long and repetitive. Especially if you don’t have the proper resources/tools to help you along the way. We’ve gathered some of our recruiting team's favorite, budget-friendly tools to help you streamline your hiring process.
Whether you use paid ads to reach providers or stick to organic traffic, it’s important to understand how candidates are ending up on your job page. Google Analytics provides you with the data necessary to create a true recruiting strategy. Maybe you need to request more budget be allocated towards SEO—Google Analytics will equip you with that information. The best part? It’s totally free.
Most likely, you already know which websites and job boards can provide you with an endless list of providers. But if you want to improve your sourcing process, consider what your facility’s Glassdoor profile looks like. Did you know that more than two-thirds of candidates read a company’s reviews before deciding to apply to a job? If your previous employees left less-than-positive reviews, it could be preventing future candidates from applying. It’s important to understand and improve upon your online reputation.
At the end of the day, sourcing is a monotonous task. Researching and calling providers, although not difficult, can take a lot of time. Consider that the average recruiter spends one-third of their workweek sourcing candidates. With our team of recruiters calling healthcare providers all day on your behalf, you could have that time back to focus on other work tasks.
When it comes to screening, there simply isn’t a tool more effective and budget-friendly than Inline. On top of giving you back one-third of your time by sourcing providers, we’ll also screen every single candidate we provide you. You won’t have to waste your time speaking to underqualified candidates. Instead, you’ll speak with pre-screened, interview-ready candidates.
Calendly is the perfect tool for scheduling candidate interviews. Provide candidates with your custom link and they simply pick an available time slot. Calendly integrates with most major calendar apps, so you won’t have to worry about overlapping interviews with other appointments and meetings.
Interested in more tools and tips like these? Our weekly newsletter provides you with the latest in healthcare recruiting. Sign up below!
What You Should Know About Gen Z and Millennial Healthcare Workers
Millennial [ mil-len-ee-uhl ] noun:
A person born between 1980 and 1996.
Generation Z [ jen-uh-rey-shuhn zee ] noun:
A person born between 1997 and 2012.
Comprising about 42% of the U.S. population, it’s time for hospitals to create a work environment centered around millennial and gen z healthcare workers. What was important to baby boomers and gen x may not appeal to the emerging workforce. Here’s what you need to know about recruiting the next generation of providers:
They Expect Salary Transparency
Money is no longer a private conversation. One report found that 58% of employees would switch jobs for more pay transparency. For gen z, that number jumps up to 70%. The best way to implement this in healthcare recruiting is to include salary in your job listings. Studies suggest that including pay increases your applications by 30%. When you consider there’s a growing healthcare provider shortage, it’s important to give yourself a competitive edge. Even if your salary isn’t as high as other facilities, including the salary ensures you don’t waste your time interviewing candidates with different expectations.
Your Facility’s Values Matter
65% of gen z wants to “make a difference to a cause they care about.” As an employer, you have the opportunity to fill that desire for the next generation of healthcare providers. Obviously, healthcare providers have already chosen a career path that makes a difference. But don’t rest on that alone. To compete with other facilities, millennials and gen z want to know what you’re passionate about. Dedication to a diverse workplace, providing care to underserved populations, or perhaps research into a specific disease—you don’t need to implement a big change at your facility. But do some research into good causes your hospital supports and be sure to highlight it in job listings.
They Want Clear Job Descriptions/Benefits
Millenials and gen z want to know exactly what to expect before they get involved with an employer. Both generations have had access to the internet from a young age, meaning they’re used to having instant access to the information they want. Employers who provide detailed job information upfront increase their number of applicants.
Already have a full staff but want to ensure they stick around?** Check out our post about retaining healthcare providers.**
How To Retain Talent At Your FQHC
Hospitals struggle to retain healthcare providers. Federally Qualified Health Centers struggle even more to retain talent. With some of the fullest hospital beds and the smallest support staff, physicians at FQHCs are 11% more likely to experience burnout. As a recruiter at one of these health centers, you may feel your hands are tied. You can’t offer a higher salary, and student loan repayment only keeps providers around while they have student loans.
So what actions can FQHCs take to encourage provider retention? We’ve compiled a few changes you can make when hiring, during employment, and near the end of contract that will increase retention and lower recruiting costs.
During Hiring: Peer Interview New Hires
You’re familiar with the importance of finding employees who are a cultural fit for your organization. But what exactly does that mean? Organizational culture can change across departments. Including top department performers in the interview process helps you make a more educated hiring decision. An added bonus—you’ll gain insights during this stage that will help you when hiring for future openings.
The benefits of peer interviewing extend beyond retention. Teams with a strong bond are more productive. In fact, over half of one survey’s respondents said having a “best friend” at work increased productivity and creativity. Another survey reported 62% of respondents with one to five friends at work said they would reject a job offer. Create a team of providers who want to work together, and you’ll only strengthen your facility.
During Employment: Growth Within the Organization
FQHCs have a reputation for being more stressful for providers than other organizations. But just how much more stressful is an FQHC than other hospitals? Healthcare professionals face stress levels 25.8% higher than other professions. It isn’t a question of your facility being stressful, but how your facility manages and prevents burnout. Consider creating a system of internal movement within your organization.
A study of 250,000 RNs showed that nurses under 30 are more likely to want to leave their unit than their organization. Reflect on your departments with the highest turnover. For nurses, behavioral health, step down/PCU, and the ER have the highest turnover rates. Reflect on the departments at your facility and determine if there’s room for lateral movement among providers. Periodically changing the environment (within your hospital) and adjusting the stress level can make the difference between keeping your floor staffed and spending unnecessary money on recruiting.
End of Contract: Retention Bonuses
Although FQHCs don’t have unlimited funds to negotiate with, it’s always worth discussing when it comes to employee retention. Physician turnover can cost anywhere from $500,000 to $1 million. While many factors influence retention bonuses, they typically range from $10,000 to $50,000. But don’t limit your “bonuses” to money. If a provider adds value to and fits in culturally at your facility, open the room for negotiation. Perhaps your budget can’t adjust, but other parts of the job can. Whether it be a schedule adjustment or a benefits negotiation, let your providers know you’d like to keep them before they leave. Even if the provider ultimately resigns, collect this information anyway. It can be used when negotiating your recruiting budget in the future.
5 Things Nurses Want from Their Careers Right Now
Nurses are the lifeblood of the healthcare system. Elbow-deep in patient care, they keep healthcare moving day to day, hour to hour, and minute by minute. Keeping them healthy, safe, and satisfied in their careers is crucial for patient outcomes and bottom lines. Here are five things all healthcare businesses can do to help their nurses thrive.
#1 Better Pay and Benefits
Survey the world over, and better pay is likely the top request for many professions. But after nearly two years of holding the front lines of a global pandemic, nurses should be first in line for salary renegotiations. Whether hospitals and healthcare organizations can afford it is hard to say, but reallocating funding to nurse salaries, benefits, and perks is a big asset when competing for top nursing talent.
#2 Less Administration in the Workplace
Most nurses didn’t sign up to do paperwork, nor did they anticipate the degree to which workplace politics would impact their careers. According to Medscape, both RNs and LPNs ranked administration and workplace politics as the least satisfying aspect of their jobs in 2020. Considering the global pandemic, this is incredible and could serve as an oddly refreshing wake-up call to the industry: Nurses like nursing even at its most difficult (and traumatic), but they really don’t like all the parts of their job that aren’t nursing.
#3 Telehealth Opportunities
Working remotely has its advantages, and nurses want them too. Telehealth offers the ability to work from home with a flexible schedule, while still seeing patients and achieving career growth. It’s very appealing to many nurses with families or others simply seeking a change from traditional clinical settings. Healthcare organizations are likely to see a shift in nurses requesting telehealth opportunities and risk losing nursing staff to competitor organizations with those roles.
#4 Less Work Stress
It’s hard to fathom the amount of stress and turmoil healthcare providers have faced since March 2020. They need (and absolutely deserve) a break. The trick is making sure they can find stress reduction while still caring for people. Here’s where hospitals, clinics, and other healthcare organizations may have to get a little creative. How can they provide and encourage stress reduction in the workplace? From self-care to break times to vacations, healthcare administrators need to find ways to support stress management practices at work.
#5 More Working Nurses
When the topic of the nurse shortage comes up, it’s usually in the context of organizations trying to find enough staff to operate safely, effectively, and efficiently. It’s understood that this is difficult for hospitals and the larger healthcare system, but what about for the nurses on the ground? Day after day, they are short-staffed and spread thin over-doing their duties. They want relief in the form of more nursing colleagues as soon as possible. Everyone benefits from more nurses working in the world, and it’s a critical time to work together to ensure more nurses have opportunities and are satisfied in their careers.
The Truth About Hiring Nurses in 2021
There’s a reason most recruiting firms don’t source both physicians and nurses: the two are incredibly different. It takes a savvy recruiter to understand both. At Inline, our team diligently searches for insights, no matter the provider type. Since adding nurse recruiting to our services, we’ve learned a lot. Here’s some observations we’ve made along the way that can help you in your own search:
Nurses don’t want to leave your organization (but they will)
Among those nursing specialties with the highest turnover rate (behavioral health, step down/PCU, and emergency services), the cumulative turnover rate is between 96.6% - 98.5% over five years. This means you’ll replace almost your entire nursing staff in that short span of time. So what can you do to prevent this? There are two pieces of information to consider first:
- Stressful work environment and career advancement are two top reasons nurses resign.
- Nurses are more likely to want to leave their unit than their organization.
This presents an opportunity for increased employee retention. Does your facility provide transition programs between units? Have you reflected on which units in your own facility have high turnover rates? By addressing burnout before it happens, you have the chance to keep more nurses on your payroll and be prepared for the openings in those high-turnover units.
COVID-19 increased the competition
Our recruiters speak with nurses daily. Now, more than ever before, nurses have options for where they work. And there’s an obvious goal for the majority of RNs: find a less stressful work environment. This means hospitals may have a harder time hiring nurses than clinics and offices. While the appeal of a days-only/no-weekends schedule has always been an advantage, COVID created an even bigger group of nurses who simply don’t want to work in a hospital setting.
For offices and clinics, this means using this selling point as an advantage when recruiting. For hospitals, this means leveraging your other benefits and appealing to nurses' needs. While you may not be able to offer a 9-5 schedule, you should try to meet them somewhere in the middle in order to keep your opportunities high priority in their job search.
Keep your search close to home
When you begin your RN search, it can be hard to know where to look. If your facility is in Texas, you may want to market your opening to every nurse in the state. If your facility is in Connecticut, you might want to market to all of New England. While it’s smart to consider all possibilities, our team has learned that nurses typically will stay close to home when considering new opportunities.
However, don’t take this information as discouraging to the size of your search. Our conversations with nurses have also taught us that the passive RN candidate is very likely to express interest in a new opportunity if it offers more than their current position. “Offering more” can mean anything from salary to growth opportunities. Having an understanding of your competing facilities and what they offer nurses will help you understand how you can stand out to the local nursing community.
As our advisors continue to speak to candidates daily, we learn more and more about the best recruiting strategies for hiring nurses. To learn more about these insights, schedule a consultation with our team today.
Healthcare Recruiting Needs To Change
“If you want different results, do not do the same things.” Although easy to understand, it’s harder to implement. After all, change can be daunting. Physician recruiting provides the perfect example of an industry averse to change. Our industry norm consists of two general recruiting styles: costly retained/contingent recruiters, and job boards. While neither of these functions as the most effective or efficient option, they’re familiar.
Remember the days when accepting a ride from a stranger in their personal vehicle sounded more like the beginning of a scary movie than a business model? Now rideshare apps are the standard. Change isn’t just good—it’s necessary for improvement. So when you make the switch and partner with Inline, what change can you expect?
Multiple Platform Options
Inline offers three subscription models: Essential, Flex, and On-Demand. Do you have five or more openings per year and want to maintain a pipeline of candidates? Essential provides unlimited hires at a customized monthly subscription fee and you’ll never (yes, we mean never) pay a placement fee. If you choose our Flex model, you can enjoy a lot of the perks of Essential, but at a much lower monthly cost with a completion fee paid upon making a hire.
While Essential is perfect for a facility making a large number of hires throughout the year, Flex is most cost-effective for facilities with fewer hiring needs. Last but not least is On-Demand. Sometimes a monthly subscription is too much of a commitment. Or maybe your recruiting budget only allows for payment when a provider has been hired. Just let us know what type of provider you need, and we’ll start searching. You’ll only pay once you’ve hired the perfect candidate.
As an industry, healthcare recruiting is divided. One firm focuses on physicians. Another may only recruit nurses. It can get confusing and inefficient having multiple recruiting firms on your roster. At Inline, we keep it simple. Our platform can source physicians, nurses, physician assistants, nurse practitioners, medical assistants, CRNAs, CNAs, midwives, and more.
Providers Love Working With Us
Providers receive multiple calls daily from recruiters. If you’re going to pay someone to call on your behalf, don’t you want it to be the one number they know and trust? At Inline, our team builds a relationship with every provider, putting you in a better position to find the perfect candidate. You need the one most-qualified candidate answering their phone and applying to your job opening. With Inline, that’s exactly what you’ll get.
Change isn’t so scary when you realize how much good it can bring. Especially when it comes with flexible pricing options, comprehensive services, and a trusted team of professionals. Schedule a consultation with our team today to learn more.
Are All Physician Recruiters Created Equal?
Healthcare facilities hear from recruiting services regularly and listen to what makes each one “special.” Landing pages, email campaigns, job boards, marketing—they’re all becoming industry standards. When each service offers a seemingly similar product, how do you know if you’re choosing the right one?
You may not notice when it’s there, but you’ll notice when it’s lacking. Despite offering similar services, other recruiting firms do not offer the same level of customer service provided at The Inline Group. While we’ve always utilized tech for maximum efficiency, we never stopped seeing the importance of real people. That’s why our team isn’t just available, but actively engages with you while you’re hiring. We always prioritize your success. But don’t take our word for it—here’s what one of our clients had to say about his account manager:
“Our Inline account manager has been very engaged. She has listened to our requests, desires, struggles and needs. She understands the difficulties associated with recruiting for a Community Health Center setting.”
Michael A. Andry, CEO, EXCELth, Inc.
Sourcing for All Provider Types
Healthcare sourcing can get complicated—so we set out to simplify it. Inline’s database holds over one million physicians, nurses, physician assistants, nurse practitioners, medical assistants, CRNAs, CNAs, midwives, and more. We took a look at the recruiting industry and realized healthcare facilities had to work with multiple firms to meet the hiring needs of each department. Now, we’re proudly the only recruiting firm offering all-in-one sourcing for every type of provider you may need.
Choosing the right recruiting firm can be a difficult decision. But it doesn’t have to be. Despite job boards, screening services, and recruitment marketing being offered by many of our competitors, we have something they don’t: a convenient, white-glove experience that delivers the results you want. We’ll help you find every type of provider you need and make sure it’s a top-rate experience. Click below to schedule a consultation with a member of our team to learn more.
Strengthen Your Hiring Team with Inline
When deciding to work with a recruiting firm, the in-house recruiter typically wonders, “Won’t they just be doing my job?” Considering the typical third-party recruiter conducts the entire hiring process, your internal team likely considers them competition more than a resource. What if there were a firm capable of enhancing your team, empowering them to successfully meet hiring goals? That’s where The Inline Group stands out from the rest.
We handle the dirty work.
You have a lot of tasks on your plate. So tedious tasks like cold calling candidates and screening them can feel time-consuming. When you work with Inline, our recruiters screen candidates all day, every day, all on your behalf. You won’t speak with a candidate until we’ve confirmed they not only meet your experience requirements, but also are a cultural fit. While we handle the basics of screening, you’ll be able to focus on in-depth interviews and choosing from qualified candidates.
We’ll teach your team how to be more effective.
At Inline, we prioritize coaching our clients on best practices. For example, did you know 70% of candidates lose interest in an employer if they haven’t heard back within one week? That’s why our team keeps track of where candidates are in your hiring process. We’ll keep you on track so you don’t lose out on candidates to other employers.
We promote your facility to candidates, not our firm.
The moment a candidate sees a job listing through Inline, they’ll see your facility’s name, location, and job details from the moment they land on your custom landing page. While other recruiting firms claim “transparency,” the majority still advertise your job with vague details, only allowing the candidate to know your facility name once they’ve signed an agreement. Take a look at our job page. That’s how we advertise for every client: true transparency.
The right recruiting firm should feel like an extension of your team. Our team’s mission is to help you exceed your hiring goals by working together. Schedule a demo with a member of our team to learn how you can enhance your recruiting efforts with Inline.
Inline: Everything You Need, Nothing That You Don’t
In-house recruiters typically have two options for hiring help: a job board with minimal hands-on services or a retained/contingent recruiter who gets a little too involved in the hiring process. You don’t need to settle for not enough or too much. The Inline Platform provides the ease and transparency of a job board—and so much more.
Take a look at how we display our clients’ opportunities. You’ll notice right away that we display the facility name and location. If you were to look at our competitors' job boards, you’d see something quite different. While they claim transparency, they never mention the facility name or city. So now you may be wondering, “If Inline has a job board with full job details displayed, how are you different from a job board?” The secret is in our people.
The Inline Platform combines databases, AI, and human ingenuity to create the perfect provider sourcing service. Let’s walk through the candidate process.
- A candidate receives information on your job posting, straight to their inbox.
- They’ll view your facility’s custom landing page, which displays information about your company, , the opportunity’s location, and job details.
- Our AI allows us to track how interested each candidate is. Did they simply view the opportunity and leave? Or did they click on it to learn more? Maybe they clicked “apply now” but left before submitting. We’ll prioritize each candidate based on their interest level.
- We’ll call each of these interested candidates on your behalf. Our recruiters know more than your list of education and experience requirements. When speaking with candidates, we’ll screen them beyond the basics. We’ll make sure they’re a cultural fit before sending them over to your team. (But you’ll still have access to the full candidate list—even the ones who aren’t a perfect fit. After all, you deserve to know who’s interested in your opportunities!)
- Once they’ve been fully vetted, you’ll receive the candidate’s profile with full details. From here, you’ll schedule an interview and begin the hiring process.
So how’re we different from a job board? Just ask our recruiters. They spend every day speaking with candidates. In fact, that’s why candidates love working with us so much. Our unique pre-screening process empowers both our clients and candidates to feel confident when finding a match. Take a look at what one of our most recent hires had to say:
“[The Inline Group] made finding job interviews that specifically matched my interest and goals very easy to obtain in the location that I desired. They were very quick to respond to emails and inquiries, and were always very professional, knowledgeable and friendly. They matched me with many more job opportunities that specifically matched my interests than I would have been able to locate on my own, and saved me a tremendous amount of time.”
Dr. Joshua Zyss, Family Physician
When’s the last time someone described a job board like this? Our guess is never. Ready to see how it all works? Click below to schedule a free demo today.
Nurses Need Us—Now
This time last year we were hunkered down in our homes, hoarding toilet paper, Clorox wipes and agonizing over every new case of COVID. We celebrated our amazing nurses, physicians, and first responders for the herculean efforts they made to care for our loved ones.
Excellence in care is a nurse's top priority. In addition to the medical care, they held iPads and cell phones so patients could hear their loved ones. They held hands and offered comfort, and, again and again, they ran to the bedsides of patients that they could not save.
Yet, they had a light at the end of the tunnel: the vaccine.
Fast forward to today. We have a vaccine. Yet across the country, hospitals are facing their 3rd wave of COVID patients. In Texas, the pre-pandemic shortage of nurses means that overworked, burned out nurses are being asked to answer the call yet again.
Dr. Serena Bumpus, Director of Practice with the Texas Nurses Association, says, “We pride ourselves in the care that we are able to give to our patients and when we can’t adhere to that high standard every single day, it really takes its toll on the profession and the individual.”
Nurses are saying enough. They are leaving the profession of patient care in record numbers. There are endless stories of waiting in the ER for more than two hours just to get back to a room, because they were short nurses. As the lynchpin of our healthcare network, this is troubling for recruiters.
Thanks to new virus strains, uncertainty looms over recruiters' heads. But as we quickly learned last year, the show must go on. No matter how hectic your job becomes, your facility still needs nurses. When patients walk through the door, a caregiver needs to be available. That’s where our team steps in.
During shut down, Inline helped countless clients source and screen nurses. One client, in partnership with the state of New York, utilized our candidate marketing to source the nurses needed for vaccine distribution. While most recruiting firms laid off employees last year, our team continued following our unique process. And it worked.
No matter what world-wide events take place, Inline continues to persevere. Next month you may start a search to build your nursing staff. Six months from now, you may only need one or two nurses to replace retirees. No matter how your search changes, Inline works with your team to ensure you find success throughout your search.
Are you ready to march into the next year knowing you’ll receive the support you need? Schedule a 30-minute consultation to speak with a member of our team today and learn how you can build a pipeline of nurses for your facility.
One Big Way You're Wasting Money On Recruitment
Recruiting healthcare providers is expensive. AAPPR reports $20,000 as the average cost per physician search. Then consider the average annual total searches per recruiter can range from 5 to 60. On the low end, that’s $100,000 to find the necessary providers; on the high end, it’s $1.2 million. And that doesn’t consider the loss of revenue while those positions stay open.
Suffice to say, recruiting requires a balance of effectiveness and fiscal responsibility.
You use recruiting firms that do the work for you instead of working with you as an extension of your team.
You know the old saying “give a man a fish and you feed him for a day; teach a man to fish and you feed him for a lifetime”? It’s time to start thinking like this when you choose a firm to support your hiring efforts. We’ve compiled a list of questions to ask yourself when deciding if a firm is right for your facility.
Will this firm build a positive reputation for my facility among providers?
It’s no secret physicians don’t have the best relationship with recruiting firms. So choosing a firm with a positive provider relationship means a better reputation for your facility. Despite being a separate entity, a recruiting firm may be the first interaction a candidate has when entering the hiring process. Inline focuses on doing what’s best for the candidate, which encourages a strong first impression when interviewing with your facility.
Will this firm teach my hiring team how to be more effective recruiters?
At Inline, we prioritize coaching our clients on best practices. The most important? Communication. Did you know 70% of candidates lose interest in an employer if they haven’t heard back within one week? We know you have a lot on your plate—that’s why our team keeps track of where candidates are in your hiring process. We’ll keep you on track so you don’t lose out on candidates to other employers.
Will this firm build a pipeline of candidates for my facility?
This relates back to question #1. Think of your candidate pipeline as a social network. Adding a candidate to your pipeline doesn’t mean you’ll hire them for this opening. However, you’ve established a connection and in the future, when you list another opportunity, candidates will already have a positive relationship with your facility, thus making your job much easier in the long run. At Inline, our priority is building you a candidate pipeline to make future recruiting efforts that much more effective.
Remember, recruiting doesn’t have to cost a lot to be effective. You just need a recruiting firm working as an extension of your team. If you have questions on how to educate your facility about best recruiting practices, schedule a consultation online to speak with a member of our team!
A Series of Unfortunate Healthcare Events
Without physicians, there is no healthcare system. They are the catalyst of the entire process. The last 18 months have taken a heavy toll on our physician and provider population. Physicians were either stretched beyond demand treating COVID-19 patients, or they waited in empty offices watching their revenue drop as much as 55%.
Lucky for the general public, physicians are by nature and training tenacious and patient-focused. They stepped up and worked well beyond their endurance and grieved as they watched helplessly as their patients died in record numbers. It is no wonder that high levels of burnout, depression and stress-induced illness plague the physician population.
Just when physicians began to see hope, infection rates began to trend upward. As we hit the second half of 2021, a series of unfortunate events began to occur:
- Vaccination numbers began to plateau
- The Delta variant broke onto the scene
- Relaxed restrictions led to unvaccinated individuals at events without masks
What happens to our physicians now? Many have already retired, closed their practices, left the industry, or looked for a new opportunity. The parades, signs, cards, food, and supplies expressing our gratitude are gone.
Just as healthcare systems come up for air, start to evaluate their decimated physician and provider populations, and reboot their staffing efforts, the wolf is back at the door.
The physician population is suffering and it is dwindling. Unless something is done, this wave of the Delta variant could be the cause of collapse.
As a physician recruiter, I would tell you, there are a lot more jobs than there are physicians. Physicians are leaving or moving at rates never before seen. The list of organizations desperate for physicians is growing.
But much more importantly - how do you support the physicians you have? Physicians will always step up, run into the need. During the pandemic, many facilities turned to layoffs. While this was a necessary evil, the healthcare system needs a more sustainable solution. By maintaining a pipeline of physicians, you maintain a support system, ready to help your current staff as the need arises.
The Inline Group supported its clients before the pandemic, during, and as it progresses. **Our platform **supports the unpredictable nature of our industry and provides the consistent sourcing needed to hire qualified providers.
8 Things In-House Recruiters Need to Know About Telemedicine
After stay-at-home became the norm in 2020, implementing telemedicine quickly switched from “maybe in the future” to “as soon as possible.” For the in-house recruiter, this poses an adjustment to the traditional hiring process. Some changes present challenges while others present incredible opportunities. Utilize this list to stay informed and ahead of the game as your team implements telemedicine into your hiring process.
1. Licensing isn’t as complicated as you think - but there are key factors you need to consider.
While telemedicine licensing requirements vary by state, the general rule of thumb says the physician is required to be licensed in both the state they reside in, as well as the state the patient lives in. Interstate licensing options also exist for physicians who plan to practice in multiple states. When hiring telemedicine physicians, you need to communicate whether you want physicians to be in possession of necessary licenses or if you’re willing to wait for licensure post-hire.
2. To see ROI, you need to maintain a pipeline of candidates.
A large percentage of physicians use telemedicine as a supplement to their income. This means availability can change monthly. If you’re hiring part-time telemedicine physicians, maintaining a pipeline of candidates is necessary to maintain a full staff.
3. Telemedicine means a larger pool of candidates.
Even if you only plan to hire telemedicine physicians within your state, this expands your search far beyond the typical metroplex. More candidates means higher odds of finding the perfect candidate. However, this also means more candidates to screen. Partnering with a physician sourcing/screening company can help you maintain efficiency when hiring telemedicine physicians.
4. You’ll have backup physician support when you need it.
The demand for healthcare can be unpredictable. In response, the healthcare facilities need to be ready to supply care to a population, no matter how large or small. As mentioned in point #2, telemedicine requires a pipeline of candidates. One result of having a pipeline is having physicians interested in your facility and ready to help when you experience a patient surge.
5. Telemedicine can increase physician retention.
When choosing a new employer, a physician’s decision relies heavily on work-life balance. For obvious reasons, telemedicine offers physicians a lifestyle the traditional practice can’t. As a recruiter, telemedicine offers you the peace of mind of physician happiness.
6. You no longer need to fear not receiving payments/reimbursements.
Once a large roadblock for telemedicine, private payer and Medicaid reimbursement policies have opened themselves to telemedicine. With the entire country making a quick shift to telemedicine, reimbursement worries are a thing of the past.
7. Your patient base may increase (and so will your physician needs).
Telemedicine extends your patient base beyond your zip code, whether your facility is urban, rural, or suburban. Thus, the demand for healthcare from your facility will increase. While you may have a grasp on how many physicians you need right now, as you implement telemedicine, you’ll need to recalculate your physician needs.
8. Your telemedicine and traditional recruiting sources can and should work hand in hand.
While these do have their differences, they have the same goal: finding physicians. In telemedicine, however, placement fees aren’t just inconvenient - they’re unacceptable. The volume of candidates needed for telemedicine requires a sourcing and screening recruitment model. Inline offers multiple pricing options to fit your needs, one of which allows for unlimited hires for a low monthly fee.
If you have any questions about adding telemedicine to your hiring efforts, reach out to a member of our team. The Inline Group has provided sourcing and screening services for both traditional physicians and telemedicine since day one.
How to Simplify Recruiting with Bundled Sourcing
When it comes to hiring providers, healthcare facilities have a lot on their plate. Between physicians, physician assistants, nurse practitioners, and registered nurses, your internal team juggles a lot. But when you ask for one helping hand in recruiting, you might end up with four.
Now, on top of juggling multiple provider opportunities, you’re juggling multiple firms trying to help you fill those opportunities. Why does the industry operate this way? It’s just too expensive. The processes used by most major recruiting firms cost a lot of money. You can blame this on:
Technology. Or lack of technology. Most firms are still finding providers the way they did 20 years ago. They may have thrown a computer into the mix, but the recruiting process for major firms remains inefficient and cost-heavy.
Money. Most firms haven’t changed the way they recruit because they still get away with charging healthcare facilities top-dollar to hire providers. As an industry, healthcare recruiting has gone by an “If it ain’t broke, don’t fix it” mentality.
But the system is broken. With the demand for healthcare workers set to outpace supply by 2025, the focus can’t be profiting off of this shortage. The focus needs to shift towards an efficient, effective sourcing service. A service that truly wants to fill healthcare opportunities.
The Inline Group’s mission since day one has been to support healthcare hiring teams find the providers they need. Our database combines AI with human ingenuity to create a service your team actually wants to use. On top of that, this service extends to physicians, physician assistants, nurse practitioners, registered nurses, medical assistants, CRNAs, CNAs, midwives, and more!
If you’d like to learn more about sourcing a variety of providers for as little as $575/month, schedule a consult with our team today!
Inline Sessions 2021 Recap
The Value of Telehealth
“Telehealth really allows providers and patients to connect seamlessly, regardless of where they’re located."
The Inline Sessions started strong with our first session: The Value of Telehealth. Melanie Doukas of Ro, a patient-driven telehealth company, discussed the many ways telemedicine adds value to both the patient and physician experience.
As telehealth becomes a primary method of healthcare delivery, some aspects of the system change: insurance reimbursements, prescription refills, patient/physician connection, and more. Watch the full session to learn more about the increasing value of telehealth.
Provider Recruitment & The Current Landscape
“Healthcare, prior to COVID, was one of the most resistant industries to change, there were a lot of legacy systems.”
For our second Inline Session, we sat down with Carey Goryl and Liz Magan of AAPPR to discuss how 2020 and going virtual impacted the healthcare industry as a whole. The biggest changes? Telemedicine and virtual interviews. Watch the full session to learn how virtual platforms changed the way we practice medicine.
How NPs Affect Quality, Access to Care, & Costs
Does adding nurse practitioners increase patient access, better outcomes, and lower costs?
Research says yes. NPs and physicians working together ultimately creates a stronger healthcare system for everyone. For this Inline Session, Joanne Spetz, PhD, discussed the importance of adding both NPs and RNs to care teams.
With the RN and NP workforces expected to grow by 7% by 2030, healthcare organizations need to utilize this valuable asset for the healthcare workforce. Watch the full session to learn more about the positive impact of nursing on healthcare delivery.
Value-Based Care vs. Fee-for-Service
“If our beds are filled, it means we’ve failed.”
Value-based care means providing high quality care, delivered as efficiently as possible, with the absolute best outcomes possible. With the U.S. spending too much on healthcare with a lack of good outcomes, value-based care is the most logical solution to changing this situation. During this Inline Session, Dr. Kornitzer of agilon health discussed the impact value-based care could have on our healthcare system. Watch the full session to learn more.
Primary Care Strategy - 2021 & Beyond
“How do we find the right candidate without meeting them in person?”
While we’re all now familiar with virtual interviewing and telehealth, how will these changes impact the future of healthcare? With improvements in patient satisfaction, as well as physician burnout, it’s clear these new systems need to stick around in some form. During this Inline Session, Aisha DeBerry of Bon Secours Mercy Health discussed the future of primary care, post-pandemic. Watch the full session to learn more.
2021 Inline Sessions: Primary Care Strategy - 2021 & Beyond
Primary care is the cornerstone of healthcare. A key component of preventative medicine, primary care closes health disparities and increases positive outcomes. For this Inline Session, Aisha DeBerry of Bon Secours Mercy Health discussed the future of primary care, post-pandemic.
Much like healthcare facilities across the country, Bon Secours put their recruitment on hold in March 2020. But the pause didn’t last long. Opportunities opened back up and Bon Secours ended up recruiting just as many physicians in 2020 as they did in 2019. But if hiring didn’t change, what did? We’re all familiar with the answer by now: virtual interviewing. Physicians began accepting opportunities without ever stepping foot on-site at their hiring facilities. For Bon Secours recruiting team, the question became,
“How do we find the right candidate without meeting them in person?”
While the answer is different for every facility, virtual interviewing has proven to be cost-effective for the hiring process. Recruiters are now able to further screen candidates before the on-site interview, thus saving money on travel expenses.
So if healthcare facilities are keeping their physician staff full, what does the future of primary care delivery look like? You probably guessed this one right too: telehealth.
COVID made health systems nationwide pivot to telehealth. Luckily for Bon Secours, they had already implemented a strong telemedicine platform prior to the pandemic. Their hospitals went from seeing roughly 50 patients a day to up to 3,400 patients a day, all thanks to telemedicine. And the result of these telehealth appointments? Better physician/patient interactions.
Telehealth access allows patients to see their primary care provider not only for yearly checkups, but for colds, sore throats, etc. (i.e. concerns they’d typically go to urgent care to address). Thanks to this ease of access, Bon Secours patient satisfaction scores elevated higher than they were pre-COVID.
Despite all of the unforeseen positive outcomes from the pandemic, one issue still remains: physician burnout.
A hot topic before COVID, the pandemic only amplified the impact on physicians. 64% of surveyed U.S. physicians said the pandemic intensified their burnout. In the same study, when asked how they coped with pandemic stress, 29% said they were eating more and 19% said they were drinking more alcohol. Consider that as many as 400 doctors commit suicide each year, more than twice the rate of the general population.
Bon Secours is taking steps to help stop burnout from having such an impact by beginning their 2020 Action Plan for Physician Well-Being.
For details on what the plan includes and how Bon Secours Mercy health is improving the physician experience, watch the full Inline Session with Aisha DeBerry by clicking here. You’ll gain free access to this and all previous Inline Sessions.
2021 Inline Sessions: Value-Based Care vs. Fee-for-Service
Value-based care: The latest buzzword in healthcare. What does it actually mean and how does it impact the longtime fee-for-service model? On this installment of The Inline Sessions, Dr. Ben Kornitzer of agilon health to learn more.
For practices centered on value-based care, the focus is providing high quality care, delivered as efficiently as possible, with the absolute best outcomes possible. In one word, it aims to be sustainable.
When comparing value-based care to fee-for-service, Dr. Kornitzer compared healthcare to visiting a car mechanic. Fee-for-service represents paying each individual time your car needs to be fixed. This means the mechanic benefits from not totally fixing the car. Value-based care represents paying the mechanic one large fee to take care of your car for the life of the vehicle. Which means the mechanic is incentivized to fix the car and prevent it from needing work.
So is value-based care the future of healthcare delivery? As a whole, insurance companies, the federal government, and large employers are all saying the same thing: the U.S. is spending too much money on healthcare with a lack of good outcomes. The only logical solution here is making the transition to value-based care. A 2016 study further exposed this issue:
- 17.8% Amount of U.S. Gross Domestic Product (GDP) spent on healthcare
- 9.6% - 12.4% Average range spent in other countries in study
- 78.8 U.S. life expectancy (lowest of all countries in study)
- 80.7 - 83.9 Life expectancy range for other countries in study
- 90% of Americans are insured
- 99%-100% Insurance coverage for all other countries in study
How would value-based care affect insurance companies?
Holistically, if decreasing waste increased profitability for insurance companies, value-based care makes sense for them. In fact, most insurance companies have some type of “value-focused” program in pace already. By eliminating unnecessary tests and standardizing clinical processes, value-based benefits eliminates unnecessary payments from insurance companies.
The transition to value-based care is simply a shift of focus. Dr. Kornitzer mentioned a quote from Mt. Sinai’s CEO:
“If our beds are filled, it means we’ve failed.”
Looking forward, all of our hospitals need to think this way in order to transition to value-based care. Consider that the U.S. spends almost twice as much on healthcare as other countries studied, but still has the lowest life expectancy among those 11 countries.
Value-based care creates a clear path to a more effective, efficient healthcare system in the U.S. To learn more and watch our full Inline Session with Dr. Kornitzer, click below to gain access to all of our Session recordings.
The 2021 Inline Sessions: How NPs Affect Quality, Access to Care, & Costs
After the whirlwind that was 2020, everyone is speculating what the future of healthcare looks like. This includes one major piece of the healthcare puzzle: nursing. When we sat down with Joanne Spetz, PhD, for our third session, we discussed the importance of not only nurse practitioners, but RNs as well.
When people say there’s a shortage of nurses, what do they mean?
Nursing is a complex profession with a multitude of different roles and specialties. When asking facilities to dive deeper into their definition of a “nurse shortage,” they unanimously listed intensive care, labor & delivery, and operating room nurses. So while the RN and NP workforces expected to grow by 7% by 2030, facilities are looking for specialized, experienced nurses. But with baby boomer nurses approaching retirement, the gap between new grad nurses and the requirements for job openings is growing.
But nurses aren’t the only healthcare workers facing a shortage. The number of practicing physicians has been lower than the demand for years and one solution has consistently stood out: nurse practitioners. When it comes to increasing the number of healthcare providers in a short amount of time, it just makes more sense to train NPs. Training time takes about six years instead of eleven. And while physicians have more autonomy when practicing medicine, NPs create a pathway for patients to establish care. 25% of Americans don’t have a primary care provider. And that gap continues to grow. Training nurse practitioners remains one of the most efficient ways to close that gap.
But don’t assume NPs are competition for physicians. Many healthcare organizations are eliminating the language around NPs vs. physicians. Instead, the healthcare industry needs to focus on this partnership creating a collaborative team with different skills.
Does adding nurse practitioners increase patient access, better outcomes, and lower costs?
Research overwhelmingly points to yes, on all accounts. In general, adding more hands to the healthcare workforce will always improve patient access. Also, as Joanne points out, NPs are more likely to take Medicare patients and provide care to underserved communities. Yet there is still a struggle for nurse practitioners to gain full practice authority.
However, steps are being taken in some states to change this. In Colorado, regulations adjusted so an NP with two years of mentored experience as an RN combined with six months of NP experience can practice independently. An NP without nursing experience would have to gain two years of experience as a nurse practitioner before gaining autonomy. Considering 28,000 RNs per year are becoming NPs, this creates an incredibly convenient pathway for many NPs to quickly gain practice authority.
To hear more about the impact of nurse practitioners, click below to gain full access to the recordings of the 2021 Inline Sessions. You’ll be able to watch this session with Joanne Spetz, as well as all other recordings.
The Inline Sessions 2021: Provider Recruitment & The Current Landscape
Provider recruiting isn’t an industry known for being “on the cutting edge.” Tools like candidate databases and email marketing still hold the title of “most recent innovations.” Cue: 2020.
While we’d all like to avoid yet another recap of what happened last year, a great deal of positive change resulted. The biggest change? The world, our industry included, went virtual.
For this Inline Session, we sat down with Carey Goryl and Liz Mahan of AAPPR to discuss how 2020 and going virtual impacted our industry as a whole.
“Healthcare, prior to COVID, was one of the most resistant industries to change, there were a lot of legacy systems”
- Carey Goryl, AAPPR
Now forced to embrace new technology, healthcare facilities began implementing two new practices: telemedicine and virtual interviewing.
Telemedicine has historically stood in the shadows of in-person healthcare delivery. But then, in the beginning of 2020, patient use of telemedicine went up 33% compared to 2019. Suddenly the entire country felt like a healthcare desert. Which, as we discussed on day one of The Inline Sessions, telemedicine closes healthcare gaps by making providers more accessible.
For in-house recruiters, the biggest adjustment was switching from in-person to virtual interviewing. It certainly brought up a lot of questions. How could you truly get to know someone through a screen? How would facility tours be conducted? According to NEJM, much of this process stays the same. While you do need to be prepared for any technical difficulties, prepping for the rest of the interview remains the same. In fact, by conducting interviews virtually, the physician and the facility save time and travel expenses by participating virtually.
And these aren’t the only changes propelled by COVID. Regulations and licensing restrictions have loosened, candidate activity has increased, and rural recruitment is seeing higher activity. For an industry once stuck in it’s ways, 2020 propelled healthcare recruiting into what can only be described as a brighter, tech-forward future.
If you’d like to view the full Inline Session, click below to access all of our recordings from the 2021 Inline Sessions.
The Inline Sessions 2021: The Value of Telehealth
Telehealth. Once considered a secondary healthcare delivery option, telehealth has proven to be a necessity to accessible primary care. And while COVID-19 certainly didn’t create the need for virtual doctor visits, it played a major role propelling telehealth into the spotlight it deserved. In the last week of March 2020, telehealth visits increased by 154% vs. the same week 2019. The correlation between this surge and the beginning of the pandemic is clear, but this certainly doesn’t mean the recognized value of telemedicine will disappear.
For the opening day of the 2021 Inline Sessions, Melanie Doukas of Ro, a patient-driven telehealth company, discussed the many ways telemedicine adds value to both the patient and physician experience.
“Telehealth really allows providers and patients to connect seamlessly regardless of where they’re located.”
Healthcare access may be the most important value provided by telemedicine. When Ro started in 2017, their mission was and continues to be bringing access to more patients across the country, with a focus on healthcare deserts where populations live more than 60 minutes from an acute care hospital. In fact, roughly 90% of Ro’s patients live in healthcare deserts. And they don’t just provide a virtual doctor’s office—Ro has a nationwide pharmacy network that delivers medications to all 50 states.
But what about patient connection?
With many overworked providers struggling to build relationships with patients in-person, how does telemedicine address this issue? Believe it or not, telemedicine creates more room for providers to connect with patients than in-person appointments. Because of the convenience of a virtual visit, providers don’t need to scramble between rooms and appointments. More importantly, telemedicine is more accessible for patients as a whole. Patients can easily schedule appointments with their primary care provider without rearranging their schedules. Maintaining care continuity is a seamless experience.
To watch the full session and learn more about the value of telemedicine, click below to access this and the rest of our Inline Session recordings!
Get Ready for 2021 & Attend This Year’s Inline Sessions
How prepared are you for 2021? While most healthcare professionals let out a sigh of relief when 2020 came to an end, our industry isn’t out of the weeds just yet. This is why attending the 2021 Inline Sessions from February 1-5 should be written into your calendar. A weeklong, virtual event, the sessions spotlight industry leaders and their insights for the year ahead of us.
Your week will be fully customizable to fit your schedule. With one insight-filled, virtual lunch session per day, you won’t need to rearrange your life to attend. No traveling, no hotels, no cost to you or your employer. The Inline Sessions exist as a platform for healthcare professionals to connect and learn from each other in a way that fits their busy schedules.
Despite being virtual, you’ll still have the opportunity to get involved. With a Q&A session at the end of each presentation, you’ll be able to join the conversation.
Unable to attend a session? Still register! We provide summaries and recordings of each session to all of our attendees.
Click here to save your spot for the 2021 Inline Sessions today!
Food for Thought: Turning the 2020 Lemon into 2021 Lemonade
The sentiment “Man Plans, God Laughs” is the perfect summary for 2020. Almost nothing we anticipated in 2020 could have been predicted, and much less of it planned for. As we gratefully kick 2020 to the curb, thoughtful assessments and hopeful 2021 predictions will inevitably abound.
I admit that I’m skeptical to add my voice to this cacophony, but I also can’t help but attempt to assess what we learned and predict what we can now look forward to. So, here are my 2-cents. If you’re ready to focus on looking ahead, though, I understand. But if you’re curious, please read on, and perhaps my thoughts will enlighten you.
In March of 2020 the recruitment of physicians and providers, both internally and externally, came to a screeching halt. With hospitals and clinics racing to meet the demands of the pandemic, recruiters filled other critical roles while facing the need to change the way they worked.
As the year progressed, internal recruiters got creative. They implemented video interviewing and even walked the halls with their cell phones giving candidates a look at their facility. As we ended the 3rd quarter, they began to tackle the outstanding list of open positions and found those lists were growing. That progress slammed directly into October as the 3rd and 4th wave of the virus sent us back to Level-5 threat.
The prognosticators who claim to know, or are at least willing to predict, believe that full-speed-ahead recruiting will begin as the first quarter of 2021 ends. However, as healthcare struggles with the financial impacts of the pandemic, the already-underfunded recruiting world may be asked to do far more with less.
To further complicate the scenario, that timing will perfectly collide with two significant factors. First, 30% of physicians report they plan to either change jobs, quit or retire as their ethical commitment to the pandemic ends. The already projected physician shortage will escalate more rapidly than predicted. Second, the pent-up wave of postponed healthcare resulting from the pandemic will surge into the market as the vaccine is delivered and confidence returns.
Externally, the pandemic decimated the physician recruiting industry. The largest and seemingly most stable traditional firms found themselves putting 90% of their searches on hold by the end of March. Profitability and revenue disappeared and employees were terminated. Recruiters with 10-15 years at the same firm found themselves unemployed. Firms owned by large national or multinational companies, who were no longer profitable, saw massive cuts. Owner-operated firms struggled to stay afloat.
As always, there were a few exceptions. Some forward-thinking organizations continued to recruit, albeit less aggressively, and kept candidates in their pipeline. The external firms who offered more digital services, varied their cost-effective options, and implemented new technology held on. Some of those firms even used the time to expand their products. Database and job boards will continue to be a resource for passive recruitment, as recruiters manually post jobs and mine databases.
In summary, 2020 propelled our industry into the world of digital transformation and streamlined workflows. It showed us new ways to work smarter and faster. As 2021 progresses and recruiters manage more with less, they will turn to technology to automate routine functions and to attract elusive candidates who are already using technology. The demand for an exceptional candidate experience will become a requirement in the competition for candidates.
Administrations, desperate for revenue, will demand candidate activity and every dollar spent will be closely monitored for ROI. Hospitals will outsource repetitive and time-consuming activities to companies with cost-effective technology solutions. Small organizations will continue to merge into larger systems.
Anyone willing to resume recruiting in the first quarter will find themselves way ahead of the curve.
Externally, the creative, the progressive, and the most technical resources will survive. These companies are prepared to meet the demand without the need for months of ramp-up. ‘The way we’ve always done it’ will disappear.
And that is my two-cents. If you read along, I appreciate the commitment and I hope I offered some perspective. Join me in kicking 2020 out the door and boldly confronting whatever 2021 has in store.
Quantity vs. Quality? With Inline, You Can Have It All.
When you’re recruiting, how often do you think about the number of licensed, practicing physicians in the U.S.? As of March 2020, there were more than 480,000 professionally-active primary care physicians. So when speaking to third-party recruiters, it’s common for them to brag about how many physicians they have in their database. However, there are two, more important factors to consider in a sourcing partners: 1) Do they reach candidates nationwide & 2) Do they have in-depth information on those candidates. At Inline, we do both.
While the number of physicians matters, it’s even more important what we do with them.
Inline’s nationally-reaching database is comparable in size to any database, retained recruiter, or contingent firm (in some cases, ours is larger). What should matter to you, however, is what we do with that information. With a team of advisors calling and speaking with candidates daily, our database houses the most physician-trusted, up-to-date information available.
That’s the Inline difference.
Physicians nationwide love working with us. Which puts you in a better position to find the perfect candidate. Consider that some physicians receive five or more calls a day from recruiters. If you’re going to pay someone to call on your behalf, don’t you want it to be the one number they know and trust? At the end of the day, what matters is the one most-qualified candidate answering their phone and applying to your job opening.
But don’t just take our word for it. Check out what some of our most recently hired physicians had to say about their experience with Inline:
“This is the first time I have ever used a ‘company’ to enter into job negotiations, and I must say the level of commitment and professionalism in helping me was outstanding.”
-Dr. Wendy L. Frank DNP,FNP-BC
“I simply wish to commend you as this is the most professional exchange that I have had with a recruiting company.”
-Lourdemillard Bellevue, MD, MS
Even during the uncertainty of a pandemic, Inline has been the solid ground many providers have stood on for support:
“I started my employment search at a time when I was not certain how to best proceed and where to search, as I was looking for a permanent position in a new state. [Inline] spent a great deal of time with me, gaining a clear understanding of what I was searching for, and then she matched me with the perfect permanent position.
[Inline] connected me with my new employer, walked me through what my employer was searching for, and also made sure that the employer would meet my needs. [They] followed up with me consistently, as [they] set up initial conversations with my new employer, helped me navigate their interview process, followed up with my new employer on my behalf after my interviews, and gave me helpful feedback.
I am so thankful for the opportunity to work with [The Inline Group], [they] sincerely helped improve my quality of life.
-Arlene Taylor Rose, PMHNP-BC
When you partner with Inline, you have access to a large quantity of candidates, while receiving top-notch service, ensuring the highest quality of candidates. If you have healthcare hiring needs, we encourage you to click below and schedule a quick consultation with a member of our team.
Are You Ready for the Patient Tsunami?
The CDC reports four (4) in ten (10) adult Americans have postponed or avoided medical care during the pandemic. If 41% of the 257 million adults in the US have postponed care, that means roughly 106 million adults could flood the healthcare system when confidence in vaccines and treatments rise. Consider that in NYC alone there are an estimated 2.6 million adults ready to seek medical care.
CDC - By June 30, 2020, because of concerns about COVID-19, an estimated 41% of U.S. adults had delayed or avoided medical care including urgent or emergency care (12%) and routine care (32%). Avoidance of urgent or emergency care was more prevalent among unpaid caregivers for adults, persons with underlying medical conditions, Black adults, Hispanic adults, young adults, and persons with disabilities.
What will your facility do with a 40% increase in patient influx?
Let’s not forget that parents of children between two and 18 years have postponed vaccinations to keep their children safe. And if that’s not concerning enough, 36% of physicians report they intend to quit, retire, or relocate after the pandemic.
What will your facility do if you lose 36% of your physicians?
With these projected 2021 demands looming, where do you stand in recruitment marketing and pipeline management? This feels like a perfect storm for healthcare problems, especially when you also start to consider what a physician looks like against vaccine distribution and projected population growth.
Do you have more budget to confront these challenges or are you like the vast majority of physician recruiters who are doing more with less? Where does your administration stand? Do you have the tools you need and do you get the attention you require? And even if you start today, can you catch up in time?
Those are a lot of questions. We know that.
But at The Inline Group, we specialize in providing solutions to all of the questions you’re probably starting to ask.
Inline didn’t stop sourcing through 2020. Our clients are getting candidates today. In fact, we are talking to more candidates than ever before. Last month we sent candidates to more than 600 jobs. And our clients hired 32 providers from our candidate pipeline in October.
Inline continually performs outgoing marketing. Our people vet candidates, adding to and updating the database every day. We connect with 2,500+ candidates every single day. We know who is looking, who is thinking of looking, and who doesn’t yet know they are looking. Our database is not only large it is current.
Your pipeline is our business. We add candidates to the top of your funnel. You choose who to talk to, interview, and hire. Internally sourcing typically is performed at the end of the day when all the fires are out. Not for us, it's all we do. All day every day.
Our AI technology automates repetitive processes. It delivers information to our candidate teams who call, screen, and match the candidate to the job. Our custom client portal provides transparency and an easy way to keep track of every candidate we send over.
In 2020, we added specialties and new pricing. We made sure we could fit with any budget. We’re ready for whatever comes next. If you’re looking for help with the needs of today and the potential needs of tomorrow, we’re here for you.
Schedule a 15-minute call with us today to get started.
We've Done This Before. We'll Do It Again.
We have been here before. In fact, this state of unknown has been seen many times. If you are in healthcare, you live in a world that is constantly changing.
Consider the mandate for electronic medical records. Initially, the response to adapting was “Not me, I’ll quit before I do that.” Today there is almost universal adoption. The adoption of the Affordable Care Act saw similar resistance. While the politicians fought and blustered and sued, you stepped up and, before anyone knew it, you accepted and implemented the changes.
This year saw far more deadly changes. And as an industry, you stepped up again. You served beyond your obligation. You fought on the front lines, again and again. Behind the scenes your administration and staff performed any task they could to support those front lines.
Now we face another “new normal”. As the supply of physicians and providers continues to tighten, we must consider how we move forward. Revenue and growth will once again drive organizations and decisions, forcing changes to building the right team.
Despite these odds, we’re ready to face these challenges alongside you.
Inline was the first to deliver a mobile-ready platform, the first to create an all-primary care job app, the first to integrate digital marketing for physicians into our service, and the first to deliver candidate pipelines with no placement fees.
As 2021 starts, Inline is ready to help with whatever your normal may be.
The Future of Healthcare Staffing is Digital
Healthcare staffing is a fairly predictable industry for those who’ve been a part of it over the last fifteen years. When beginning a search, a few certainties come along with it: it will be difficult, expensive, and time-consuming.
For a family medicine physician search (one of the most in-demand positions), the average time to fill is 227 days and placement fees can hit up to $50,000 per physician. Why is the average recruiting process so inefficient? It’s important to understand where it often goes wrong.
On the contingent/retained side of recruiting, outdated methods are used. The most expensive methods are direct mail outreach and commission-based salaries. You don’t need us to tell you how expensive and ineffective direct mail is. We all throw out countless marketing pieces from our mailbox daily. Then consider that your placement fee directly pays a recruiter’s salary. That recruiters motivation is a paycheck—not finding you the best candidate.
With databases/job boards, the costs are lower and candidate quality is higher. However, they lack the human touch needed to sort through a list of MDs, which leaves the task of screening candidates up to you.
But there’s a modern solution to these problems.
Digital marketing. We’re all used to seeing ads for breakfast cereal and smartphones. But the possibilities don’t end at consumer products. With only 14% of physicians actively seeking opportunities, you need a new strategy to present your job to the 86% who are passive. That strategy is digital.
Digital marketing displays your job listings in places traditional recruiting never could. Providers will see your opportunity via Google display, search, and social media ads. This means providers will see your listing before they even think to type “physician jobs” in the search bar.
So what happens once all of these providers show an interest in your job?
Thanks to Inline’s unique screening process, you’ll never spend your precious time screening an exhaustive list of candidates. Our team screens each provider to ensure they match your criteria.
By combining our quality-first approach with the expansive reach of digital marketing, Inline is evolving the way we think of healthcare staffing. If you’re interested in learning how digital marketing can transform the way you hire providers, click below to schedule a call with our team.
Choose Quality Over Quantity with Inline
We talk to a lot of candidates at The Inline Group. Using our state-of-the-art AI and real-life recruiting professionals, we’re able to source, screen, and match candidates all day, every day.
To better understand how our process compares to others, though, I recently did an experiment to see what I could learn from other recruiting approaches. I was surprised by what I learned and I’d like to pass on why discoveries like these matter.
I also want to pass along my deepest respect and gratitude to the people who do this job every day. You have a tough job.
I posted a real job for a family medicine physician that I received from a hospital’s internal recruiter. I had a great deal of information about the job, including that the position paid well and that and it was located in a desirable suburb of a metropolitan area. Upon hitting enter, I immediately received 276 possible candidate matches based on the algorithm used by the job board.
Sounds great, right? I knew that number was too good to be true, but I didn’t realize how far from valid it really was.
Firstly, 91 of those matches weren’t even physicians. After weeding out the physicians who had the appropriate experience, I was left with 48 candidates to call. Not a single one answered the first phone call. After connecting with some of those candidates, I found that only 12 were actually interested in the job listing. From there, I was left with three candidates who met 85% of the job criteria and were willing to look at the job.
Keep in mind that this process took ten (long) days of work to complete. And I’m guessing you’d like to bypass this entire process and any others that resemble it. If you are a client of The Inline Group, that’s exactly what happens.
We maintain a massive database of candidates. We are updating and refreshing this data every day. We deliver detailed client information and we do not submit a candidate without their approval. If a candidate requests removal from our data, we immediately do as requested.
This past year has presented us with many challenges that we were able to turn into opportunities to become even more efficient and effective for our partners. Just think what we can accomplish together in 2021.
Allow us to brag on our team for a moment.
In 2020, Inline:
- Added 405,724 unique candidates into our database
- Made 112,612 phone calls
- Submitted candidates to 7,238 jobs with 4,778 unique candidates
- Updated or added 88,123 candidate call notes
- Connected with 23,985 candidates
- Added 405,724 unique candidate into our database
When you partner with us, you set the parameters and work with us to see the candidates who meet your criteria. That way, you don’t have to start with 276 matches that need your surveying. You can start with the 3 candidates who match your criteria and want to know about your facility.
Partner with Inline to work with the candidates who meet your needs.
Head Into 2021 with Flexible Recruiting from Inline
For many of us, 2020 left us without options. We worked from home, cancelled plans, and waited for the latest update on what we could and couldn’t do. For healthcare recruiters, this lack of flexibility may sound familiar. Retained and Contingency firms only offer hefty placement fees, and databases don’t screen candidates beyond their CV. Our industry leaves many recruiters feeling like they’re better off just doing the job themselves. But with AAMC projecting a shortage of up to 139,000 physicians by 2033, it’s safe to assume your job isn’t about to get any easier.
This is where The Inline Group steps in. When we first began offering fully transparent candidate sourcing 15 years ago, we set out to solve the problems in-house recruiters face. Now that your problems have evolved, so have our services. We’ve stayed in tune with our clients every step of the way and now proudly offer multiple subscriptions options customizable to your unique needs: Inline Platform Flex and Inline Platform Essential.
Inline Platform Flex
The Inline Platform Flex provides lower monthly subscription fees for facilities with low volume hiring goals. Instead of paying for services you may not need, Platform Flex empowers you to focus your search on one or two openings and pay once your position has been filled. You’ll still have full access to our core platform; Your pricing is simply adjusted to benefit your facility and your specific needs.
Inline Platform Essential
The Inline Platform Essential provides unlimited hires for facilities with high volume hiring goals. Instead of the usual pay-per-hire model, Platform Essential empowers you to adjust and expand your search to all of your current and future openings, all for a monthly subscription fee. This subscription also includes full access to our core platform.
Not sure which platform will work for you? No need to worry. We work with facilities of all sizes with a wide variety of needs. Whether it’s a rural facility filling a specific role or a larger facility with ongoing hiring needs, we have a platform designed for you. With our database now open to physicians, advanced practitioners, and nurses (and did we mention we now include all specialties?) Inline is a one-stop-shop for all of your hiring needs. Click below to learn which platform is perfect for you!
Expect Transparency from Our Candidate Database
We believe in healthcare recruiting. And the right people can’t find the right jobs when firms use tricks at any part of the process. And, beyond that, we believe in efficient recruiting. When you post open jobs, you won’t need to start from scratch to find candidates. We have more than 95% of the practicing doctors in our database already, and we know how to best leverage that data. It’s a lot easier for you to search for doctors who have already been sourced and screened by us.
Our approach in this space is important to note because other recruiting firms take such a different route.
In fact, there are some secret practices that you should look out for from other firms.
1. Old data.
Firms like to tout their huge databases and years in the business. Be sure to ask, “How old is the data? How do you refresh the data?”
2. Irrelevant data.
Organizations claiming to have updated personal data on their physicians don’t tell you that the physicians in their database did not sign up to be recruited.
3. Shallow data.
Databases and job boards could care less about their data or the candidate. They just want more. As the president of one organization said, “ I don’t care about candidates, I only want CVs”.
4. Thoughtless data.
None of them care in the least about the candidate.
All of that can leave you spinning your wheels and coming up short.
The good news is that Inline does things differently for you.
1. Refreshed data.
Our data is continually updated, added to and removed from by professional recruiters who talk to thousands of candidates a month.
2. Relevant data.
Our candidates use our service to find jobs. They know who we are and they know what we use their data for. Our database has over 1.2 million records, but we know who is active.
3. Smart data.
Our technology was created for recruitment and nothing else.
4. Thoughtful data.
We care about the experience of the candidate. That’s why candidates choose us. We treat them like more than a CV.
We actively market to the candidate population every day. Real live humans use data generated from artificial intelligence in our technology to efficiently and effectively source screen and match candidates exactly to the parameters of our clients. And we’ll tell you exactly what we do and how we do it.
At Inline - we don’t have any secrets. We have your back.
Head into 2021 with Free Access to Our Provider Pipeline
Everything in 2020 was more complicated and took longer. It seems like everything that happened after Christmas 2019 has been a blur. Uncertainty was everywhere, but nowhere did it loom larger than in the world of physician staffing. And it isn’t over yet.
Physicians experienced layoffs and administrations focused on virus resource management. Recruiting screeched to a halt and no one had any time to spend on new resources or contract approvals.
With six (6) weeks remaining in the year, uncertainty returns. Administration is back to the very necessary focus on COVID-19 at the same time that 2021 needs start exploding. Revenue shortfalls in 2021 must be made up with fully-staffed facilities. Yet, few clients tell us that they anticipate additions to their recruiting budgets.
This is no time to put a pause on your candidate sourcing, regardless of budget.
Inline wants to help reduce stress and make life easier as our clients rush to fill openings. So, we are offering you free access to our candidate pipeline through the end of 2020. Rely on our successful digital marketing platform and direct marketing, as well as our large database of active candidates and live advisors sourcing, screening, and matching candidates for absolutely no upfront cost.
That’s right, no need to request upfront funds or get approval of long contracts. Just our exceptional platform with no upfront fees.
We take the risk, you pay when you get the candidate.
Candidate activity in 2020 never slowed down. However, physician recruiting firms laid off huge numbers of recruiters and even closed offices and locations. Ramping up to help with demand in 2021 will take time for most firms.
Not for Inline. Because our model is cost-effective and we don’t support a huge infrastructure, we spent 2020 finding new ways to meet the needs of our market. We added specialties, updated thousands of candidate records, and continued to source and match candidates to our clients.
We had more than 30 hires last month alone. And just last week we placed a physician in Peridot, AZ, a town of 1,400. Who says you can’t place doctors in rural areas?
Get a jump on the competition - have your landing page up and running and have your jobs posted in our massive applicant tracking tool. Get candidates matched with AI, but confirmed by real live human beings. Matched to your parameters.
Don’t let 2020 pass you by. Save the stress and anxiety and let us get you a jump on 2021.
Tap Into Better Email Outreach
Inline takes your recruiting efforts online because that’s where the providers are. In addition to search and social, our strategists rely on email outreach to get you access to quality candidates.
Why is email outreach so essential to marketing plans? Because it’s one of the most powerful tools you’ll have to reach the right people with the right information. But, because email is an often misunderstood and misused tactic, we wanted to share more about how we help our clients leverage it.
First off, you need the right recipients. That’s why we curate a vetted pipeline so that the emails land in the right inboxes. Great content won’t mean anything if it’s not being sent to interested, qualified providers.
Next, it’s all about what’s in the email. Job-seekers want to know about the jobs. So, we don’t give them the runaround or try to bait and switch them. We sell them on you and on the job details. It might seem like a given, but it’s something a lot of firms aren’t doing.
Then, there’s design. You need to have a recognizable and consistent visual brand, which is why we help to standardize yours. And, with more people using their smartphones during their job search, we make sure you’re mobile-friendly.
Obviously, everyone’s inboxes are flooded with information every hour. But this doesn’t mean people are ignoring emails. It means that emails need to be more valuable than ever before to break through the clutter. And, for candidates who check their email in the hopes that the right job will be posted, we want to make great use of that first impression as well as the follow-through.
How Sourcing with Inline is Different
Ask the hiring manager at any healthcare facility and they’ll tell you—at some point, they’ve worked with third parties to fill a provider opening at their facility. One of our clients reported working with as many as five firms at any given time during their search. It makes sense, right? If you have a larger group of people looking, you increase your chances of finding a provider. Not necessarily.
The primary service claimed by most recruiting firms is sourcing. But what exactly is sourcing? And are these firms truly providing it? If you speak with a retained firm, contingent firm, or a database, they all define it differently. The chart below displays the different services provided by types of recruiting firms.
What does sourcing mean to a Database/Job Board?
Job boards are a cost effective way to gain exposure to a large quantity of candidates. The problem most in-house recruiters face with job-boards is the lack of screening. Receiving a list of 100 interested candidates is more of a problem than a solution. It becomes the facility’s responsibility to sort through this list. Which for time-crunched in-house recruiters, this provides little help. Some job boards have begun offering “customized sourcing.” This is an added on service, which you pay for by the hour. However, there are no guarantees the time you purchased will be spent on candidates who match your opportunity—meaning you’ll just have to purchase more hours if your search goes unfilled.
What does sourcing mean to contingent firms?
When a contingent firm sources candidates, their business model focuses on one thing: making a placement so they can get paid. While their screening process may check off your skill-based requirements, they don’t dive deep into the cultural match between a candidate and your facility. In fact, Inline clients have asked about physicians presented by contingent firms. When our team searched for the candidate, we’d discover that our in-depth screening process had already removed them from the pool of top candidates. Here’s what Alicia Bacsik, RN, BSN, and Office Manager with Pediatric Associates of Watertown had to say,
“...there were many times when I sent [Inline] a provider name to clear that was given by another recruiter. Within minutes, [Inline] would email the logical reason why that name had not been forwarded to our practice. I would have ‘wasted’ valuable time tracking down that name. Based on the information they had, the other recruiters should have known that it could not have been a match for our practice.”
What does sourcing mean to retained firms?
Retained firms rely on placement fees acquired when you hire a candidate. This commission-driven payment model requires a certain level of secrecy throughout the screening process. For much of this process, retained firms withhold your facility’s details from the candidate, and vice versa. This is what guarantees them a placement fee. While many retained firms offer a “guarantee period” for placements, these don’t protect you as much as you think.
“For the past 5 years we have had an average of 6 physician recruiters working for us in our search for a pediatrician. We were able to hire a physician at one point at the cost of $35,000.00. Unfortunately the doctor left our practice 2 weeks after the allowed time for a refund or credit.”
If a recruiter isn’t properly sourcing candidates, the quality of the candidates provided will suffer. Being thorough on the front-end of the sourcing process will not only save you time, but will build you a pipeline of candidates to use in future searches. Inline focuses on elevating your facility’s exposure among candidates. You’ll always have access to candidate details—and candidates will always have your facility’s details.
What does sourcing mean to The Inline Group?
Inline has always existed to provide you with all of the help you need, without the uncertainty and hidden fees associated with much of our industry. When Inline sources candidates, we market your facility with your branding. While contingent and retained firms charge per marketing campaign, Inline always includes consistent marketing. Through consistent messaging, we build you a pipeline of candidates with strong engagement from the workforce.
Then, our team thoroughly screens for hard skills, soft skills, and company-culture compatibility. We don’t just read through CVs—we build a relationship with candidates to learn who they are and what they want. By the time your team sees them, they’re ready for the first interview. As a true sourcing partner, we ensure your hiring team only spends time on top-tier hiring responsibilities.
“Their unique approach to staffing medical professionals of all kinds sets them way above the other groups. I can’t even say ‘peers’ because I do not feel the other recruiters are in her league. They were able to do what no other recruiter has done for the past 5 years: find us a wonderful doctor that is a perfect fit for both of us!”
If you’d like to learn more about Inline’s unique and comprehensive sourcing model, click here to schedule a consultation.
Should You Be Hiring Right Now? Absolutely.
Above all else, don’t wait until 2021 to start filling your candidate pipeline. If you do, you'll likely be seriously left behind.
There are two big shifts happening right now. There is the national physician shortage and there is also the growing appetite for change. These two factors have a significant impact on your current and future hiring needs. We want you to be ready for those changes now.
The worldwide pandemic has further strained a medical system already experiencing a shortage. The American Academy of Medical Colleges (AAMC) reports that shortage numbers have increased from even the original expectations before COVID.
“The physician workforce shortages that our nation is facing are being felt even more acutely as we mobilize on the front lines to combat the COVID-19 national emergency.”
- David J. Skorton, MD, AAMC President and CEO
Resulting from the pandemic and the healthcare industry’s response, more physicians than ever are considering their options. Burnout grows as understaffed organizations lean on current staff – resulting in physicians either leaving medicine or changing organizations. Physicians also found themselves in the unexpected situation of being furloughed, terminated, or facing a modified contract. With experts predicting that 30+ percent of physicians intend to change their status when they believe COVID is behind them – now is the time to start talking.
Proactive facilities have already resumed hiring. Hires, which dropped dramatically between February and July 2020, saw a 300% increase in August and September.
And at the Inline Group, we’ve also seen a record number of candidates entering the employment market. In the last 60 days, Inline has added more than 46,131 active candidates. In the same time period last year, we entered 9,635. That is an increase of 378%.
An increase in candidates means one thing to us: an increase in options for you. We’ve added all specialties to our platform (physicians, nurses, advanced practitioners) and can now offer you access to our pipeline completely risk-free. We know it’s tough to get contracts signed and to commit money at this time, so a zero-dollar, commitment-free way to see how well Inline can work for you can get you started.
From now until the end of 2020, you can access the Inline Flex Platform for $0 for 12 months. Then, when you’re ready to make a hire, you’ll only pay us upon placement. And, better than that, we also offer a 60-day placement guarantee.
With shortages expected to only grow – now is the time to get back to recruiting. Sign a Flex Contract (you’ll pay only when you hire) and get a jump on the competition.
For additional resources, The AMA has created a document (Navigating physician employment during COVID-19) to help physicians understand their rights. The AMA has created guidelines for physicians unhappy with their contracts and the way they were treated by their organization, who are unsure of where to go from here.
Roundup: What Defined Recruitment in 2020
The recruitment process, at its best, adapts quickly to the needs of the people it serves. That’s why we believe that if we can’t predict what’s about to happen, the next best thing is to provide seamless solutions. Despite the unexpected issues and trends this year, we’re appreciative of what we’ve been able to improve upon and innovate for our clients. Our technology-forward, people-first approach allowed us to adapt to the hurdles and changes 2020 created in our industry. Below is what we’ve seen as the defining traits of healthcare recruitment throughout the year.
1. Online Presence
We’ve long seen how valuable an effective online presence is for our clients. And as 2020 pushed more people online for more time, it wasn’t just important to be online. It was essential to be in the right place with the right content at the right time. And that doesn’t happen accidentally. Email marketing, social & paid strategies, and microsites rose in relevance this year and continue to be game-changers for our clients. Learn more about our approach to your online presence here.
2. Time Management
With the lines between work and play and professional and personal so blurred right now, time management is trickier than ever. Because your work and time are extremely valuable, we want to make sure you make the most of both. One essential way to save yourself time is to find trusted help on the bigger time-wasters. Inline’s services do the work of finding candidates for you so you can focus your time and attention on hiring instead of the runaround. Learn more about other ways you can save time when you partner with The Inline Group here.
3. Putting the “Care” in Healthcare
Value-based medicine rewards physicians for providing individualized care for each patient. It’s a type of care that is proactive, preventative, and patient centered. This total patient view results in greater patient adherence to treatment. When people are properly cared for, healthcare systems operate more effectively and efficiently so that more patients can be seen. Learn more about the benefits of value-based care here.
4. Family Medicine
With doctors entering the field to fill specialty disciplines, there’s still a critical need for family medicine physicians. And throughout the COVID crisis, family medicine doctors have played a crucial role in serving patients and facilities in need. Moving forward, it’s clear that the physician shortage will continue to affect family medicine, so we’ll be here to help you navigate it as a candidate or client. Learn more about how NYC family medicine doctors stood up during the COVID crisis here.
5. Recruit for Future Positions Now
Recruiters need to be agile in order to recruit nurses, PAs, and physicians in the COVID rebound, as those furloughed return to work. You don’t want to be left with unviable or too few options when you’re ready to hire again. Stay connected to the candidate pipeline now with our risk-free subscription options. Learn more about your options for accessing our candidate here.
We’ve been so encouraged by the dedication and support we’ve seen in our industry this year. Please let us know if there’s anything we can do to help you now or in the future. Click here to schedule a consult.
Getting More Out of the J-1 VIsa Process
As a physician recruiter, you’ve likely hired or considered hiring a physician who required a J-1 visa. Comprising one-third of the physician workforce, foreign-born candidates play a critical role helping with the physician shortage. No matter how much experience you have with hiring J-1 candidates, you have something to gain from our Inline Session with Sid Chary, an immigration lawyer who focuses on the J-1 process for physicians and healthcare facilities. In the session, he discussed how hiring teams can get as much as possible from the experience when hiring J-1 physicians.
J-1 Visas and Physician Retention
When you hire a J-1 candidate, they are contractually obligated to stay with your facility for a minimum of three years. This means your team has a guaranteed three years to retain this candidate beyond the visa program. Post J-1 sponsorship, these physicians can apply to change their visa status to H1-B or they can obtain lawful permanent residency. By getting involved in this process and showing your physician’s you’re invested in their future, you increase the odds they’ll stay with your facility.
Planning for your J-1 Visa
You’ll need to plan in advance - the visa process can take 7-12 months. When you consider that in seven months, you’ll gain access to 30% more candidates. As the hiring facility, your responsibility is to obtain a J-1 waiver. This waiver is what allows you to hire physicians who have applied for the actual visa.
Working with Immigration Lawyers
The most important thing to remember when working with an immigration lawyer is asking for a flat fee. The common practice among immigration lawyers is charging a flat fee for their service. If they ask you to pay an hourly rate, this is a red flag that they don’t have much experience in immigration law. Also, keep in mind that fees will vary by state. You’ll have to pay federal fees, filing fees, and attorney fees.
J-1 Waiver Eligibility
Many factors determine if you qualify for a waiver. The main qualifier is your HPSA score. As long as your score is over seven, you can apply. This score is determined by the need for healthcare in your community. Typically, FQHCs and those serving underserved populations qualify. You can check your facility’s score here.
While this process can seem intimidating, there’s no need to stress over it. With multiple resources available to aid you through the J-1 process, there’s no reason your facility can’t utilize this portion of the physician workforce. To watch the full Inline Session with Sid Chary on J-1 visas, click here: Access Full Session
Finally, Your One-Stop-Shop for Nurse and Physician Candidates
Something that we always strive to prove to our clients and prospective partners is how valuable we find your time. That focus drives so many of our business decisions and evolutions. It’s what led us to update our brand and it’s what recently led us to open up our network to nurse candidates.
We exist to make it easier for facilities and providers to find their best matches.
Our latest mission? Making sure you don’t have to rely on multiple partners for your sourcing and screening needs.
That’s why the The Inline Group now supports nurse specialties.
If you’ve ever heard anything about The Inline Group, it was probably regarding our smarter tech and customized service we provide to your search for physicians. And we’re proud of that. But we’re excited to expand our offerings and our reach. We will be able to help our current clients do more and we’ll be able to meet more needs as we work with new contacts.
We’ve been a healthcare sourcing partner for a while now, and our expertise in this space makes this expansion that much more intuitive. We know that the industry will continue to shift, whether with nurse shortages, changing turnover rates, or patient needs. Whatever you’ll face, we’ll have solutions.
- Choose your subscription to The Inline Platform:
Platform Essential Subscription - Unlimited access to candidate pipeline with monthly subscription and never pay an additional fee
Platform Flex Subscription - Unlimited access to candidate pipeline from $575/month and pay an outcome fee upon placement
Customize your subscription with digital marketing and other features
We work as closely with you as you prefer, adapting alongside you as your needs shift
Access our new website and refreshed platform that make our comprehensive tools easier to use
In an effort to help you learn more about The Inline Platform and our new service offerings, we’d like to offer you a 15-minute consultation. Schedule your call here.
On your call, you can ask any questions you may have about your unique hiring needs and how we can best help. And if you want to learn more about Inline after your consultation, you’ll have the option to schedule a demo and see how our tech can change your recruiting game.
The Changing Recruitment Landscape: What & Whom Can You Trust?
You’ve heard it before - 2020 has changed the way we recruit healthcare providers. As a result, many firms are doing two things: presenting outdated recruiting tools with a new “spin” and conjuring up new tools for which they aren’t experienced in using.When we saw a prominent physician job board recently publish an article about incorporating these subpar practices, we found ourselves scratching our heads. Because the real loss in this new trend is with the already busy in-house recruiters. Deceptive content wastes time and money. We've compiled a list of red flags to be on the lookout for when firms try to put a fresh spin on old tricks.
Red Flag #1: They’re still focusing primarily on conferences/career fairs.
The physician recruiting industry relies heavily on career fairs to reach candidates. As such, 2020 led us to the virtual fairs. But here’s the catch - whether in person or virtual, career fairs primarily reach candidates actively searching for new opportunities (which is only 14% of the physician workforce). While it’s important to speak with these candidates, it should never be the primary source of candidates.
For The Inline Group, we’ve always focused on reaching both active and passive candidates. While the pandemic has impacted physician recruiting, your job has never been easy. Our unique sourcing model was created to make your job easier, not just hand you low hanging fruit.
Red Flag #2: They’ve implemented a new recruiting tool as a reaction to the pandemic.
Recently you may have heard the word “marketing” being thrown around in the recruiting space. For some firms (like Inline), marketing means multi-channel campaigns running live for months, consistently building a pipeline of candidates. For physician job boards, like the prominent one referenced above, it means asking you to pay for banner ads that will be shown to the active candidates already engaging with you via the career fair.
While marketing is a necessity in reaching the modern physician, it requires a unique skill set. For firms embracing it as an impulse reaction, marketing becomes a messy waste of money. If a firm has experience with recruitment marketing, they’ll know that it’s an effective way to reach the passive workforce. Inline has successfully been filling searches via digital marketing for years. You can check out a client’s success here.
Red Flag #3: They still aren’t screening candidates for you.
We can all agree in-house recruiters are busier than ever, yet all physician job boards continue to simply provide an un-screened list of interested candidates. In the above referenced article, the job board brags about supplying the CV of every single candidate in attendance. But who do they expect to read and sort through these hundreds of CVs? You.
Why would a firm acknowledge how busy you are but not offer a service that saves you time? The Inline Group screens every candidate against your unique criteria before asking you to spend time on that candidate. Our team of recruiters spend all day, every day speaking with providers, ensuring they’re both interested in and qualified for your opportunity.
There’s no doubt our industry continues to evolve. As you consider different tools to support your recruiting efforts, ask yourself this question: How much is this company actually helping me? If they’re simply providing an exhaustive list of CVs, the answer is “not much.” But if you’re interested in modern sourcing tools that truly adapts to your changing needs and provides vetted candidates, click here to connect with us today!
How Family Medicine Could Repair a Healthcare System in Need
Family medicine doctors provide one of the most valuable services to the healthcare system; they work to reduce unnecessary care.
Tapping into the larger opportunities that this collective, preventative approach enables for our industry also reveals the implicit importance within individual facilities. Working closely with Larry Bauer, CEO of the Family Medicine Education Consortium, we have highlighted some of the ways that your facility can best approach leveraging the power of family medicine doctors.
“Family Physicians work to protect people from the medical-industrial complex.” -Larry Bauer
The above statement from Mr. Bauer perfectly captures what pulls so many people into this line of work. Family medicine is a critical component of our healthcare system because of the inherent patient-first focus. The passion and versatility of this type of practice leaves family physicians poised to take care of a broad range of patients.
Larry Bauer continues on to elaborate on what putting the patient first looks like.
“Family Physicians are ‘generalist experts’ who are good at serving patients with comorbidities. Understanding a patient’s values and preferences while they consider the scientific evidence related to the patient’s problems, they can personalize care to the needs of the patient. They are pragmatic--what works for the patient comes first.”
This is what we really mean by seeing passion and versatility at work.
As advocates for the value of family medicine physicians, we want to make sure your facilities work to maintain their placement on your staff. Family medicine is an incredibly demanding profession and we don’t want to discount that truth. But for the practitioners’ sakes, we want to highlight the exceptional sacrifices they make and help pave the way for more to follow in their footsteps. The broader system benefits from such efforts and placements.
We know that there is often a crucial need to focus hiring efforts on specialized doctors. But we also know that family medicine doctors are often overlooked because their specialties aren’t specific enough. While specialists are a necessity, a major source for specialists’ referrals is family medicine doctors.
While the ‘direct’ monetary influx of a family medicine doctor may be smaller than a specialist’s, they do have a direct impact on how much work the specialist receives. Four years ago, a large hospital system on the East Coast announced that it would be getting rid of its family medicine residency because there was uncertainty as to the value. There was a large outcry against this decision, which forced the program to stay in place. Then, this year, as the COVID-19 crisis ravaged our industry, family medicine doctors stepped up and proved their invaluable support.
Jamaica Queens Hospital had 150 patients helicoptered to upstate New York (specifically, Albany). That hospital turned into an ICU (a demand from Governor Cuomo) and was staffed by family medicine residents and physicians from outpatient facilities because no one was going to them. These doctors and residents showed their care adaptability and flexible abilities.
We’ve also seen family medicine doctors training pediatricians to help treat older patients during the COVID-19 pandemic. It’s been an all-hands-on-deck scenario that, again, proved the versatility in the practice of family medicine.
Without a quick answer to the physician shortage, our healthcare system needs to be better prepared to keep our growing population healthy. Both during a pandemic and in their day-to-day practice, family medicine doctors are an essential part of battling that shortage. We know that we, as an industry, can better prioritize plans to deal with pandemics like COVID-19 better.
“Family Physicians have an adaptive capacity that allows them to respond to the whole ecology of care--filling niches where needed. We see them adapt to advances in medicine by integrating nutrition, genetics, and evidence-based medicine.” -Larry Bauer
You can learn more about Larry Bauer, the Family Medicine Education Consortium, and their initiatives at https://www.fmec.net/.
If you'd like to watch our full Inline Session with Larry, click here to Access Webinar .
Three Most Effective Recruiting Tools of 2020
Healthcare recruiting hasn’t changed much in the last twenty years. We’ve upgraded from filing cabinets to computers, but a lot of the processes have stayed the same. This stagnancy is what fueled the creation of The Inline Group. Our leaders saw a better way to find healthcare providers and created a platform that empowers hiring teams to exceed their goals.
Fast forward to 2020, and a global pandemic is exposing the flaws of major retained and contingent firms. Their lack of transparency and exorbitant placement fees are no longer helpful to financially and time strapped healthcare facilities dealing with COVID-19. Consider this: LinkedIn data shows healthcare hiring has dropped 19.4%, year over year. However, the demand for providers like intensive care nurses and hospitalists has more than doubled. So when third-party firms like Jackson Healthcare report increases in cancelled placements, we have to wonder: why aren’t your tools designed to help facilities through tough times like this pandemic?
Healthcare facilities still need providers - the need has simply shifted. In an ongoing effort to provide the most effective services possible, Inline is providing you with three ingredients to our “secret sauce.” The following tools are what make our platform so effective, even when the hiring environment faces change.
1. Real-Time Reporting
Have you ever had a search take longer than anticipated? Then, when your team tries to address the cause, no one seems to know why? What your search lacked was data. Consider the physician’s process when looking for a job: they see a job listing, they may read through it, then click apply, speak with whomever comes first in the screening process, and the list goes on. There are many steps a physician takes before they begin the onboarding process.
So what happens between the moment they notice your job and when they disappear from the search altogether? In recruitment marketing, we refer to this as the bounce rate. The bounce rate refers to the percentage of visitors to your page who leave it without taking action. For Inline’s clients, our real-time reporting allows them to utilize this data to their advantage. When a candidate views an opportunity listed with Inline, we track if they viewed a page, clicked on a page, visited multiple times, and more. This data allows our team to re-target these candidates and ensure you never miss a qualified candidate.
2. Candidate-Focused Landing Page
Did you know you only have 15 seconds to capture a site visitor’s attention before they leave your webpage? So while your facility’s website has a Careers Page, is it working to your advantage? Your website primarily focuses on patients. For a provider, they’ll need to find the link to your Careers Page, navigate through every other job listed, educate themselves, on your opportunity, and then figure out how to apply. While for some professionals, this process seems simple, healthcare providers tend to have little spare time. Asking them to click through your website in search of a job could cost you valuable candidates via the bounce rate.
Inline sought to solve this common problem by creating custom, candidate-focused landing pages to all of our clients. These simple, yet effective landing pages only provide the information candidates want to see. From there, the application process involves our team of recruiters doing the heavy lifting so the candidate (and your hiring team) can focus on making the decision to work together. The best part? Even if a candidate doesn’t apply, our data mentioned above lets us know that they visited the landing page. We’ll be able to reach out to these candidates again to see if they’re still interested.
3. Segmented Candidate Marketing
None of the above tools matter if you aren’t reaching the right candidates. If your job reaches 1,000 people, but 50% of them are the wrong specialty, you’ve wasted both time and money. Consider that marketers who segmented their audience saw a 24% increase in leads. There’s a good chance that 24% includes a candidate who matches with your opportunity. But what exactly is segmented candidate marketing?
Let’s use a job board as an example. Job boards list an opportunity and wait for candidates to find it, without much happening beforehand. Then, you end up with unqualified applicants who think a physician assistant fetches coffee and responds to emails (yes, this has actually happened). When you segment your audience, you put yourself in control of who views and applies your jobs. Every marketing dollar you spend will drive an actual healthcare provider through the application process, thus limiting the number of cold calls and screenings you need to do.
While the recruiting industry is slowly embracing tools like those mentioned above, The Inline Group has been utilizing and fine-tuning them since day one (and we’ve gotten pretty good at using them). If you’d like to learn more about how these tools can increase your hiring efficiency and success, click below.
Why Digital Marketing is a Must-Have for Healthcare Recruiting
When the AAMC predicted a shortage of almost 140,000 physicians by 2033, in-house recruiters faced a shift in their responsibilities. Their job suddenly centered around “selling” physicians on why they should choose a certain facility over another. Much like selling consumer products, recruitment marketing success comes from strategically placing your brand in front of your target audience, building brand awareness, and eventually compelling them to take action. When utilizing digital marketing for healthcare recruitment, there are three main goals:
- Raise brand awareness for your facility
- Build a candidate pipeline
- Hire quality, screened candidates
For a hiring team, these goals probably sound familiar, with the exception of building brand awareness. However, in order to reach your pipeline goal, you need to understand brand building first. When executed well, your facility becomes top-of-mind for candidates, resulting in you being their first choice when they decide to begin a job search.
For hiring, you’re familiar with tools such as applicant tracking systems and candidate databases. For digital marketing, there are a few tools necessary for success as well:
SEO (Search Engine Optimization)
Every landing page on the internet is assigned a quality score by Google. This score represents how relevant your page is to what is entered into a search. By utilizing SEO, you increase your visibility in organic (unpaid) search results, placing you in front of candidates entering a job search.
Cost Per Click Ads
When placing an ad online, you’ll build an audience for it in order to ensure the appropriate people see it. The amount you pay for this ad is based on how many of those people actually click on it.
Your facility likely has a website that provides useful information to patients. A candidate-focused landing page allows your audience to bypass the information they don’t need and learn about provider careers with your facility. (This also helps your SEO score, mentioned above.)
You’ve sent emails to candidates before, but journeys take it a (big) step further. Journeys use automation to send emails when your audience sets off specific triggers. This allows you to instantly speak with and build a long-term conversation with candidates.
Social media allows you to target a specific audience based on criteria chosen by you (i.e. specialty, education, etc.). This also allows candidates to digitally experience your facility’s culture.
Since COVID-19 hit, the strength of digital marketing has increased. Because of furloughs and lay-offs, more candidates than ever are now exclusively on their devices looking for new opportunities. Digital marketing empowers you to reach this massive audience at their fingertips. During our Digital Marketing Inline Session, Morgan Palmer of MedStar dove deep about the importance of digital marketing for healthcare recruiting. Click here to watch the full session.
Why You're Wasting Your Time with Recruiting Firms
In-house recruiters use recruiting firms. Whether or not you want to admit it, these firms provide a necessary service for healthcare facilities hiring providers. In fact, 65% of in-house recruiters utilize search firms, according to AAPPR’s 2019 Benchmarking Report. But are the results good enough to continue working with them? And is there a modern, improved resource available?
Let’s talk about retained recruiting firms.
You pay them retainer fees for a single search, and they produce a candidate. So why does most of our industry have such bittersweet feelings towards them? Is it the way they handle candidates, the high fees, or something else? Let’s compare the retained recruiters process to The Inline Group’s.
|Retained Firms||The Inline Group|
|Charge fees per search. With the average search firm charging $20,000 per opening, your recruiting budget will disappear quickly if you have more than one need.||Offer a monthly subscription service. Our Platform Essential option allows you to pay a small, custom subscription fee for unlimited hires. We created our service around the reality that many facilities need multiple openings filled and can’t budget for a “per search” pricing model.|
|Withhold your facility’s information from candidates until late in the search. By keeping candidates in the dark about your facilities name, they guarantee they receive credit for the search. However, this prevents you from building a pipeline of candidates to make future searches more efficient.||Our team sources candidates with full transparency. When speaking with our advisors, candidates will learn about your facilities name, location, company culture, and more. We never withhold information because we don’t have to.|
But what about contingent firms?
Commonly viewed as the low-risk option, many facilities will work with contingent firms for the security of only paying a placement fee once the search is filled. However, because these firms hold little to no contractual obligation to filling your search, both quality and timeliness can lack. So how do contingent firms compare to Inline?
|Contingent Firms||The Inline Group|
|Charge per search, at the end of the search. While there is appeal to pay-upon-completion, contingent firms still charge inflated placement fees for every candidate provided.||Our Platform Flex provides you with low monthly subscription fees. Our team isn’t paid via placement fees, so you have the peace of mind that they are truly finding the best candidate for your facility.|
|Don’t provide data or insights from your search. Understanding what does/doesn’t work during a search and knowing how candidates are responding to your job listing helps you work more efficiently in the future. Contingent firms don’t provide this information from their search.||Our client portal provides you with live updates to your search. We constantly strive to improve the way we serve you. So we created a portal that provides all of the details of your search. Something’s not working? We’ll fix it. Search has a great response? You’ll know that too.|
And then there’s databases/job boards.
Databases work extremely well as a tool in a larger recruiting toolbox. But depending on a database to provide you with everything you need in a candidate search will leave you disappointed. This service simply provides you with an extra web page on which your job is listed. Even if it proves successful, you could end up overwhelmed with applicants who are interested haven’t been vetted for your job requirements. Let’s see how a database compares to Inline’s process.
|Database/Job Board||The Inline Group|
|List your job but don’t provide screening services. You may gain more exposure through a database/job board but this could make your job more difficult. Without a screening process to go along with the job listing, you’ll be inundated with unqualified candidates.||Only provide vetted, qualified candidates. Our team of advisors spend every day speaking with candidates to ensure they meet your search criteria. You’ll be able to focus on the high-level tasks involved in hiring candidates, instead of spending time sorting through CVs.|
|Only reach candidates who are actively searching. With only 14% of the physician workforce actively searching for work, a database has no way of presenting your opportunity to the 86% of candidates who don’t actively visit job boards.||Actively advertises your opportunity to both passive and active candidates. When you partner with Inline, your opportunity isn’t just placed on a website to wait. We market your facility on a regular basis, ensuring you reach as many candidates as possible.|
Last, but not least, we have advertising agencies.
Like we pointed out above, marketing is a sure fire way to reach both active and passive candidates. So it’s no surprise that you may work with an advertising agency to help market your search. However, healthcare recruiting is a unique industry. We’ve actually found that most “advertising best practices” don’t apply to our industry at all. So what makes recruitment marketing so unique?
|Agencies||The Inline Group|
|Won’t provide a screening service. While marketing will allow you to reach a large number of candidates, agencies typically don’t provide the screening service necessary for making your job easier.||We’ll screen every single candidate you speak with. As professionals, our most valuable asset is time. By screening every candidate we present to you, we provide you with extra time in your day to complete high-level responsibilities.|
|Advertisement content will meet industry standards, but not recruitment standards. Selling breakfast cereal takes a different approach than selling a physician on taking a new job. And we all know physician recruiting isn’t an industry you can learn overnight. These agencies simply aren’t equipped with the industry knowledge necessary to successfully fill a search.||We operate strictly in physician recruitment marketing and sourcing. Every ad we produce is for a healthcare opportunity. We’ve narrowed down the best headlines and character counts for our recruitment ads so you don’t have to. Then our team of advisors will still screen every candidate who clicks on your ad.|
No matter how simple (or complex) your hiring needs are, The Inline Group is dedicated to customizing our service to meet them. And no matter how much your needs will change in the future, we’re ready to adjust. Speak with one of our candidate sourcing experts today and learn more about how our platform works for you. Click here to schedule a call with one of our sourcing experts today!
Which Recruiting Subscription Model is Right for You?
The healthcare industry constantly evolves. Whether it be scientific advancements or adjustments to society’s changing needs, you probably aren’t surprised when you show up for work and something has changed. But as your hiring needs change, recruiting tools don’t seem to be changing with you. A quick search of “physician recruiting” shows you the same firms, offering the same services, in the same, rigid pricing model (although the fees certainly have increased). This is why The Inline Group has always approached healthcare sourcing with your evolving needs in mind.
When you choose to partner with Inline, your subscription automatically includes access to our platform. This includes unlimited access to a pipeline of prescreened providers, job posting management, and landing page customization. From here, you can customize your plan to your needs with either Inline Platform Essential or Inline Platform Flex. But how do you know which one is right for you?
Which of the following sounds like you?
The Inline Platform Essential provides unlimited hires for facilities with high volume hiring goals. Instead of the usual pay-per-hire model, Platform Essential empowers you to adjust and expand your search to all of your current and future openings, all for a monthly subscription fee. This subscription also includes full access to our core platform.
A Few Hires Per Year
The Inline Platform Flex provides lower monthly subscription fees for facilities with low volume hiring goals. Instead of paying for services you may not need, Platform Flex empowers you to focus your search on one or two openings and pay once your position has been filled. You’ll still have full access to our core platform; Your pricing is simply adjusted to benefit your facility and your specific needs.
Inline Core Platform - Always Included
While your subscription is determined by hirings needs, you’ll always have access to our core platform. No matter how much your needs change, you’ll always have:
- A pipeline of prescreened providers. Our proven process always involves our team of recruiters. Focused on not just filling your position, but finding the best possible provider, they speak with candidates daily to confirm their interest and compatibility with your unique search. You’ll always have access to this pipeline, so even if you don’t hire them today, you’ll have interested, vetted candidates as soon as you have another hiring need.
- Job Posting Management. Our client portal empowers you to manage your search on your own terms. Did the salary and benefits change for your search? Maybe your requirements for the position need to be adjusted? You can quickly make these adjustments directly from your portal. No more scheduling phone calls or digging through emails to make simple changes.
- Landing Page Optimization. Unlike most recruiting firms, Inline always promotes your facility directly. That means your name, brand colors, exact locations and more will be represented on the custom landing page we’ll create for you. From there, our marketing will drive candidates to your page, building awareness and interest around your opportunities.
No matter how simple (or bizarre) your hiring needs are, The Inline Group is dedicated to customizing our service to meet them. And no matter how much your needs will change in the future, we’re ready to adjust. Speak with one of our candidate sourcing experts today and learn more about how our platform works for you.
How to Get the Most Out of Your Recruiter
Beginning your job search as a physician can be a first-rate experience when gone about correctly. It isn’t necessary to brood over online applications, unsure of your status or if you’ll even get a call. Physicians have been utilizing recruiters as a tool for what seems like forever. Because they are just that, a tool for physicians to utilize, it is necessary to know what you can (and should) expect from them. Not all recruiters are created equally and knowing what questions to ask can help you sort through the clutter.
If there is one thing you can demand from your recruiter, it’s transparency. If you ask for information about a position, he should be able to give that to you, or at the very least disclose to you why he doesn’t know or can’t share. At the end of the day, a recruiter’s job is to know the positions he is trying to fill. If you feel vital information is being withheld, ask why.
On the note of disclosing information, a recruiter should provide you with the location of the position. If you have lived in Manhattan your entire life and can’t imagine life outside of the city, your dream job is not likely to be in rural Kentucky. With more and more physicians demanding more work-life balance, it is critical to ensure that the “life” portion is spent in a city or town that you love living in! Recruiters withholding location specifics is an outdated model. A good recruiter doesn’t need to rely on secret information to coerce you into applying for a job. A great recruiter will give you all the information he can while also acting as your ‘referral’ to the facility, thus ensuring you get an interview.
With location being a major deciding factor, salary definitely plays a large part in the decision as well. While not all facilities will disclose this information (even to the recruiter), having the ‘money discussion’ with your recruiter is crucial. What are your expectations for the location you will be working in? Recruiters will usually have an idea of how negotiable the salary is, as well as if sign-on or production bonuses are an option. In the long run, having this conversation can help your recruiter find opportunities that fit what you require. Also, recruiters are very knowledgeable about what different salary averages are based on location. A $200k salary means a lot more in Omaha, Nebraska than it does in Los Angeles. Bottom line: your recruiter is the best person to be having your salary discussion with.
While on the subject of pay, don’t be afraid to ask how your recruiter is being paid to get you hired. Many recruiters get a big paycheck to place you in a specific job, which inevitably can lead to dishonesty and pressure to accept a position you may not truly want. Finding a recruiter that is simply paid a salary to be a resource to you, the physician, is the best way to ensure you are being pointed in the right direction.
Since the recruiter is your resource, he should be asking questions about you as a person. Skimming through work experience and license specifics is not going to lead to your dream job. A recruiter who has your best interests in mind will also ask about your motivations for change and what makes you unique as a care-provider and as an individual.
Working with a skilled recruiter can be a pivotal moment for your career if done correctly. Take the time, ask the right questions, and land the best job. Keep this transparency in mind during your next career search and you are sure to find improved results.
How Value-Based Care Not Only Survived but Thrived Through COVID-19
Very few physicians and providers woke up in January 2020 believing that they might be prohibited from delivering care to patients, find themselves furloughed, or even face termination. The national physician shortage gave physicians the comfort that not only were their jobs safe, but they were in fact in the driver’s seat. Organizations paid ridiculously high fees to fill difficult jobs with locum tenens physicians. Hospitals and healthcare systems crisscrossed the country buying practices and offering contracts to physicians to solidify patient pipelines.
Enter March and COVID-19. Our fee-for-service reimbursement model screeched to a halt when any non-virus-related healthcare was eliminated. Physicians enjoying healthy practices and incomes suddenly sat at home, wondering what happened. Locum tenens physicians were escorted out the door and non-emergency physicians were furloughed or in some cases had their contracts canceled. No services – no fees.
Unless of course, you had the foresight to join a value-based patient care practice. In April, I was fortunate to garner an invitation to a happy hour hosted by Dr. Faisel Syed and Dr. Daniel McCarter with ChenMed. Dr. Syed is the National Director of Primary Care and Dr. McCarter is the National Director of Primary Care Advancement for ChenMed.
Expecting to hear the same doom and gloom messages, that I typically heard coursing through the industry, I was pleasantly surprised to find Drs. Syed and McCarter decidedly upbeat and energetic. When I asked about the impact ChenMed was seeing from the pandemic, the response was surprising. “No real impact, except that we are seeing our patients via telemedicine.” What??
I learned that ChenMed delivers full-risk value-based care to senior citizens in ten states across the southeast from Florida to Chicago. Value-based medicine rewards physicians for providing individualized care for each patient that is proactive, preventative, and patient centered. Patients in a value-based care practice receive ongoing treatment for chronic illness designed to prevent the acute situations that can often accompany underserved patients, requiring emergency room visits.
“We need to stop paying for sickness and start paying for health,” said Dr. McCarter.
In a full-risk value-based model, the physician is paid to keep the patient healthy and they receive their reimbursement up-front. “ChenMed physicians see an average of 350 to 400 patients when an average primary care physician might see 2,500 or more,” explained Dr. Syed.
Lower patient panels mean physicians and support teams are free to build deep, trusting relationships with their patients. Physicians who understand the many socioeconomic challenges the patient may face, can create a treatment plan the patient can adhere to. For example, caregivers at ChenMed frequently arrange transportation, ensure access to food and supplies, and monitor and treat mental health issues to name a few. This total patient view results in greater patient adherence to treatment.
Dr. Syed passionately believes that value-based care is the cure for a healthcare system in crisis. He says, “If you’re treating the symptoms without looking into the root causes — stopping the runny nose, but not what’s causing it; getting the blood sugar down, but not looking into what’s making it a problem — that’s bad medicine,” Syed says. “Good medicine, true medicine, is the patient and the doctor working together to reach a goal.”
In the full-risk value-based care model, the physician accepts complete financial responsibility for their patient’s medical costs. The average senior citizens spend a significant percentage of their retirement income on healthcare. That retirement income often determines the quality and quantity of care that the patient has access to. It is widely known that the more money you have, the better care you receive.
Not at ChenMed. Income has no impact on quality or frequency of care. Care is delivered equally to each patient as they need it. And they can back those claims with facts. In a report published by The American Journal of Managed Care, ChenMed patients reduced ER visits by 33.6%.
We were so impressed with the passion and message we heard from Dr. Syed and Dr. McCarter, we asked them to share their message at one of our Inline Sessions on healthcare in July. They graciously accepted and their session was one of the most attended. If you were unable to attend that session, or you are interested in hearing from physicians who are both energized and enthusiastic about the future of their medicine, you can view the session here. Drs. Syed and McCarter offer a variety of ways for you to learn more about value-based medicine. We are certain that we will hear a great deal more, as ChenMed moves west.
4 Ways to Save Your Facility Money When Recruiting
No matter the role you play in your facility’s recruiting department, hiring physicians comes with a budget. In 2018, ASPR reported 65% of healthcare organizations used a search firm, with an average cost of almost $20,000 per search. Now consider that in-house recruiters averaged 32 searchesper recruiter for the year. That’s up from 27 per year in 2016. As the number of searches per year steadily increases, your facility is likely searching for ways to drive down recruiting costs. Lucky for you, we’ve compiled some of the easiest ways to save money when recruiting with a third-party firm. Your boss is going to love you for this.
1. Work with a third-party that provides flexibility and customization in how you use their tools. Options: we’re all accustomed to having them. Especially when purchasing goods and services. So why do most physician search firms provide a single (and typically expensive) option? The answer is simple: they’ve never had to provide more. But with healthcare facing a growing physician shortage and constantly evolving needs, search firms should provide a service that reflects these needs.
To efficiently allocate your recruiting budget, you’ll want to work with a firm with customizable services. The Inline Group offers a base subscription to our sourcing and screening services for $575 a month. From there, you can build up your service based on your personal hiring needs, no matter how big or small.
2. Find one firm to fill all of your hiring needs. In 2018, healthcare facilities used an average of 3.6 search firms each. Perhaps you use multiple firms to reach more candidates. But consider that 66% of physicians completing training receive more than 50 queries from recruiters. Odds are, when you hire a candidate, all three of your search firms spoke with that one candidate. The majority of search firms withhold candidate information to ensure they receive the highest payout when you decide to hire.
Alternatively, if your sourcing partner provides full transparency, you’ll know you’re receiving as many qualified candidates as possible. Through Inline’s client portal, you gain unlimited access to every candidate we’ve screened for you, organized by your list of must-have skills and traits. There’s no need to spend money on multiple search firms if you know you’ve already cast the widest net.
3. For large scale hiring efforts, utilize digital marketing for widespread yet segmented reach. This provides the most bang for your buck when you need to make a lot of hires. 86% of physician candidates are not actively seeking new opportunities. So no matter how many job boards you list on, you’re only reaching the 14% of physicians who are actively seeking change. Remember those three search firms you pay for? They’re speaking with the 14%. For facilities hiring a large number of candidates, reaching only 14% of the workforce isn’t enough. Digital marketing places your opportunities in front of the 86%. Would you rather pay full price for a pie and receive one slice or the entire thing? It’s a no brainer. As the first firm to offer digital marketing as a resource for in-house recruitment, The Inline Group has helped healthcare facilities nationwide meet their large scale hiring goals.
4. Only pay for recruiting services that actually provide exposure for your facility. When you work with search firms, do you ever get to see how they advertise your opening? If you take a deeper look, it may surprise you. The majority of search firms display your job like this: “New York City hospital hiring a family medicine doctor. Great benefits. Competitive salary.” From there, the physician won’t even hear the name of your hospital until they’ve signed an agreement with the recruiter. If a search firm is focused on your success, they’ll build you a pipeline of candidates with an established interest in your jobs. Whether you have a new opening tomorrow or in six months, this pipeline sets you up for success every time you have a hiring need.
When Inline partners with a facility, our team instantly begins vetting candidates on your behalf. Every candidate will know your facility’s name and what you offer. Our platform builds awareness around your exact opportunity, meaning each provider you speak with will have an established interest in working with you.
As healthcare hiring needs continue to evolve, so must the services provided to them. If you’re interested in learning more about saving your facility’s recruiting budget while engaging with top healthcare talent, connect with us today and schedule a consultation.
For FQHCs, Three Key Advantages to Sourcing with The Inline Group
We know that FQHCs are seeing their relevance proven over and over again during a time of increased community necessity. And on top of that, with larger medical systems slowing down their hiring efforts, FQHCs are in a nimble position to reach more physicians to fill open roles.
However, this scenario doesn’t necessarily equal increased resources. In fact, we know that higher demand can often mean even less time to meet important business goals, such as sourcing and hiring providers.
Let us help you take advantage of this moment. At The Inline Group, one of our greatest strengths is providing FQHCs with competitive advantages that no other sourcing/screening firms can provide. And that’s because we designed our model to be different on purpose.
"Our data-driven platform gives you more control over the entire process, you can tap into a larger market, and our efforts drive traffic back into your pipeline of candidates."
There are three key things we provide you with that help you find qualified and interested candidates to fill your roles:
- Control - You need good tech and you need good relationships. Our people are here to help you make the most of our advanced technology. Access your listings, candidates, and marketing efforts, all in one centralized portal. How your money is being spent is never a mystery with us. And we can adapt your strategies as we go. We want you to get the providers you need, and we work accordingly.
- Larger Market - Odds are, you’re used to a small pool of candidates. Or, you’re used to candidates who don’t always align with the mission of your facility. With access to the larger market, you’ll have an edge. Other firms weren’t built to source for you or go out into the market for you. We were.
- Traffic Drivers - You need someone who has your back and who helps you stay efficient within a larger pipeline. We help market you directly to providers, meaning we tell our candidates everything we know about you, while other clients keep your info hidden and talk about themselves, trying to protect their commission above all else. And when it comes to your marketing, we won’t run a campaign once and simply hope for the best. If you don’t generate leads, your money has been wasted. Expect consistency of message and frequency in outreach so that your target is reached. We will consistently elevate your exposure.
As an FQHC, you’ve always been able to attract candidates with personal selling points, such as J-1 Visa acceptance, student loan reimbursement, and mission-minded healthcare that reaches more people. Continue to bring those benefits to physicians who look for their work to mean even more. And let us help you find them with smarter sourcing and more intuitive screening.
Good News: August 2020
OUR FAVORITE NEWS
We believe that people are the healthcare industry’s most valuable asset. That’s why we love to share stories about the people who work to make it good. Here are some of the recent stories that have made us proud to read and share.
COVID-19 Fuels Growth of Telemedicine
Telehealth is definitely having a moment. COVID-19 has solidified telemedicine’s position as a lasting solution for access, vulnerability, and cost. Learn More
THE INLINE SESSIONS
Virtual Conference Success
We hosted a virtual conference, The Inline Sessions, from July 13-17. It was a fantastic week of learning, networking, and checking in. Be sure to check out the recordings here: Learn More
Hamsters Helping in COVID Study
Are hamsters immune to COVID? Luckily, someone not only asked, but conducted a study and found that hamsters have potential to prevent reinfection from the virus. Read the published study here: Learn More
Free Psychological First Aid Certification
Johns Hopkins now offers a free Psychological First Aid course, empowering the public to learn active listening, crisis intervention, and more. Learn More
INLINE CLIENTS SPOTLIGHT
Inline partner, MD Now Urgent Care made their 64th hire with us in August! They've been partnered with us for 36 months.
“Our landing page was up within days, we received our first match within the first week and were able to fill two positions in two months, resulting in an excellent return on our investment.”\
- Sandra Green, Achievable HR Generalist
Let us know if you’ve seen or been a part of any stories that make you smile. The more good news, the merrier!
When the Recruiting Dam Breaks – Will You Have a Boat?
I heard a new term last week. “Crisis Fatigue.” Basically, it means that we are so inundated with crisis, that we give up. Considering 2020 has already delivered killer hornets in Washington, a global pandemic, West Nile Virus mosquitos, a hurricane moving up the eastern seaboard, the polar ice caps melting at alarming rates, riots in the cities, and a very strange presidential election, crisis fatigue makes a lot of sense. In the future when they teach history, 2020 is going to occupy a full semester.
Most people understood that healthcare in the US was headed for a crisis, but no one expected this. More than 97% of practices surveyed by MGMA experienced significant financial losses in the first weeks of the crisis. In a survey of 558 US primary care physicians conducted at the end of May, 6% of smaller practices were already closed and 35% have furloughed staff. Across the country small practices are setting up GoFundMe pages to save their practices.
As the healthcare system goes, so does the physician recruiting industry. No elective procedures meant locum tenens physician contracts ended immediately, physician recruiting firms had contracts cancelled, as recruitment simply stopped in all but the largest systems. Recruiters found themselves in COVID support roles. One internal recruiting executive was assigned the task of creating a plan to determine who got a ventilator in the event that they ran out.
As the pandemic drags on and healthcare gets better at managing COVID-19, people are returning to their roles and some semblance of planning for the future returns. Several of our clients report that this crisis made them acutely aware of where their talent shortages are.
Eric Rose, West Regional Director of Physician Recruitment at HCA, graciously agreed to talk about the future of recruiting at The Inline Sessions in July. He confirmed that hiring has slowed dramatically and many organizations have moved physician start dates into the future. Certainly, recruiters pivoted and created new ways to interview as onsite visits screeched to a halt. In one case, a hospital rented an RV for a physician. He used it to travel to the location and as his lodging during his onsite interview. Crisis almost always breeds creativity.
As a veteran in this industry, Eric has never seen anything like this and believes neither has anyone else. He anticipates the demand for physicians and the open opportunities won’t go away, but will come crashing back in early 2021.
Here are a few of the points he shared:
- Physician and provider movement will exist at never before seen levels, with 36% of physicians reporting that they will retire, quit, or change jobs after their obligations to COVID care expire.
- Hospitals and community health centers realized the need to work together and walls are coming down.
- Urgent care continues to grow rapidly.
- Sub-specialty roles are making a comeback.
- Physician contracts are changing, fewer income guarantees for example and longer hiring time as priorities remain focused on virus response.
Eric offered a piece of advice that confirmed what we are hearing from many of our clients. “Stay engaged, even if you need to put some positions on hold, stay in the market.” Certainly, things will continue to change, when the industry bounces back, you need to be ready.
Statistically, the industry has always used 7% to define the market of physicians and advanced practitioners looking for jobs. If the predicted 36% occurs, the dam will burst and you need to be ready. Consider what happens if, in addition to your current openings, you suddenly lose 36% of your physicians. You need a plan.
We are telling our clients, “The market is wide open and physicians are either making changes or preparing to. Keep your hat in the ring. Stay relevant and we all know that frequency breeds relevance. Our clients who kept looking are beginning to make hires. In fact, we saw a threefold increase in hires in July.” Don’t wait until it is too late.
If you didn’t get a chance to join Eric Rose’s Inline Session, you can find it at theinlinesessions.inline.group.
How Has COVID Impacted the Way We Hire Healthcare Providers?
Healthcare facilities faced one of two hiring problems when the pandemic hit. For those located in hotspots with a large number of cases, hiring needs escalated as the demand for primary care and testing centers increased. For those located in less impacted communities, hiring efforts froze due to a lack of patients. For AltaMed in Los Angeles, the former applies. During our Inline Sessions, we spoke with David Lin, the manager of talent acquisition with AltaMed about the ways COVID impacted their hiring process and what they’ve done to overcome the hurdles associated.
“With the pandemic...healthcare organizations have to really demonstrate the agility that the organization holds. AltaMed...slowed down (hiring) significantly to focus more on key roles that our frontline...and operational staff needed to be able to keep operations going and continue to serve the community as we have been for the past 50 years.” - David Lin, AltaMed
For AltaMed, COVID-19 created a shift of focus. Their recruiting strategy, approach, interviewing, selection, and pre-employment processes all changed. LA needed physicians for both primary care and testing centers - and AltaMed needed to provide. So what changes took place to meet the needs of the community, the hiring team, and the physicians being hired?
Provide physicians and other providers with peace of mind.
Many providers who’ve recently begun a job search are coming from an environment where they didn’t feel safe, both in job security and health. 21% of doctors have been furloughed or faced a pay cut due to COVID. Then consider that more than 140,000 healthcare workers have been infected with COVID-19, and their unease makes sense. Your recruiting team now faces the challenge of answering any and all questions providers may have - and they’ll likely be questions you haven’t heard in the past. Taking note of questions you hear during interviews will help you continuously improve your interview process as the pandemic continues.
Let the community know you are still open and hiring.
With physicians searching for reliable facilities to work with, it is necessary to send out messages of reassurance and optimism. As one of the partners that tag team with Los Angeles County, AltaMed converted facilities to testing centers and continued to operate at a steady pace. In order to continue hiring the physicians needed for these needs, AltaMed faced an advertising challenge. By utilizing social media, they let the community know they were open and staffing up to meet the community’s needs. Through network contacts, they generated 30-35% of their applicant pool just in the last six months.
Embrace the virtual interview process.
With in-person interviews placed on hold for the foreseeable future, finding the right provider may feel more difficult. No more lunches or facility tours. How are you supposed to truly get to know your candidates? At AltaMed, the hiring team simply had to create alignment with executive management about how the staffing model would shift. Team members may push back and say it’s impossible to gauge a candidate virtually. This isn’t true. You just need to adjust your process. Establish what the key roles are and what their key responsibilities are so when you speak with candidates, you have the right conversations and ask the right questions. Just strive to make the best decision with what you have available. (Read More: The In-House Recruiters Guide to Virtual Interviewing)
Don’t be afraid to ask for help.
We are all going through this pandemic together. Because we work in the healthcare industry, it is up to all of us to be there and find a way to help each other. For many healthcare facilities, partnering with The Inline Group and building a pipeline of candidates has been that helping hand. With subscription options for any facility size and budget, our team is equipped to help you both with pandemic-focused and traditional primary care provider needs.
“The Inline Group has been a great partner for me, my team, and for AltaMed...for the last 9 years. Having the right resource to be able to execute your plan is very important. We can’t do this all on our own.”
If you’d like to watch the full webinar with David Lin and learn more about operating and recruiting during the pandemic, click below to gain full access.
“Won’t They Just Take My Job?” And Other Myths About Partnering with Sourcing Companies
Myth #1: Sourcing is my job, so a sourcing company just wants to replace me.
According to AAPPR, in-house recruiters spend 19% of their time on sourcing. Assuming you work 40 hours a week, that means you spend one whole day a week on sourcing candidates. That’s small enough to know you spend the majority of your time on other tasks but large enough (and impactful enough) to affect the rest of your work week. So why work with a sourcing company?
The Inline Group provides sourcing services designed to make the in-house recruiter successful. We’ll handle the cold-calls, hot leads, and sorting through the under qualified candidates. You’ll get eight hours back in your week to focus on the lucrative tasks that only you can do with your experience and expertise in recruiting.
Reality: The right sourcing company will enhance what you do and make your job easier.
Myth #2: You’ll just send out a bunch of emails - which I could easily do myself.
While your emails bring in a few good candidates, what Inline does goes a little deeper than a mass email. Our email campaigns allow us to retarget those candidates who show interest but don’t necessarily apply. Maybe they clicked on a link in the email? Or dug a little deeper and clicked further on the job page? Inline’s technology allows us to continuously reach out to these candidates based on their interest level. You’ll never miss out on a potential candidate again.
And we don’t stop at emails. We provide social media and paid search campaigns as well. When you partner with Inline, we’ll do more than click “send.” Our recruiters speak with every candidate in our database in order to confirm their interests, experience, and preferences. By the time they receive an email about your job, we’ll already know if they’re a match.
Reality: The right sourcing company curates marketing campaigns (which do include emails) to retarget and build long-term awareness around your facility’s opportunities.
Myth #3: Sourcing companies just hand over a long list of applicants and then I’ll have to call and screen all of them.
While job boards may overwhelm you with un-screened applicants, Inline goes the extra mile. Every candidate who applies to your opportunity goes through our comprehensive screening process before you speak with them. Our team of advisors screen every candidate you’ll speak to. You won’t waste your time recruiting unqualified candidates.
But what if your requirements change during the search? Our client portal houses every candidate we’ve ever spoken to on your behalf. If a candidate wasn’t qualified last month, but is now, you’ll still have access to them. Because Inline focuses on building a pipeline of candidates for you, there’s always screened, interested, and qualified providers at the ready.
Reality: The Inline Group markets to the best candidates and then screens them on your behalf. You’ll only spend your time speaking with the most qualified, interested candidates.
If you’d like to learn more about how The Inline Group can enhance your recruiting process, click here to schedule a consultation with us.
The FQHC’s Impact on Community Health During COVID and Beyond
When COVID-19 hit, all healthcare facilities were instantly impacted. Residing in one of the states hit early and heavily, California FQHCs stepped up to provide healthcare to thousands of California residents. Victor Christy, the Assistant Director of Legislative Affairs with the California Primary Care Association (CPCA), spoke during The Inline Sessions about this response from FQHCs and educated attendees on how they could use their COVID stories to have an impact on healthcare legislation that comes from the pandemic.
“We’re the ones that know what the community looks like...there’s no other entity that knows the community more than health centers.” -Victor Christy, CPCA
FQHCs were quick to step up to the plate when California began to see the impact of the pandemic. Across the state, FQHCs opened testing locations to meet demand. But these health centers are playing a much larger role during this pandemic than testing centers. With the unemployment rate in California reaching 16.4% during the peak of the pandemic, many workers also lost insurance benefits. With an overarching mission to serve the underserved and uninsured, FQHCs are one of our greatest resources both during a pandemic and after.
After California declared a state of emergency, FQHCs were granted an opportunity: increased healthcare access through telemedicine. Ordinarily, facilities don’t receive insurance reimbursements for telemedicine appointments. But COVID-19 changed this. With stay-at-home orders drastically lowering the number of people visiting the doctor for non-COVID concerns, many facilities have faced shutdowns and layoffs. Telemedicine plays a major role in preventing this by empowering facilities to continue providing care and generating revenue.
What does all of this mean in the long term?
During his Inline Session, Victor left us with one major takeaway: reach out to your legislators. We have access to telemedicine now, but once the state of emergency ends, so does telemedicine reimbursements. By reaching out to your elected officials, you open up the opportunity for your voice to be heard through new legislation. And reaching out to them is much easier than you think.
CPCA’s key contact program provides an outlet for healthcare professionals to spread their message. It begins with a simple question, “Do you have a relationship with your member of congress?” If so, these individuals are encouraged to reach out and inform them of the healthcare industry’s needs. If not, CPCA can provide a helping hand. (For health centers not in California, the National Association of Community Health Centers can help as well.) Starting small, such as following your legislators on social media, is a great start. Simply commenting on posts or sending an encouraging direct message begins the process. To get more in depth, set up Google alerts (learn how to do this here). This way, when reaching out, you can reference their latest op-ed or interview. The main goal is to maintain a healthy relationship between your health center and legislators.
So once you have a relationship with these officials, how do you make a difference? Your best resources are your stories and experiences. More specifically, the experiences you’re having during the pandemic. As it applies to healthcare, there are many aspects of the state of emergency which could positively impact healthcare when the pandemic ends. By sharing impactful stories with your elected officials, you equip them with the ability to implement the changes healthcare professionals want to see. To learn more about the impact you can make and to watch the full webinar with Victor Christy, click the link below.
The In-House Recruiter’s Guide to Virtual Interviews
“Remote work is not a passing phase and virtual solutions are critical for the future of work.” - Amy Warner, Director of Talent Acquisition ICIMS*
While many in-house recruiters have conducted virtual interviews before, most have never had to rely on it solely for every step of the interview process. For our Virtual Interviewing Inline Session, Steve Jacobs of Einstein Healthcare Network presented best practices for hiring teams adjusting to video interviewing as a main component of the hiring process.
The healthcare industry largely prefers in-person interviews. However, COVID has left us with two options: Either stop conducting interviews or make the switch to virtual. With no definitive end in site for the pandemic, the correct choice is clear.
“If you are not adopting technology, chances are your competition already has.”
So how do you adjust your current interview process to fit the virtual world? It may take a little extra work upfront, but it will smooth out the experience later. Check out our takeaways from the presentation below. If you’d like to watch the full webinar, click here: Access Webinar
- Provide your interviewees with preparatory material. Remember - they aren’t used to virtual interviews either. By helping them prepare, you’ll ensure the process remains efficient and effective.
- Discuss video interview fatigue with your team. Video interview fatigue, similar to interview fatigue, is caused by conducting a high volume of on-screen interviews in a short amount of time. While a high volume of in-person interviews can also be tiring, the causes change when going virtual.
- Give yourself plenty of time before the interview to prepare. Secure your internet connection, check the lighting, and be sure to eliminate distractions.
- Coordinate with other interviewers on your team - you could fatigue your candidates if three calls start with, “So tell me about yourself.”
Have you found success with virtual interviews?
How to Get in Touch with Physicians Without Career Fairs
This pandemic has changed a lot for in-house recruiters. With so much of the recruiting and hiring process typically requiring in-person interaction, you’ve likely already adjusted for meeting and interviewing candidates. But there’s one critical part of the sourcing process you may not have a solution for: physician career fairs. In 2018, almost 80% of in-house recruiters used job fairs to source physicians. These events provide one of the most efficient and effective ways to directly meet candidates.
Consider that the cost of a career fair booth can reach past $2,000*, two to three days of pay for at least two employees, and travel costs - if you miss just one career fair, you now have a surplus in your recruiting budget. So how can you reallocate these funds to get in touch with the physicians you normally would have met at an event?
Thanks to technology, reaching physicians digitally may be more effective than attending a career fair. The Inline Group recommends the following to increase your reach:
- Expanded Email Outreach
- Social Advertising
- Sourcing & Screening Platform
Expanded Email Outreach
90% of in-house recruiters use email to source physicians. So why doesn’t it prove to be more effective? In email marketing, there’s a lot for the in-house recruiter to consider: segmenting your audience (increases open rates by 14%), personalizing email content (increases conversion rates by 10%), optimizing for mobile (55% of email opens are on a phone). It isn’t simple - there’s a reason companies have entire teams managing just email marketing. But this doesn’t mean you, the in-house recruiter, can’t benefit from strategic, expanded email outreach.
Investing in email marketing will serve as a replacement for the in-person conversations you’d normally have at an event. By segmenting and personalizing your emails, you’re building a relationship with a candidate who may have otherwise deleted. Part of Inline’s success in sourcing comes from our researched and fine-tuned ability to curate these personal, optimized candidate emails. When we create an email marketing campaign for you, we don’t just copy, paste, and click send. We build and segment an audience specifically for your facility’s needs in order to generate the best possible ROI for your recruiting budget.
With 87% of doctors on social media, sourcing physicians through social advertising just makes sense. While someone needs to follow your page to see organic social posts, social advertising empowers you to place your opportunity in front of a segmented audience. A good way to think about social advertising is like a job board. However, on a job board, your opportunity is only shown to candidates who are actively searching for work (which is only 14% of the physician workforce, by the way). When you use social advertising, you’re able to place your job listings in front of the passive 86%.
When Inline began providing social advertising to it’s clients, success was inevitable. More specifically, for facilities hiring for multiple opportunities in states across the country, social advertising provided a way to get in touch with candidates in multiple locations without paying to attend trade shows in each of those locations. The best part? Social advertising allows for a customized pricing. You can reallocate your trade show budget to fit a social media campaign and still reach as many (if not more) candidates.
Sourcing & Screening Platform
There’s no doubt that physician career fairs get you in touch with a lot of candidates. But what happens with those candidates after the show? Maybe you went home with a pile of resumes and new LinkedIn contacts. But now you face the task of sorting through these candidates and figuring out who fits and who doesn’t. By utilizing a sourcing and screening platform, you’ll gain exposure to more candidates who have already been screened and vetted to match your specific hiring needs.
With Inline, you’ll gain access to a sourcing and screening platform like no other. Our recruiter team speaks with providers all day, every day to ensure you only receive the best matches for your opportunities. All candidates who express interest in your facility will be saved in your pipeline, allowing you to fill new openings as needed. Our unique technology paired with our dedicated team ensures our sourcing and screening platform as one of the best investments you can make with your recruiting budget.
If you have any questions regarding any of the services mentioned above or you simply need some tips for your changing recruitment process, please click below to reach out to one of our candidate sourcing experts.
*According to Inline’s 2019 career fair exhibitor costs
Disaster Licensing for Texas Healthcare Providers
With COVID-19 hitting some states harder than others, disaster licensing is a huge resource for facilities in need of more physicians. Texas, a state facing an increase in cases, also faces a shortage of physicians to treat them. The state now makes up 14% of new U.S. COVID cases. In early July, the Texas Medical Board sent emails promoting disaster licensing in an effort to assist the overworked doctors, nurses, and advanced practitioners working the front lines.
Disaster licensing, put simply, allows physicians to quickly become licensed in a state facing an increase in need for healthcare providers. In many cases, this means out-of-state, licensed providers can more quickly obtain a license to practice at facilities facing an increase in patients. It may also provide new graduates an expedited licensing process.
For Texas healthcare facilities (and those in other states with disaster licensing in place), the hiring process can become overwhelming when also dealing with the influx of patients associated with a pandemic. Now, more than ever, hiring teams need a resource that can adjust to their changing needs. The Inline Group team continues to help clients daily through our monthly subscription service. By providing sourcing and screening as a subscription, you’re able to build a pipeline of screened, qualified candidates for immediate needs and maintain that pipeline for future needs. Click below to learn more about how we’re bringing healthcare providers to communities in need during COVID-19. For providers looking for opportunities to help facilities in need, click here to visit our job board.
5 Things You Need to Know About Hiring J-1 Physicians
Whether your facility has just become eligible to hire J-1 physicians or you’re an in-house recruiter being asked to hire a J-1 candidate for the first time, your task may feel daunting. Terms like “J-1 visa” and “waiver” can be intimidating if you’ve never gone through the process before. While we always recommend working with an immigration lawyer to manage the complicated parts, here are Inline’s top five pieces of information you should have when hiring J-1 physicians:
- They’re just as qualified as U.S. trained physicians. With all of the red tape U.S. born physicians cut through to become licensed, it’s easy to feel uncertain if an internationally trained physician had to meet those same requirements. Rest assured, these candidates wouldn’t receive J-1 visas without meeting U.S. requirements. While J-1 candidates graduated from an international medical school, before becoming eligible to work in the U.S. they must become certified by the Educational Commission for Foreign Medical Graduates (ECFMG) and complete a U.S.-based residency/fellowship.
- J-1 candidates are in it for the long-haul. Your J-1 candidate is required to work with your facility for a minimum of three years. This empowers you with more time to retain your J-1 physicians even once their three year requirement has ended. Post J-1 sponsorship, your physician can apply to change their visa status to H1-B or they can obtain lawful permanent residency.
- Your J-1 candidate can only work for you. Per the U.S. Code of Federal Regulations, J-1 physicians are only allowed to work for your facility while hired under a waiver and they must work a minimum of 40 hours per week. So while many physicians will supplement their salary and take on part-time positions, your J-1 candidate’s time will be dedicated to your facility.
- You need to apply for a waiver before hiring a J-1 candidate. It can be confusing knowing which responsibilities are yours and which are the physician’s. Your main responsibility as the hiring entity, is to obtain a J-1 waiver. This is what allows the physician to work for you instead of having to return to their home country to practice for two years. However, to ensure you’re filling out all of the appropriate paperwork and meeting requirements, we highly recommend meeting with legal counsel (we’re happy to recommend if you don’t already have your own).
- It doesn’t cost as much as you may think. There’s a reason J-1 visas are such a huge resource for community health centers. While there are costs associated with the visa process, it should never be a deterrent. Considering the cost of a physician vacancy can reach six figures, visa fees are a small price to pay.
There’s no need to stress over hiring J-1 candidates. While the process is different than what you’re used to, consider that almost one third of U.S. physicians are foreign-born. By utilizing visas, you’re substantially broadening your candidate pool. If you’d like to learn more about hiring J-1 candidates from one of our candidate sourcing experts, schedule a consult with our team.
Inline: Our Biggest Update Yet
Healthcare exists to take care of people. No matter how it changes or evolves, healthcare’s goal continues to be helping people. At The Inline Group, we’ve always followed this same philosophy. The people who hire healthcare providers play an integral role in bringing healthcare to their communities. So when hiring teams struggle to find providers, Inline provides cost-effective sourcing and screening services.
As the healthcare industry changes to meet growing healthcare needs, Inline continues to evolve as well. When healthcare hiring teams have a need, we strive to meet it. Our subscription-based pricing model exists because placement fees hurt your budget and benefit the retained recruiter. Our client portal exists because you deserve 24/7 access to the services we provide. Our sourcing and screening model exists because you requested a partner who could provide a pipeline of candidates. No matter what the industry throws at you, Inline is ready to adjust to your needs.
With all of these updates, we’ve created a video to help you learn more about how we do what we do.
Here are some of the changes and additions you can expect:
An augmented platform to serve additional specialties and needs, including telemedicine and nursing.
Our process has proven extremely successful for primary care physicians and advanced practitioners. But as the healthcare provider shortage continues, hiring needs change. As facilities face an increase in demand for different specialties, we’ve increased our offerings. Our platform now includes RNs and telemedicine physicians.
Evolved pricing for more flexibility, with outcome-based pricing now offered alongside our monthly subscription options.
Your hiring needs aren’t one-size-fits-all, so we’ve adjusted our subscription options to better serve you. Don’t worry - we still offer our original platform and pricing model. However, for those clients who need outcome-based pricing, we offer that too. On top of that, we now also offer subscription enhancements to strengthen your search.
Enhanced digital marketing campaigns across paid search, social media, and email journeys.
With only 14% of physicians actively job hunting, you need to place your opportunities in front of the passive workforce to find success. Then consider that 90% of physicians are social media consumers. Digital marketing campaigns provide the most comprehensive strategy for placing your opportunities in front of providers.
A new website and refreshed platform that make our tools more comprehensive and even easier to use.
While we love our new brand design, this transformation is so much more than a new wardrobe. Our website and platform are now more informative and interactive than ever. We could tell you all the ways they’ve improved, but you need to see this for yourself. Check out our new website here.
Here at Inline, we love what we do and we’re excited to bring you an even better provider sourcing experience. Our team is available to answer any questions you may have regarding our services. Click below to learn more about partnering with us.
Start Scaling Now to Meet Growing Telemed Demand
Telemedicine isn’t going anywhere. It continues to grow in capabilities and in demand. And when COVID-19 brought out the vulnerabilities in our systems, telemedicine proved its staying power. We’ve seen it move from alternative offering to core service.
As a healthcare sourcing partner, we’ve seen how the industry’s physician shortage can limit capabilities and growth. With facilities looking for solutions to both lasting and new problems, we’re encouraged by telemedicine as a sustainable investment.
An ebook from Teladoc Health cites a survey, finding that 88% of represented organizations plan to have telehealth programs in place by 2021. That’s a huge number, and if your facility needs help finding telehealth staff, whether for new programs or to expand your existing offerings, we know how to help.
We've led the industry since our inception in being a tech-forward staffing partner. Other agencies still claim to be the first doing things the way we do, but we let our process speak for itself. If you want to work with a pioneer, we're ready to get started. We believe in the value of expanding telemed. Outside of COVID-19 and any physician shortages, telemedicine is a powerful solution to limited healthcare access and evolving health needs. One of the innovative applications involves consultations for surgical procedures. What could telemedicine alleviate in your facility?
In the Teladoc Health ebook, Thomas Jefferson University Hospital cites using telemedicine for pre-anesthesia screenings and post-surgical patient monitoring. This usage saw a decrease in surgical costs. Additionally, the Mount Sinai Health System leveraged telemedicine to monitor and prevent sepsis in post surgical patients. Because the virtual access saves patients time and money, more patients stayed within the Mt. Sinai system.
We’re ready to help you meet any telehealth staffing needs you may have. And if you need help convincing people within your organization of this value, we can help you advocate for this expansion.
If you’re new to working with us at The Inline Group, the part we think you’ll like the most is that there aren’t any surprises. You pay a monthly fee, there aren’t any extra fees or charges, and you can add positions without an increase to your monthly charge.
How Telemedicine Can Help FQHCs Close the Healthcare Access Gap
What challenges face FQHCs? Growing patient demand and financial sustainability come to mind. But one challenge also serves as a solution to these challenges: physician recruitment and retention. All U.S. practices face a physician shortage; this challenge is not unique to community health centers. However, physician retention presents a larger obstacle for FQHCs than other healthcare facilities.
Consider why a young physician may want to work at a community health center. While the salary may be lower, these facilities have more to offer in the form of loan repayment. This, combined with the personal fulfillment of providing care to underserved populations, attracts physicians with big hearts and big student loan debt. However, over time, as burnout settles in and the loans disappear, so do the physicians. Now consider that the American Medical Association reports that the loss of one physician can cost a facility anywhere from $500,000 to $1 million in recruitment, sign-on bonuses, lost billings, and onboarding costs. FQHCs cannot afford to be losing physicians.
To simplify the problem, it all boils down to physician job satisfaction. Are your physicians happy? If not, what can you provide to change this? But for an FQHC, there is nothing more to offer. Budgets are already spread thin. Salary, benefits, and patient load can’t change. But what if the position being filled were to change?
Hiring telemedicine physicians to fill gaps in your primary care workforce offers a unique solution for physician retention. One telemedicine practice reported a physician retention rate over 90%. With location and work/life balance playing a large role in physician career decisions, it’s clear why telemedicine retention is higher. It also becomes clear why FQHCs should embrace it. Telemedicine expands the pool of interested candidates far beyond the local community.
But one challenge still remains: how do you find all of these telemedicine physicians? While many facilities embrace recruiting services for physician searches, placement fees are hard to justify for a single search, let alone hiring an entire pool of telemedicine candidates. With The Inline Group’s unique sourcing and screening model, FQHCs now have an affordable, flexible option for finding physicians, both traditional and telemedicine. For almost two decades, Inline has sourced physicians for a monthly, no strings attached subscription fee. Offering unlimited hires and a seamless screening process, you’ll be connected with physicians interested in your facility. To learn how our process has helped facilities hire traditional and telemedicine physicians for almost 20 years, click below to connect with one of our physician sourcing experts.
Navigating Your First J-1 Hire
Hiring physicians is never an easy task. Toss in the extra steps associated with J-1 waivers, and you may feel overwhelmed. But consider that almost one third of current U.S. physicians were born abroad, and you realize how many applicants a J-1 waiver can open up for you. So, if the new guidelines made you eligible to apply for your first J-1 waiver, you probably have questions, but don't worry, we can help.
What is the J-1 Visa Program?
When an international physician completes training in the U.S., it is understood that he or she will return home to practice for at least two years before applying to work in the U.S. However, J-1 waivers bypass this two year requirement. The most commonly used J-1 program is the CONRAD-30. This provides each state with 30 J-1 waivers, to be distributed primarily to facilities in underserved areas. The bottomline? Your J-1 waiver allows you to hire those physicians who would otherwise have to wait two years to practice in the U.S.
What do I do once I’ve found a J-1 candidate?
All J-1 candidates need to apply for an H1-B visa in order to work at your facility. You’ll want to keep this in mind if you’re concerned with how soon a physician can begin working. Ideally, you’ll have all of your applications ready to go so as soon as you find your candidate, you can get started ASAP.
Who can help me navigate this process?
When hiring your first J-1 candidate, it’s easy to feel overwhelmed. While the most detailed answers will come from an immigration lawyer, working with an experienced physician sourcing partner can make your experience easier. When you partner with Inline, you’ll work with an Account Manager who will work hand-in-hand with you as you go through this new process. Click below to learn more about working with our experts to hire J-1 physicians.
You’ve Heard the HPSA Score Requirements Changed. Here’s How We Can Help You.
To meet the increasing need for primary care physicians, the U.S. Department of Human and Health Services (HHS) has updated it’s guidelines. Now, there are two basic requirements you must meet to apply for an HHS waiver (allowing you to hire J-1 candidates): a HPSA score of 7 and the physician hired must provide primary care treatment.
Whether you’ve sponsored physicians before or this is your first time, The Inline Group can help. Our team of recruiters have matched health centers and J-1 candidates for 20 years. This change in guidelines means your organization can benefit now too!
So why do you need a sourcing partner? As the healthcare system adjusts to an ever-increasing physician demand, your job responsibilities may also be changing. With more to do and less people to do it, you want to ensure you work as efficiently as possible. When healthcare facilities partner with The Inline Group, they gain a dedicated team of recruiters. Our advisors source and screen every candidate before passing them along to you; all for a low, monthly subscription fee.
Already work with J-1 candidates but need more? Our unique pricing model allows you to hire as many candidates as you want during your subscription. Inline’s standard platform provides unlimited qualified, vetted candidates and we never charge a placement fee - ever.
If you’re interested in learning more about how Inline’s sourcing services can help you take advantage of this new HHS waiver opportunity while also fulfilling all of your hiring needs, contact one of our candidate sourcing experts today. Click the link below to request more information.
What Happens When You Join Our Nurse Network
Take your first step toward accessing vetted career opportunities by joining The Inline Group nurse network. With the assistance of our advisors, your job search moves at the pace you want it to. (If you haven’t joined our network yet, you can do that here by providing some basic information about yourself.) Partnering with us in your job search is completely free, completely on your own terms, and completely focused on getting you the best job placement.
Here are the main benefits you can look forward to as an Inline candidate:
- Regular access to our job page for new opportunities.
Unlimited access to viewing and applying to our job listings. That’s one of our candidates’ favorite things about working with us. The other benefit to that access? You won’t be forced into applying to any jobs that aren’t right for you. Because we don’t charge placement fees, you don’t have to worry that we have any bias or ulterior motive with the jobs we show you. We’ll never hold back on any information, and we’ll help you make sense of any questions you have about our listings.
- Honing in on your career goals.
It’s not enough to have an abundance of job listings. It’s crucial that your unique career path be understood by our advisors, and that your career goals take priority in your search. Maybe you already know what you need your next job to offer you. Maybe you’re unsure of everything besides your curiosity to know what else is out there. Wherever you’re at in your career and your search, we’ll help you navigate your goals. And when your goals are established, it’s easier to land your dream job.
- **Application status updates.**Won’t it be a nice change of pace to know where you stand in the application process? There’s no reason for your job search to be defined by ghosting or missing information. You will be able to know where your application stands with the facilities you apply to. We value your time, so we make sure that everyone else does, too.
- **Sprucing up your resume/profile.**Get guidance from your advisor on how to keep your resume and profile updated to best reflect your career, your specialities, your experience, and your vision for your future. Anything from subtle edits to big-picture shifts can make all the difference in standing out to potential employers. Let’s put in the work to make your search work for you.
- Start making moves.
We will help you set up your interview. We represent you throughout your search, and we also advocate for you. Some candidates move quickly through the process and others take advantage of multiple interviews to find their best fit. That’s the thing; we don’t expect anyone’s search to look like anyone else’s, but we also know how to learn from everyone’s process. Our experience leaves us poised to make your experience as positive as possible. So, when it comes time for you to move from candidate to new hire, know that we’ll be here to leave you feeling confident about your next steps.
If you have any questions about joining The Inline Group network, we’d love to work through them with you.
If you want to join the Inline network now and hear from a recruiter, GO HERE.
To view a full list of our nursing opportunities, click below!
What the Move Toward Telemedicine Means for the In-House Recruiter
As healthcare facilities hit the fast track toward telemedicine, many in-house recruiters are wondering, “What about us?” Management and HR have their own list of changes to overcome; so how will the day-to-day change for the recruiters who hire these providers?
Placement fees are no longer inconvenient - they’re unacceptable.
Implementing telemedicine means hiring a lot of physicians. Even the largest hospital systems don’t have the budget to pay that many placement fees. When looking for a sourcing partner during the switch to telemedicine, you need a sustainable, affordable option. This will allow you to build a long-term solution and save your facility money.
The candidate flow needs to be ongoing - not one and done.
Telemedicine works extremely well with healthcare surges. A large portion of telemedicine physicians work flexible part-time hours. When your facility quickly needs to increase the number of physicians, telemedicine physicians become a huge resource. In order to be successful, you need to maintain a pipeline of qualified candidates ready to go when patient demand increases.
Your telemedicine and traditional recruiting services can (and should) work hand in hand.
If a recruiting firm doesn’t work with telemedicine physicians, consider it a red flag. When you choose to partner with a third party for sourcing physicians, they should have experience with both traditional and telemedicine recruiting. Hiring physicians doesn’t have to be complicated - source your physicians from the same firm.
You’re going to be busier than ever - and you may need some help.
Perhaps until now, you’ve excelled without the help of a third party. As your role changes to accommodate traditional and telemedicine recruiting, your list of responsibilities will grow. Partnering with a sourcing firm is a no brainer. The Inline Group offers sourcing and screening services through a monthly subscription created to help in-house recruiters. Click below to learn more from one of our candidate sourcing experts.
After the Parades and the Accolades
The almost universal gratitude for and pride in our medical frontline responders pours out at times like these. While the pandemic magnifies the work they do, they will tell you that this is their job. They do it every day. Physicians and nurses play a critical role in the fabric of our society. Whenever you need them, pandemic or car accident, you really need them, and they step up. Dramatic displays of appreciation take the form of parades and a variety of creative accolades. Pandemics are great times to show our gratitude.
What they really need is support and gratitude that goes beyond parades and accolades. Are we prepared to lay it on the line for them, the way they do for us? Do we step up and demand they have the support they need? But more importantly, are we prepared to fight to get them the salaries, support, and resources they need to keep standing up for us.
Because while they appreciate the parades and accolades, what they really need are salaries commiserate with the value we claim we place on those roles. They deserve a medical system that puts them at the center and rewards them appropriately. They need well run, and fully staffed and supplied hospitals. They need patient relationships and the ability to control their craft and not be driven by government regulation and insurance companies.
Rural communities deserve hospitals to support their patients and their doctors. Rural physicians should not have to spend their own money to care for their patients. Critical access hospitals are in danger of closing, because the pandemic eliminated elective procedures. No services, no fees.
Think for a moment about our $4 trillion dollar healthcare industry. Where does it start? Physicians go to school for 12 to 15 years and most incur hundreds of thousands of dollars in debt. They absorb the risk and the physical and psychological pressure.
And everything else starts with that doctor. No doctor, no hospital referrals, no ICU, physical therapy, pharmacy, administration, lab, diagnostics, insurance companies, CMMS, therapists, med techs and the list goes on and on.
Yet they get paid whatever negotiated fee for service determined by CMMS or Blue Cross Blue Shield. They see the patients they must to meet productivity goals. Over the years, business replaced the individual practice of medicine. Today, many businesses benefit from the training, skills, and talents of the physician.
When the going got tough, did the NFL players run to the ER to don PPE? Did the Wall Street bankers head to the streets to test the homeless? How about the titans of industry or even middle management? Did the politicians, the lawyers, the accountants, the techies?? A resounding no.
Consider this: plastic surgeons rank as the highest paid physicians averaging around $500k, cardiologists at $480k, emergency medicine from $240k to $400k, internal medicine between $175k and $300k and family medicine physicians average from $156k to $270k. Remember that 12-15 years of school and the debt?
Then consider this: the lowest salary for a player in the NFL is $480,000. The lowest salary for an NBA player is $898,310. The CEO of Disney gets $2.5m in base salary, pre-bonus. Lawyers graduate and set their hourly rate, so do CPAs. They work hard, they make more. College students start a tech company in the garage and Google is the limit. But not a physician.
So, are we going to step up and demand a healthcare system that has its priorities straight? In the lowest, scariest moments when we lay on their table – who do you want in center of your healthcare?
Now is the time – to take gratitude to the next level.
5 Tips for Nurses Using Recruiters in Their Job Search
With faster job growth than the majority of occupations, applying for nursing opportunities sounds like an easy task. But ask a nurse how they feel about conducting a job search and they’ll say “time consuming” and “overwhelming.” However, this shouldn’t keep you from finding a position with the best schedule and benefits for your lifestyle. Many nurses turn to recruiters to help sort through the clutter. But here’s the catch: not all recruiters are equal. Check out our top tips for working with a nurse recruiter.
- Find a recruiting firm with healthcare experience. Some recruiters will try their hand at industries ranging from healthcare to IT to executives. While this helps the recruiter increase their salary, it doesn’t help you. Finding a recruiter who exclusively works with healthcare providers means they’re knowledgeable and more capable. What’s more, they could help you in the future if you further your education and become a nurse practitioner.
- Only work with recruiters who can provide specific job information. Many recruiters work for a placement fee (which means a big paycheck if they convince you to accept a job). For this reason, these recruiters withhold facility specifics to prevent you from applying directly to the employer. Take the time to find a recruiter who works without these types of fees. When you make a career change, you deserve to know exactly where you are applying and what they’re offering you.
- Your recruiter should want to connect you with multiple opportunities. Many recruiters will only connect you with one opportunity at a time (typically the one offering the largest placement fee). A worthwhile recruiter will connect you with all of the opportunities you match with. The bottom line: a recruiter’s motivation should be finding the best opportunity for you, not their paycheck.
- Be honest and open. Recruiters can only help you as much as you’ll let them. Remember: the right recruiter is here to serve you. Provide your recruiter with your salary, schedule, and benefit needs so they can find you a true match. While you might be uncomfortable asking for this information during an interview, your recruiter isn’t interviewing you. They’re working with you.
- Actually use one. Don’t make the mistake of not utilizing a great recruiter who’s available to you. Your schedule is already full. Wouldn’t it be nice to have opportunities sorted and filtered to your needs before you even start looking? Let a recruiter do the hard work for you.
If you’d like to view a full list of opportunities for RNs, click the link below to view our jobs page.
No More Bad Job Searches: The Inline Group Promise, Now for Nurses
A bad job search wastes time, erodes productivity, and destroys trust. We’re tired of that being the industry standard. If you’re a nurse and you’re interested in starting a job search that finally feels human, we have some good news.
The first thing you need to know about working with us is that we’re different because that’s who we set out to be.
At The Inline Group, we have helped physicians for nearly two decades move confidently and seamlessly through the notoriously difficult job search process. Instead of trying to cut through the clutter, we made a new path entirely. And, we have to say, it’s much nicer up here.
Now, we’re ready to offer those industry-bucking standards to nurses. When you work with us, the first thing that you’ll get will be your own advisor. Your advisor is key to making your job search personal and productive.
Your advisor will lead with transparency. We know that you may be skeptical of this promise. We get that. Luckily, you don’t have to just take our word for it. If you ask for information about a position, expect to see all of our cards. You’ll learn what your advisor knows. Your advisor will also let you know what they don’t know, as well as a game plan to fill in any gaps. Our priority is getting you the answers you want. We won’t bait and switch you with info that the listing can’t back up.
Okay. Let’s pull over right here for a moment. We want to remind you that what you want out of your career will define the way we look for the right job for you. We don’t want you to lose sight of what drives you in your career. If you need a certain salary, let your advisor know. If you’re focusing on certain cities or facilities, keep that front and center. If you want a certain amount of autonomy in your next role, or a new schedule that gives you back a part of your life, we will work to prioritize that aspect. We’re here to get you what you need and what you want, so make sure you let those priorities guide you.
Our advisors know what’s negotiable, what you can expect in different markets, and how to ask any other essential questions of you or the role. We will help you stand out as an applicant, by asking you about your unique traits as a care-provider and as an individual.
If the way we work sounds too good to be true, let us reassure you; we also look good when you succeed. For us, recruiting isn’t about short-term quotas and acquisitions. It’s about establishing sustainable success that makes everybody happy—especially you.
Get started today by providing us with some basic information about you and your career. We will add you to The Inline Group network so that you can begin searching with the help of your own Advisor and on your own terms.
What COVID-19 Teaches Us About Telemedicine
We often hear “things have to get worse before they can get better.” The state of healthcare in the United States has faced a physician shortage and lack of accessibility for years. While many solutions have been proposed, no clear, permanent solutions have taken hold. Now, things have gotten worse. When COVID-19 changed our lives, healthcare needed to solve these disparities - and fast. One solution stands out among the chaos as a long-term answer: telemedicine. While telemedicine provides many benefits, the impact on healthcare access and physician hiring are the greatest.
According to The Cleveland Clinic, about 59 million Americans live in health-professional shortage areas. The majority of these include rural areas and low-income communities. The FQHCs providing healthcare services to rural communities struggle to find physicians motivated to relocate. What’s more, these facilities often can’t afford traditional retained physician recruiting services. These circumstances result in rural communities simply not having access to the appropriate number of physicians needed for their population size.
Consider if these facilities began recruiting telemedicine doctors. The pool of interested physicians instantly expands. Through fifteen years of placing physicians, The Inline Group has found location to be the top deciding factor during a physician’s job search. So no matter how great your company culture and salary are, if the physician doesn’t want to relocate there, you’re out of luck. When you include telemedicine in your physician search, you bring much-needed healthcare to your community.
The Inline Group’s team has successfully sourced physicians for telemedicine opportunities nationwide. As our industry faces a shift in the way healthcare is delivered and how physicians are hired, we encourage healthcare professionals to engage with our physician sourcing experts to learn more about where the industry is headed. Click below to request information from a member of our team.
Life and Death Don't Care About COVID
This week the impact of a medical system solely focused on COVID-19 hit me like a tidal wave. Truly, the pandemic is real, frightening, and painful. However, life and death continue without any consideration for the government’s rules and restrictions, and will leave innumerable lifelong impacts on the survivors.
One of our long-time friends went to the ER with a heavy chest and difficulty breathing, and was immediately ushered from the ER to the COVID-19 tent in the parking lot. He was tested, but told to go home and isolate. He went to his office, to spare his wife and kids. On Tuesday, he reported the previous night was the worst. Returning to the hospital, he found out that he had a heart condition, not COVID-19. He was hospitalized and expected to go home Thursday.
Within a few hours, his body began to deteriorate as they fought to understand what was wrong. By morning he was on life support, on ECMO, and fighting for his life. His wife sits home waiting.
On Tuesday, my cousin was rushed to the ER from complications from prior surgery. He was admitted with sepsis and a kidney stone. His wife was not allowed past the lobby. He underwent a one to two hour surgery. Seven hours later, his wife had no information. When she asked if he was alive, she got no answer. She finally heard he was out of surgery. He remains hospitalized as they fight the sepsis. She remains at home.
Thousands of people leave loved ones at the hospital and wait desperately for news. Some 35,353 families will never see those loved ones again.
How many people are immediately assumed to have COVID-19 and die from the wrong diagnosis? How many people go home to isolate and end up too sick to recover?
How many hospitals are firing physicians and providers because the only illness allowed is the virus. How can we have a $4 trillion dollar annual healthcare industry on complete hold, because of this virus. Healthcare conditions remain and will grow. Yet, government tells us, who we can treat and the healthcare system teeters on the edge of disaster.
Pregnant women sit at home praying that their babies wait to come out. Otherwise, they will deliver alone, without even their partner in some places. Is it okay that c-section moms are sent home in under 24 hours?
Is it possible that eliminating all contact, regardless of the situation, risks leaving loved ones with pain that they will never recover from? The CDC estimates that 34,000 people died of the flu in 2018-2019. I sat with my daughter in the hospital for days during flu season and she wasn’t dying.
Every death is too many, but is every situation the same? Don’t pack beaches, have parties, go to sporting events. Even God knows you love him from home.
But are there no compromises that allow relatives to sit beside dying or critically ill patients? To allow them to hold a hand and speak love softly. Our friend’s wife just wants to tell him he is so loved. Her heart breaks that he might feel alone. My cousin just wanted to know if her husband was alive.
For many very valid reasons COVID-19 is the focal point of every moment of our thoughts. It is the complete focus of governments and media. Every 15 minutes we hear, “Breaking News!” Do we close? Do we open? Who is to blame? Who gets to decide? Is it the state or the federal government?
Doesn’t matter – life and death will still continue.
Where Have All the Doctors Gone?
This pandemic may be an international event, but it is most certainly a personal experience. None feel this more than physicians. That impact reaches deeper and wider than the front-line providers we see day and night on television. Will this fee-for-service healthcare system survive?
Sometimes we forget that without a physician insurance companies, hospitals, physical therapy offices, medical schools, nurses, pharmacists, labs, diagnostic centers, home health, and surgery centers would not exist. The physician starts the chain.
Consider this scenario, you injure your back and go to the Emergency Department (1). You see an emergency physician (2). X-rays are taken (3), then you’re told to follow up with your physician (4). You do, and he sends you to a specialist (5), who orders an MRI (6), the radiologist reads it (7). The specialist writes you a prescription you get filled at the pharmacy (8), and sends you to physical therapy (9). Then nine different offices begin the arduous task of coding your bill to receive the most reimbursement they can under from your insurance company.
The Centers for Medicare and Medicaid Services (CMS) reports that in 2018 the US spent more than $3.6 trillion dollars, representing 17.7% of the Gross Domestic Product, on healthcare. The spending and division of all that money lays solely on the backs of the 892,858 active physicians as reported by AAMC for 2017.
You might imagine that this is a high demand time for physicians. The novel coronavirus immediately absorbed the resources, energy, supplies, beds and of course physicians. Remember, on March 16th when the Surgeon General urged providers to stop all elective surgeries, to free capacity? The almost universal compliance of the industry combined with the “stay at home orders” resulted in the cancellation of virtually all routine, follow-up, or elective medical spending.
That $3.6 trillion in healthcare spending did not take a pandemic in to account. The CARES act included $100 million in emergency funding for front line hospitals and personnel, but no one believes that will cover the real costs. Yet the estimated demand, pre-virus ($3.6 trillion), still exists. And that spending impacts millions of workers in thousands of organizations. Always with the physician at the epicenter.
Obviously emergency response specialties are in high demand. If you assume that out of the 892,858 physicians the virus absorbs every one of our emergency medicine (42,348), infectious disease (9,136), pulmonology (5,265), and say 10% of internal medicine (11,557) physicians. What happens to the remaining 824,550 physicians typically performing fee for service medicine?
Telehealth is one solution. Providers scrambled in February with implementing virtual visits. I’ve seen my neurologist in his private practice for migraine care for 20+ years. Immediately in late February, my routine appointment was cancelled. However, within a week, I was offered the option of a virtual appointment. This was easy as I am an established patient and my physician knows me. It was great and I asked if I could continue virtual visits post pandemic.
He told me that many of the 48% of physicians who are in private practice are quickly learning new tools and new technologies. Private practice physicians have the luxury of making their own decisions about their future. Their financial health will be a big indicator of how long they can survive. As the pent-up demand for healthcare grows, doctors know that if they stay alive, the patients will return. Yet, knee replacements, endoscopies, routine blood work, and annual exams can’t happen remotely.
About 47% of physicians today are employed. Most work directly for a hospital or healthcare facility. They might have sold their private practice to the hospital and they now work under an employment contract. These employed physicians are at the mercy of the decisions made by their employers. Organizations with healthy bottom lines will obviously be in the best place to manage, yet many hospitals are hemorrhaging money. Very few healthcare companies sit on large cash reserves.
Without the lucrative elective procedures taking place, no money is coming in. But the costs remain. Hospitals are scrambling to stay afloat and still be prepared for the pent-up demand, they anticipate. Employed physicians, at the mercy of their employers, are experiencing renegotiated contracts, furloughs, and even cancelled contracts. Last week, one of my clients told me he received a call from a Harvard trained internal medicine physician, looking for any work.
Perhaps the physicians in the most precarious situations are physicians working for staffing companies, venture capital organizations, or specialty contracting groups. Staff Care’s recent report estimated this group to be around 52,000 physicians. These physicians provide locum tenens services. In other words, temp staffing. Hospitals use locums physicians for positions they cannot fill, vacation coverage, and emergency coverage if a physician leaves unexpectantly.
The Staffing Industry Analysts report 49 large firms who offer locums staffing. Out of our $3.6 trillion in healthcare spending, locums accounts for $3.78 billion. The flexibility and higher hourly salaries attract physicians, who may want to see the world, or work for a few months, then take time off. Obviously, locums are very pricey for the hospitals, because they pay a premium physician rate, as well as living expenses, and then the fees to the contracting or staffing company.
Unfortunately, many of these high-dollar temporary physicians find themselves the first to go. Interestingly, many of the largest locums firms are owned by venture capitalists, Japanese conglomerates, or large multi-national, publicly traded companies Unfortunately for these physicians, their wellbeing may fall far below decisions that impact the bottom-line.
In the midst of a pandemic that spotlights the physician at the epicenter of a shortage of medical care, this may only be the case for very few. The remainder of the physician population is experiencing the same very personal and painful consequences of a global healthcare crisis.
I wonder, when the dust settles, will we see a readjustment in the employment models in place pre-February 2020. Will we see healthcare reassess the fee-for-service model and move toward value-based care? Will we see organizations plan for emergencies? First, we get through the fire – yes, but then what?
Are Nurses the Answer to the Physician Shortage?
Pandemic or no pandemic, we’ve been facing a physician shortage for years. Efforts to increase the number of residents each year prove nominal. The time has come to think beyond creating more doctors. Perhaps the solution is one of our greatest resources: nurses.
The COVID-19 pandemic may propel us towards this solution. As many facilities grant emergency privileges, we’re learning firsthand how much nurses are capable of. While we won’t always be facing a pandemic, the overall lack of primary care in the United States should qualify as an emergency. Once the dust settles and we can all leave our homes again, we’ll need primary care services - and we still won’t have enough primary care physicians.
When you consider the nature of chronic and preventative care, empowering nurses to extend the reach of their primary care physicians is a no-brainer. Studies have shown that when treating chronic conditions (i.e. diabetes, hypertension, etc.), nurses have a consistently positive impact.
Data from the National Ambulatory Medical Care Survey estimates 24% of physicians’ time would be saved if we reallocated certain preventative, chronic, and acute care tasks. This extra time allows facilities to increase their patient capacity and meet the healthcare needs of a growing population. To learn more about hiring nurses for your facility, click below to request more information.
Digital Marketing: What It Is & Isn't
With many firms claiming to provide digital marketing (but all of them performing different services), it can be difficult to understand what digital marketing actually is. Digital marketing consists of many services, most of which resemble traditional marketing.
Digital marketing consists of all online marketing efforts. Therefore, any offline marketing efforts would have to be considered traditional.
Then what defines digital marketing as a chargeable service? This comes down to what your healthcare facility needs in terms of launching a campaign to hire providers. Also, your in-house marketing team may be able to provide you with certain components needed in a campaign. For recruitment marketing, most campaigns need the following:
- Strategy - You’ll determine this with our team. By setting goals and establishing a clear message, strategy serves as a starting point for all campaigns.
- Visual Content - Last year, 86% of people said they wanted to see more video in digital marketing content. Video is hands down the most effective way to engage with candidates. Visual content can also consist of eye-catching images. While many healthcare facilities already have visual content for patient acquisition, you want to use physician-focused content to successfully engage with candidates.
- Written Content - Easier to customize than visuals, written content allows you to create a more personalized experience for your potential candidates. Through email, social ads, and paid search, you inspire your audience to take action.
- Retargeting - This part of the campaign empowers you to be even more effective in who you reach. Once candidates begin to interact with your campaign, you gain insights about what content they like and what platforms they’ve engaged with. Which means your second time reaching them, you increase your conversion rate by 51%.
What sets digital marketing apart from traditional marketing comes down to personalization and efficiency. Remembering this can help you avoid paying for services that look like digital marketing, but are really just traditional marketing in disguise.
One of the most deceiving can be email. Many firms charge for digital marketing because they send out emails on behalf of your open opportunities. But email has existed since the 70s. Simply sending emails doesn’t cut it. If a firm wants to charge you for email as digital marketing, be sure to ask how they plan to split test, retarget, and personalize content.
Another major digital marketing misconception comes from your internal team - thinking your social media pages count as digital marketing. While you absolutely should have social media pages for your facility, these hardly count as digital marketing. Your Facebook posts only reach those people who have chosen to follow you. Social ads are a bit smarter. They find the people who are most likely to be interested in your opportunities. This empowers you to hire providers who may have never otherwise known your job existed.
While digital marketing consists of much more than one article can explain, you need to know how to recognize digital marketing (and distinguish between what’s actually digital and what isn’t). To learn more about digital marketing for physician recruitment, click below to learn more from one of our digital marketing experts.
How Fee For Service Healthcare May Hurt Healthcare More Than COVID-19
If we did not understand that our healthcare system was teetering on the precipice of collapse before COVID-19, we will after. While emergency rooms, ICUs and first-line responders are in short supply, many community healthcare centers (CHCs) find themselves with a far different dilemma resulting from the novel coronavirus. Allowing the collapse of the CHC safety net poses an even greater risk. At a very high level, community health centers serve nearly 30 million people in 12,000 vulnerable communities nationwide. They are funded by Congressional mandate, and fee for service reimbursements.
CHCs are finding that while they are some of the front-line responders to this pandemic, they are not equipped with the supplies or emergency personnel needed to deal with this public health crisis. While many are adapting to offer COVID-19 testing, converting centers to respond to other needs, taking non-virus overflow patients, or adopting virtual appointments, most are unsure of the future.
The CARES Act contained $1.32 billion ($1.9 billion less than needed) to fund the coronavirus response in the centers. It also provided the mandatory financing needed but only through November.
However, as non-essential procedures are cancelled, and lockdown orders are issued, patients are staying home. Routine care, specialty visits, expensive testing, vaccinations, dental exams, and all non-acute care visits have ground to a stop. Many centers face massive financial losses, resulting in several who have already shut their doors. Yet, patients with chronic conditions are not seeing their physicians. As this routine medical care is on hold, demand will grow, and the healthcare system crumbles.
Prior to the pandemic, CMMS and NIH were working on new models that would allow healthcare organizations to move away from the fee for service model. Last week, I had the pleasure of participating in a virtual conversation with primary care physicians from the United States and Puerto Rico. Leading the event were Dr. Faisel Syed and Dr. Daniel McCarter from ChenMed.
Value-based medicine operates on the premise that physicians are paid a flat stream of revenue to keep patients healthy. The goal being integrating care, to reduce unneeded tests and specialists. Some value-based models even offer a bonus to physicians who achieve the goal of healthy patients. Ideally, patients on integrated care don’t require ER visits.
Hospitals and healthcare systems, while inundated with COVID-19 patients, cancelled lucrative, non-essential services. In addition, only patients with acute conditions are seeing physicians. Without performance of services, fee revenue disappears. Administrators are left to wonder, considering no ICD code exists for COVID-19, when and where will reimbursements occur.
During the conversation, Dr. Syed explained that $1.2 trillion dollars is wasted annually on unnecessary hospitalizations, unnecessary referrals to specialists who order unnecessary tests and inappropriate use of name brand drugs when a generic equivalent is available. It does not take much imagination to realize that our system is set up for failure, when revenue is derived by fee for service.
Value-based organizations do not rely upon fee for service. Physicians and care coordinators work together with the patient, any specialists required and mental health providers to stabilize and improve the patient’s overall health. In the case of ChenMed, they were able to transition patients to telemedicine allowing them to continue to manage patients while protecting those patients and their care providers. Their model will allow them to both help their patients and keep their employees working through this crisis.
The crisis of COVID-19 is very real, non-acute patients should absolutely stay home. The problem is, while COVID-19 ravages the country, the infrastructure of our medical system continues to implode.
Perhaps as the dust settles around the ashes of our medical system, value-based care, community health centers, and other innovative ideas will stand tall and we will end up with a healthcare system that benefits all.
A Worldwide Pandemic or A Personal Experience - Healthcare Leaders Make a Difference
The newest buzzword is “unprecedented.” These circumstances are unprecedented. Never have healthcare executives, leaders, and administrators been expected to make decisions as rapidly, on unconfirmed data, at the direction of political leaders, with the knowledge it could be communicated in a nano-second across the word. Regardless of the hospitalization percentages, and flattened curves, and fatality statistics, the reality is you are making life changing and lifesaving decisions. Without expecting it or asking for it, you now stand as the generals in this viral war declared by the President.
Your cavalry of employees and volunteers move to test patients in the parking lot, then special forces meet the sickest patients in the ER. Your core of engineers erects additional facilities and treatment wards in cafeterias and gymnasiums. Your combat support team requisitions and deploys masks, ventilators, and ICU beds. Your combat ranks care for patients admitted to the hospital. Your colonels, lieutenants, and sergeants direct the activity and patient care. You coordinate with other commanders and generals at the CDC or NIH.
As if that is not enough, you still run the command center, hospitals, community practices, clinics, and support services for the hundreds of patients who are sick and hospitalized with non-COVID-19 related conditions. And after 18 hours of war planning, you have about six hours to sleep and figure out how to prepare for the pending new normal.
Because nationwide, non-COVID-19 patients are staying home, postponing routine care, holding off on vaccinations, blood sugar tests, well patient exams, and an endless list of chronic care appointments. That demand is building in the pipeline. Afraid to enter any healthcare location and, as requested, to shelter in place people are avoiding their physicians.
Nonetheless, a new normal will occur and those patients will erupt into the healthcare system. And it will be up to you to meet the need. While this is a global pandemic, it is a personal experience.
America’s healthcare providers are wired to walk into the storm. They are called to care for the sick, to answer the need, to extend themselves beyond their own safety. These amazing individuals return day after day even when knowing they will likely succumb to the virus. Medicine is a personal “calling.” For some unfortunate administrators and facilities, that “calling” may be the only reason they keep coming back. This is a global pandemic, but it is more so a personal experience.
The hundreds of physician and advanced practitioner candidates we speak to every day tell us, that while they won’t abandon their teams and patients now, they intend to leave at the first opportunity. They are not unreasonable, they understand shortages. They know the system is overwhelmed. They give grace again and again, knowing tempers are short and leaders overwhelmed. But, over time, the individual experiences paint a picture of leadership and organizational culture that they deem unacceptable. And as you know, they have many options.
One young nurse, helping a physician with the intubation of a COVID-19 patient is instructed to put a mask on, after already being in the room. Afterward, she walks out into the hall to be berated by her supervisor in front of her co-workers for wasting a mask. She wonders when participating in the intubation of a contagious patient without a mask become okay? Then again, she hasn’t heard an update in days. Another in the series of her personal experiences.
A newly graduated physician working on the 32nd hour of his shift is told, if he wants to eat, he should go to the cafeteria. He wonders which patient he should ignore, while he potentially infects others in the cafeteria. Being a doctor was his calling, this was his dream job. Is this the team he thought he joined?
That nurse sleeps alone in a hotel she pays for because she is afraid to infect her grandmother at home. That doctor doesn’t take the time to eat. Young people are drifting away from medicine, because the sacrifice and debt is too great. What happens when these young providers decide that the “calling” no longer outweighs the personal experiences?
As a healthcare leader you hold the key to the new normal when the global pandemic abates. What will remain are hundreds of thousands of personal experiences.
As a leader, are you present? Are you the calm in the storm? Do they see you confident that perseverance wins, and this will end? Sure, overworked supervisors yell, tired people snap, and priorities get messed up, but who sets the expectations and tone? As the situation evolves do you react, or do you take a moment for a calm thoughtful response? Because, while this is a global pandemic, it is a million personal experiences.
Leaders know they cannot think of or solve every experience. But they encourage those around them to attend to the details. No way one leader, worried about strategy, capacity, and supply shortages can remember sandwiches, much less encouraging an apology to that young nurse. But the good one’s empowered teams who do. They know that physician retention began the day the provider started.
One CEO, of a large hospital overrun with the virus, leaves the administration area every day and enters the fray. He speaks with people, asks what he can do, and updates them on the status of masks and ventilators. He jumps in when he can. He empowers his team to solve problems like sandwiches, apologies, and helping young nurses who are alone and afraid. Just try recruiting his providers away.
Medicine is the interaction of one person with another. Physicians, advanced practitioners, and nurses tell us, that in the absence of strong, caring leadership, they won’t abandon each individual relationship, but when they can finally come up for air, well, it was a personal experience for them as well.
You cannot control the politicians, the governors, mayors, and judges. You can’t control the patients or the percentages. You can control the environment where healthcare providers have a thousand personal experiences.
Failing to do that now, would be great for my company. We are happy to answer their calls and give them options. Because physician and provider retention began long before that candidate called us or took a call from a recruiter. What you might wonder is, how many are already on the list?
Retirees Join COVID-19 Battle as New York Adjusts Healthcare Provider Requirements
As testing reveals a high number of COVID-19 cases in New York, Governor Andrew Cuomo continues to loosen limitations placed on healthcare providers. One notable action is calling upon medical students and retirees to join the battle. Last week, Cuomo announced the volunteer count increased to 52,000 thanks to the students and retirees who stepped up. Some other changes to regulations include:
- Physician assistants (PAs) and nurse practitioners (NPs) no longer require the supervision of a physician.
- Medical students and residents can practice with fewer restrictions; these include affiliation agreements and weekly hour limitations.
- PAs and NPs from other states can practice in New York. This has not yet been extended to physicians.
- Read more about the executive order here.
For retirees, while their assistance is requested, they will not be practicing as they did pre-retirement. Their retirement status, license considerations, and ability to directly interact with patients are among the list of guidelines required for retired volunteers. You can view the full resource guide for senior physicians from The American Medical Association here.
For providers looking to volunteer or provide assistance to facilities impacts by COVID-19 call our advisor hotline at
844-963-0711 or visit our job page.
Breathe Out Fear
If you are one of the millions of Americans working from home with your favorite 24-hour news channel droning on in the background, how is that going for you? I found my stress level increased with each press conference. Once I opted out of a steady diet of news, I found my level of fear and frustration dramatically decreased. I then started to think about places of impact which are not front and center on television, like our not-for-profit organizations and healthcare centers.
Because right now, “Fear is huge.” With the political back and forth, the pundits interviewing “experts” all day, and non-stop “Breaking Pandemic News,” of course we are afraid. How can we begin to think about any new normal, when all we hear is political rhetoric? Spoiler alert – the media is focused on ratings.
Americans are at our best when we are in crisis. We are at our best when NICU nurses sleep away from their families to protect our tiniest Americans. We are at our best when companies like My Pillow shut operations and begin to sew facemasks, or when Tito’s Vodka begins to produce hand sanitizer. We did that on our own, not because someone gave us an order. Because we are Americans.
We stop and breathe. We heed the call and we step up and out to help.
Maybe we need to save the cruise industry? Maybe we need to save the airlines? Maybe the Kennedy Center for the Performing Arts should get millions? But, what about not-for-profit hospitals, Federally Qualified Health Centers (FQHCs), community health centers (CHCs), and our network of charities who support and perform much needed research for disease and disability.
While the Kennedy Center is a lovely place, my heart knows what $15M would do for the FQHCs on Skid Row in LA or in Harlem in NYC, who serve the disenfranchised, the ones so easily forgotten. The populations, who if they get the virus, are not important enough to test.
Our healthcare system struggled before COVID-19, we had a physician shortage before COVID-19, and to no surprise, this is not helping. Elective surgeries and higher margin patients are cancelled as hospitals fill with virus patients. Without a Medicare inpatient diagnosis-related group for COVID-19, how do hospitals get reimbursed and when? How do our hospitals pay to cover the patients admitted who require resource-intensive ICU treatment?
As instructed, people are staying home, afraid to get insulin, chronic care measures, or well child vaccinations at their CHC. Cash is not pouring into our healthcare facilities, yet they continue to deliver care. They pay the heroic care providers who come in day after day, they buy the masks and ventilators, and still Congress argues!
Americans, it’s time to step up for community, rural, and not-for-profit facilities and organizations. Their populations are the least connected and have the smallest voice. They need our help and support. It’s time to step up for the not-for-profit organizations like March of Dimes (MOD) who work for the safety of our moms and babies and fund critical research. MOD cancelled all their fundraisers and is working with their physicians and scientists to provide hospitals with protocols for moms delivering babies during this time. They are creating assistance for moms with postpartum depression, isolated at home with no family reinforcements, as grandparents stay sequestered.
This virus is hitting in places that don’t make the news headlines. Sure, help the cruise lines and airlines, they have a loud voice in Washington, but what about our community healthcare system, what about our not-for-profits?
One of my co-workers told his young son that we are living a historic event that will be taught for generations. How will we be remembered? Do we rise and adapt? Do we sacrifice ourselves for others? Do we step up and make sure that our network of healthcare centers and not-for-profit charities survive? Or do we make sure we can still cruise to Mexico?
If we stop and breathe and take a moment to consider that the new normal is coming, if we stop making panic decisions, like hoarding toilet paper, we will choose to save the things that really matter. We will reach outside ourselves to make sure that our critical system of healthcare and not-for-profits survive. We will realize that our new normal desperately needs them and needs them now.
We are Americans! Let’s not forget…we are Americans.
3 Realities of Marketing During a Pandemic You Need to Know
First: Online engagement is surging with more than 50% of the population under shelter in place orders. More people are using social media and web-based applications than ever before.
Second: Many companies stopped marketing on social media and the number of social media ads plummeted. Your ad money will get you more today than ever before.
Third: Conferences and travel are on hold. The activity and candidates you might get at a trade show or residency visit don’t exist – take that money and get in front of those people online.
Point Number One
Pandemic notwithstanding – you still need:
- Physicians, advanced practitioners, and nurses both immediately and as the days turn into weeks and into months
- To accurately and swiftly educate your community.
- To implement new procedures and inform the public.
Funny, at my age, (yes – I fall into the age group most at risk) (celebrating my 20th birthday three times now) I shake my head as the 20 and 30 somethings communicate almost everything on Instagram or Facebook. I frown when our politicians use Twitter to communicate policy.
Who knew that baby boomers, senior executives, middle managers, and human resources executives would desperately need the “List of the Most Common Social Media Abbreviations” to work with teams and clients?
ICYMI – In Case You Missed It – online engagement is surging with social distancing and shelter in place orders covering 50% of the US population. The use of social media and web-based resources has never been greater.
The home bound populous needs communication and community more than ever. This is your opportunity to lead your markets and solve your problems. This is the best time to show off what you do and how you do it.
This is Your Time.
Imagine how tired the front-line care providers feel as the healthcare industry becomes overwhelmed. They don’t take time to read a story or log-on to email when they get home. They glance at that powerful, smaller social media and smart device on the quick break they take between patients. As frustration builds and providers disagree with their institution’s reaction to COVID-19, or newly retired or about to graduate advanced practitioners and nurses are looking for how to help, do they know that you are looking for them?
- Are you offering telemedicine?
- Are you raising salaries or offering bonuses?
- Are you consolidating all your COVID-19 patients in one facility and all other healthcare into another location and you want to tell your community?
Those of us working remotely may be listening to a little too much 24-hour news. We can tell you everything happening in NYC, but not where to take your immunocompromised child to get tested. We know there is a shortage of N95 masks, but do not know where we can help. Or maybe we have begun conversations with our pets, just to make sure we can still talk.
Point Number Two
Many companies are making the wrong decision and cutting back on their marketing. This is great news for you because ad pricing is way down and you will likely get way more exposure for a lot less money.
So, in summary – this is a great time to use digital media.
Here are a couple of ideas:
- Identify needs and create social media ads.
- Update and regularly post on social media accounts.
- Offer information in a blog or article posted to social media.
- Post updates to your Google My Business Listing.
Point Number Three
Many organizations get candidates from trade or candidate conferences, who knows when they will be back. So, save the money you would spend on conferences and travel and get out there in front of your market.
ICYF – In Case You Forgot – point number two, your ad dollars will get you more today than in a few months when everyone else realizes how far behind they are. Your ad dollars will go farther now than ever before. Click below if you're interested in learning how to utilize your marketing budget to hire healthcare providers.
Hiring Physicians During COVID-19
As COVID-19 shuts down entire industries, healthcare remains busier than ever. How will healthcare professionals continue to complete their day-to-day job responsibilities while dealing with a worldwide pandemic? This virus does not eliminate the physician shortage we face. Facilities with unfilled needs feel the stress of open positions now more than ever, but there is a solution.
Some obstacles in-house recruiters (IHRs) now face:
- Physicians are now even harder to contact - With physicians and advanced practitioners putting in longer hours to test and treat patients, contacting them via phone or email is now even more difficult.
- Physicians may be less likely to relocate - Although physicians are more likely than advanced practitioners to relocate for the right opportunity, a state of emergency combined with economic uncertainty can motivate people to stay put and avoid change.
- The screening/interviewing process will be more difficult - Busy schedules don’t just make a quick phone call difficult. Scheduling screening calls and interviews now face more hurdles as well.
The solution for IHRs is simple: ask for help. What if the tiresome tasks like sourcing and screening candidates were no longer taking up your time? Instead, you’d focus on hiring qualified, pre-screened candidates hand-picked for your openings. When you partner with The Inline Group:
- We contact physicians for you - We’ll handle scheduling phone calls around the physicians’ busy lives. You won’t waste time playing phone tag.
- You’ll only speak with pre-screened, qualified candidates - Before you speak with a candidate, we’ve confirmed their interest and knowledge around your opening. No more wasting time on under-qualified candidates.
- We’ll adjust to your needs - Whether you have ongoing hiring needs or are looking to fill one position, our candidate sourcing experts can customize our services to your specific needs.
- You’ll build a pool of candidates - Our unique marketing process maintains a pool of candidates who are interested in your facility. When you have another opening, our applicant tracking system is ready.
In this current climate, everyone is online. Our digital suite of services can be here to support you in a variety of ways. Right now, using digital tools will give you "speed to market" that can help execute urgent projects, such as hiring needs for providers, nurses or any other healthcare professionals (temp, perm or per diem) that can help support your team.
Leaning on technology means you are always on and not just scaling human effort. We know you and your team are pitching in wherever you can right now, and we're taking the same approach. With new membership options like Platform Plus, our services can help organizations of all types and sizes place their jobs in front of candidates.
As the COVID-19 pandemic continues, we all need to work together to overcome the challenges posed in these uncertain times. The Inline Group is prepared to provide facilities with sourcing and screening services at a time when healthcare providers are needed more than ever. Click below to contact one of our candidate sourcing experts and learn more about partnering with The Inline Group.
COVID-19 Information for Healthcare Professionals & Recruiters
As you know, The Inline Group (Inline) specializes in primary care physicians and advanced practitioners. In the past few days, many of our clients have reached out with emergency needs. On the other side, healthcare providers are reaching out with a desire to help.
Inline stands ready to connect any candidate willing to offer part-time or full-time assistance with hospitals and clinics in their area in need. Regardless of whether the facility is a client of Inline or the candidate has ever connected with us.
Keep in mind:
- State licensing restrictions have been lifted to allow physicians to provide help with emergency needs.
Keep in mind that state licensing restrictions have been lifted to allow physicians to provide help with emergency needs. As evidenced by the heroic actions of our first responders and front-line providers at medical facilities nationwide, we are proud to serve the primary care community. Please contact us if we can be of any assistance.
COVID-19 Information for Healthcare Providers
As you know, The Inline Group (Inline) specializes in primary care physicians and advanced practitioners. In the past few days, we have heard from healthcare providers wanting to help but not sure how to connect. Likewise, hospitals and clinics are reaching out with desperate needs for reinforcements.
Inline stands ready to connect any candidate willing to offer part-time or full-time assistance with hospitals and clinics with needs in their community. Regardless of whether the facility is a client of Inline or the candidate has ever connected with us.
Simply respond to this email us at firstname.lastname@example.org with your name, specialty, contact phone, states licensed, and location and times where you are available to help. One of our professional recruiters will connect with you to match you to an organization in need. You can also apply to positions directly from our job page. If you'd like to speak to someone right away, call our hotline at 844-963-0711.
A couple of notes:
- State licensing restrictions have been lifted to allow physicians to provide help with emergency needs.
- New York's Governor Cuomo has requested that all retired physicians and nurses sign up with the state to provide support to their healthcare system that is already stretched to its limits.
As evidenced by the heroic actions of our first responders and front-line providers at medical facilities nationwide, we are proud to serve the primary care community. Please consider helping in any way or anywhere you can.
5 Ways to Stay on Track During Quarantine
Like many of you, The Inline Group’s team now works remotely in order to maintain a safe work environment. To stay focused and continue exceeding our goals, the team follows these tricks for staying on track while working from home:
- Utilize the technology provided - Even in the office, our team embraces technology. How else do you explain how efficient we are? Along with in-house software, we keep the team environment going with plenty of video calls and Google Hangouts.
- Keep a dedicated office space - Working from home comes with the temptation to lay in bed on your computer. Without a definitive end date to quarantine, play it safe and set up an efficient workspace to maintain productivity.
- Set clear goals - We all have set expectations at work. When working from home, it becomes important to have specific, measurable goals written down. This helps you stay on track when distractions pop up.
- Maintain your work phone number - Confirm with your supervisor if you have the capability to continue using your work number while at home. Each member of our team still calls candidates daily.
- Ask for what you need - Your employer wants you to continue to be successful. Don’t be afraid to ask for equipment or resources that will help you meet your goals. From technology/devices to educational resources, find resources to make this time productive.
While we can’t control when this uncertainty will end, we can control how we handle the circumstances we’ve been given. If you have any questions about maintaining a pipeline of candidates during this pandemic, click below to schedule a call with one of our candidate sourcing experts today.
Is the Right Person Doing the Right Job?
Are you worried about your candidate sourcing dilemma? Did you know you have a candidate sourcing dilemma? Because almost everyone does and many executives don’t realize the impact.
As an executive, I ask my leaders frequently, "Is the right person doing the right job? Senior Account Managers should not perform routine data entry. It neither matches their skill set nor their pay grade. Profitability and process efficiency come when skills, salary and personalities match the position. (Stay with me here.)
Recruiting physicians is akin to recruiting executive leadership. They have extensive education, highly defined specialties and they make life and death decisions. Physicians also live in a 100% employed market. If they want a job, they have one. Filling an opening creates another.
Stands to reason then that the person who recruits these physicians must be professional, highly trained and personable. Physician recruiters are smart, competent, multi-tasking ninjas with extensive market knowledge, skills and a relationship mentality. Relationship job – relationship personality.
So, where is this dilemma? Here it is: identifying candidates, sourcing and screening them is repetitive, data driven and time consuming. Sourcing candidates is the “heavy lifting” piece of the recruiting timeline. Great sourcers thrive on data, live for the search, celebrate the win and go to the next candidate. A transactional relationship and a transactional person.
Both sourcing and recruiting are critical. No pipeline no hires. But obviously very different roles, salaries and skills.
With today’s professional recruiters working 10-30 openings, it stands to reason that sourcing falls to the bottom of the priorities. Facing an unrelenting to-do list they are forced to ask, “Do I engage with candidates already in the pipeline or dig through databases and job applications with little hope of finding a single quality candidate?”
Keep the right person doing the right job. Engage The Inline Group – we’re the Nation’s only firm dedicated to sourcing primary care candidates. We find them, screen them and present them directly into your candidate pipeline. It’s all we do – our team is those dedicated, driven data lovers who hate to let a good search go unfilled.
Sourcing dilemma solved, get a pipeline from TIG and let your professional in-house recruiter drive the deal home.
The right person, doing the right job = a better bottom-line.
Physicians Equal Revenue - Why Aren't We Concerned About Getting the Ball into the End Zone?
When did physicians become cost centers and not revenue generators? At my last two conferences, I heard repeating stories of budget cuts limiting the number of providers and/or physician recruiting resources.
Correct me if I am wrong, but without physicians, we don’t have:
Reimbursements or insurance
Labs, physical therapists, pharmacies, or radiology
Hospital admissions and administration
Yet, again and again, I hear from recruiters, administrators, or owners, it’s too expensive to hire a physician. I don’t have the budget. Really? Do you have the $850K to $1.5M it takes to cover the lost revenue when an open position remains open for a year?
And surprise, the patients you aren’t seeing are moving to your competitors.
And you have a lot of competition scrambling for those patient dollars.
89% of the market is looking for primary care providers.
I love football, so to continue the analogy, your physician is the quarterback. You need him to get the ball into the end zone to score. But, to make that happen, you need a really strong offensive front line. Enter your physician recruiters. They are the first contact a physician has with your facility.
The ASPR Benchmarking Survey data confirms that the offensive line is wearing thin. The average organization has 45 openings and two to four recruiters. In 2012, a recruiter worked 20 searches, today that number is closer to 40.
Have you ever really considered what goes into the hiring of a physician? The number of steps in your recruiting process can vary from 10 to 47. Within that process are thousands of details to manage and execute. Multiply that by 40 searches and those offensive linebackers are in need of a time out.
Some 250 contacts are necessary to get three candidates to your facility for an on-site visit. If your recruiter is really good and your offer is competitive, you might hire one of the three.
Maybe we need to rethink the make-up of our team. Without quarterbacks and offensive linemen, you are always playing defense, while the other team scores.
Revenue = Physicians + Recruiting Resources
Do you want to score in your market, or are you happy playing defense? Time to consider some changes!
I Graduate in Three Weeks - Is Now Too Soon to Start Looking for a Position?
This question may sound silly to some of you, but in my year and a half as a Recruiter with The Inline Group I have been asked this several times. It does not seem to be a huge issue, but the fact that it comes up at all warrants attention. I speak with a large number of new graduates and it seems that they are not exposed to very much information on how and when to look for their first position once they are nearing the end of their education. I believe most start looking earlier rather than later just to be safe, but there is a considerable number of providers who have no idea how long it can take to obtain that that first position.
To give a little bit of perspective, credentialing, licensing, and getting all of the paperwork taken care of alone can take at least 30 days. And that is after you have already submitted an application, waited for the facility to reach out, completed at least one or two interviews, and then received an official offer. As long as that initial process can take even before you get an offer, you are still looking at an additional 30+ days on top of that to actually finish everything up. I have personally seen that initial process take two weeks and I have also seen that initial process take two or three months. I equate it to when I was looking for a job as a teenager. Never once did I get a job at the first place I applied to. I had to put in quite a few job applications just to get someone to reach out. It often took a week or more for even one person to reach out to me after putting in multiple applications. I think the same can be said for the medical world. It is unlikely that you will be able to put in one application and get the job as a new graduate. You will have to put several lines in the water and put yourself out there to find a position in any reasonable amount of time.
My point, which I am sure is clear, is that the hiring process in the medical world takes time. Best case scenario for getting a job as a new graduate will probably take about six weeks after submitting an application. That is best case scenario. Realistically, you will be looking at two months or more. So, my answer to the question, “I graduate in three weeks. Is now too soon to start looking for a position?” is absolutely not. It probably would have been a good idea to start putting yourself out there a month ago. I hope this was helpful to some of you and that you are able to utilize this information to help yourself manage your expectations and find that first position more quickly.
How To Avoid Being a Job Hopper
As a physician or advanced practitioner, there are opportunities all over that can expand your experience and your skills, but when it comes to the best time to move from one job to the next is tricky. Everyone’s situation is somewhat the same in one way or another; the specialty isn’t what they expected or the facility wasn’t the right environment for them. Things happen, and wanting to change them for the better is completely understandable; but when it comes to consistently changing jobs year after year, that could potentially ruin your chances in obtaining your “perfect job.”
Before transitioning from one position to the next, ask yourself this: How long have I worked at this facility and how long was I at my previous job?
- If your employment list is short, or you have worked at a facility for a couple years or more, the chances of being seen as a job-hopper is slim.
- If you have worked with several employers, and have only been at each for a year or less, that may bring up concerns from future employers.
- If you have worked with your current employer for a year or less, identify your reason for wanting a change.
Ask yourself why this position is not working out for you, is it because of salary, hours, or location? What position are you wanting to transition into and why? Carrying on from why you are leaving your previous position for another; what are you seeking to improve or gain more experience in?
Hopefully by identifying your job history and maintaining a balance when transitioning from one job to another, you should have no problem in avoiding job-hopping.
What is Digital Marketing & How Can it Help Recruit Physicians?
When asked if they’ve “gone digital,” many companies will say, “Of course. We have a website, a Facebook page, and we send email campaigns!” While this kind of online presence is important, digital marketing consists of much, much more.
Digital Marketing is an action. And not just a single action, but an ongoing, evolving action that empowers you to spend your marketing dollars as efficiently as possible. The first step is putting a piece of content online. What transforms this into digital marketing is the data.
Imagine you see an online job posting. You’re pleased with your current employer, but if a better opportunity presented itself, you’d be interested. In this case, you see a job with a great company and it would cut your commute time in half. You click on the listing, quickly scan it over, make a mental note to return to it later, and move on with your day.
We all know what happens next: you completely forget you ever saw it. We all see thousands of ads per day. The odds of your one ad being remembered are slim. This is where digital marketing steps in. Remember the job listing you clicked on and forgot about? Since you engaged with the ad, you’ll eventually see a similar ad again.
This retargeting empowers the workforce to see those jobs they are most interested in and inform themselves about the employer. It also empowers your organization to engage with candidates who have a strong interest in your opportunity. If you’d like to learn more about digital marketing for physician recruiting, click here to schedule a time to speak with a member of our business development team.
Student Loans: Get Off My Back!
Many students, past and present, deal with the necessary haggle of student loans; especially for those pursuing higher education. A survey completed by the AAMC in 2015 states that medical students in particular who graduated that year carried on average $182K in debt, while those who graduated in 2016, rose up to $190K, with nearly 25% carrying more than $200K. Pretty substantial, and frankly “scary” numbers for a medical student. In additional to this burden, about 33% of these students still carry a debt from their undergraduate studies, which is typically around $24K.
Now that we've fed you the veggies, how about some good news? Once you matched into a residency program, the general salary for a first-year resident is $52.5K. Though you may not be jumping out of your shoes, there are many programs available beyond your initial salary that can help you chip away at those lingering debts. For example, a ten-year plan would pan out to about $2,000 per month in payments (with $182K in loans).
Solution number one is to finance your debts through a private lender. This could provide you with a lower interest rate, but you’ll have to pre-qualify first via few factors, including your credit as well as your current income. Solution number two is to consider working for an organization in a state that offers a student loan assistance program. Though it varies by area, certain states can knock away a considerable piece of those loans in just a few years. In Texas, the Physician Education Loan Repayment Program offers up to $160K for over four years of practice in a Health Professional Shortage Area (HPSA). In New York, Doctors Across New York provides an additional payment of up to $150K over a five-year commitment to doctors practicing in underserved areas.
The student loan forgiveness state programs are a valuable resource, and should be taken into serious consideration when deciding on a destination and facility of choice. Perhaps you’re thinking of immediate relief, or more of a short-term solution. To be honest, that is not really feasible with $200K in debt. But, when negotiating your “dream” role, it is important to use that as an opportunity to obtain a possible sign-on bonus as well as relocation assistance to help ease the burden, at least temporarily. Keeping a positive mind-set, and considering all possible solutions, can help you achieve your goals of financial growth and stability as a physician.