8 Things In-House Recruiters Need to Know About Telemedicine

Jun 24, 2021

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.