Physicians Equal Revenue

Feb 07, 2023

As  Super Bowl LVII approaches and this football season comes to a close, we’re reminded of the strong parallels between football and recruiting. We know that recruiting is so much more than filling a roster, it’s about building a winning team. As an avid football fan, here’s what our president, Kelli Mulloy, has to say about why you should approach  recruitment like a top-performing football team:

When did physicians become cost centers and not revenue generators? At recent conferences, I heard repeating stories of budget cuts limiting the number of providers and/or physician recruiting resources.  

Correct me if I’m wrong, but without physicians, we don’t have:  

  • Reimbursements or insurance
  • Labs, physical therapists, pharmacies, or radiology
  • Hospital admissions and administration
  • Nurses 

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 linemen 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. 

Physicians + Recruiting Resources = Revenue 

Do you want to score in your market, or are you happy playing defense? Time to consider some changes! Connect with Inline to get started.




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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.

28 Jan 2020
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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. 

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30 Jan 2020
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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?

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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.