How fillable is your physician search? This unique scoring system can tell you exactly how your search compares.
Each day your physician search remains unfilled costs your group, hospital, or health system thousands of dollars in lost revenue. Not only that, it adds to your workload and stress as a healthcare recruiter.
You already know that.
With industry-wide physician unemployment rates at nearly 0%, every physician staffing need becomes urgent, if for no other reason than to reach as many open candidates as possible before another organization swoops them up.
And because of that urgency, many recruiting departments feel forced to blast out emails, post job ads, and immediately start marketing their openings with the hopes the shotgun approach will help them screen as many qualified physician candidates as quickly as possible.
The results? Well, as fellow recruiters, we don’t have to tell you how frustrating the process is.
Is there a better way to position your physician opportunities?
While urgency is essential in physician search, how you position your search is equally, if not more, critical to the success of your search.
What you include in your messaging, how you position the search, and how you have conversations with physicians each impacts your search. Legendary salesperson Elmer Wheeler once taught, “Sell the sizzle, not the steak.”
(For an entertaining and insightful work break, check out this video about Elmer’s sales philosophies!)
To know what sizzle to use, it helps to know how your search compares to the physician job market.
“It’s impossible to successfully market your practice opportunity if you don’t understand how to position it in the market,” said Tim Ketterman, Chief Operations Officer of Adaptive Medical Partners.
“In most specialties, more physician jobs are available than physicians to fill them. Therefore, you need to know how your opportunity measures up and plan your recruiting efforts accordingly,” said Ketterman.
How do you know if your physician opening compares to competing physician jobs?
The AMP Score™ online scoring tool is a convenient way to help hospital leaders, healthcare administrators, and recruiters understand how their physician opportunity compares to the competition.
When comparing your opportunity to competing opportunities in the market, the AMP Score™ evaluates your position against the following competitive factors:
- Position Location
- Position Compensation
- Position Quality of Life / Livability Index
- Quality of Practice Index
- Interview and Decision-Making Factors
Over the last 12 years, Adaptive Medical Partners has found these five are the key drivers of physicians’ career decisions when comparing multiple practice opportunities and offers.
The AMP Score™ involves a simple multiple-choice questionnaire that takes hospital leaders, healthcare administrators, and recruiters 3-5 minutes to complete.
The AMP Score™ will then provide you with your competitive job score and comparisons to other states, regional, and national AMP Score™ results in the current job market.
Additionally, the AMP Score™ will help you understand other factors to use in your physician communications, including:
- Area school rankings
- Airport access
- Access to beaches, mountains, lakes, etc.
- Metropolitan size and amenities
- Compensation and financial perks
- Professional perks
- Interview process and length of the cycle for feedback and offers
- Job opportunities for spouse / other family members
“With the mobility of professionals in today’s workforce, health systems are now competing nationally for top physician talent – not just within your city, state, or region,” Ketterman added.
Get Your AMP Score™ – FREE!
As fellow recruiters engaged in the daily fight, we are providing the AMP Score™ tool free of charge and with no obligation. Just click here to get your score.
OK, OK… I’ve got my AMP Score™. What do I do next?
“If your AMP score is at or below the comps, you may need to adjust your practice offering, if possible,” Ketterman advised. “While you can’t control your community amenities or location, you can adjust the model, improve your interview process, add perks, or increase compensation to increase your AMP Score. Sometimes one big obvious change can help, but often it requires pulling multiple levers to impact how the candidate market views your opportunity.”
Once you’ve adjusted your practice offerings, if your AMP Score is still low, plan to invest more time and resources into your search, including potentially hiring a search firm for assistance.
“Physician recruiting is highly labor-intensive, and that’s especially true for certain specialties and jobs that are tough to fill and have a difficult time attracting candidates through traditional methods,” Ketterman explained. “Therefore, it’s generally more cost-effective to outsource recruiting to a reputable firm rather than tie up your staff and resources with a time-consuming, laborious physician search that could drag on for months or years without professional assistance.”
Ketterman continues, “The AMP Score™ analysis helps you and our team identify potential weaknesses in your opportunity so that we can work around them, but it can also help us identify strengths to promote. We’d be happy to sit down with anyone to discuss their score in detail, regardless of whether you choose to partner with us.”
To learn your AMP Score today for any physician opening, visit www.GetAMPScore.com.
