MARKET ANALYST. REAL ESTATE EXPERT. COMMUNITY HEALTH ADVOCATE. SALESPERSON. MEDICAL ADMINISTRATOR. ACCOUNTANT. STAFF DEVELOPER. LIFE COACH. These are just a few of the hats worn by in-house hospital physician recruiters. Their broad knowledge base and confident personality puts their working relationships with physician candidates at the top of the totem pole.
Unlike independent recruiters, in-house physician recruiters aren’t motivated by commissions and meeting quotas; rather, they work within the healthcare delivery system to ensure that the healthcare needs of their communities are met with the proper mix of medical and surgical specialists. They are responsible for expanding the medical staff either through start-up practices or growing practices in the specialties identified through their medical staff development plan. So when they tap you for an interview, your role could be that much more meaningful and worthwhile.
A professionally trained quasi-clinician
Many in-house physician recruiters receive ongoing professional training from the American Academy of Medical Management (AAMM) or through the Association of Staff Physician Recruiters (ASPR). The AAMM provides intensive seminars for frontline in-house professionals who are responsible for contracting, compensating, managing and retaining medical professionals. The ASPR, comprised of more than 1,000 in-house physician recruiters, also offers education and training to its members.
The typical in-house physician recruiter has spent hours interacting with hospital administrators to help prepare and develop a medical staff development plan, approved by the board of directors, that maps out policies for sourcing candidates and identifying practice opportunities. In doing so, the recruiter gains a keen understanding of the key differences among clinical specialties. Grasping the distinction between an invasive and interventional cardiologist, and what goes on in the cath lab versus the operating rooms, becomes second nature. This knowledge also comes in handy later on when the recruiter is required to explain the credentialing process with the hospital’s insurance carrier.
When a physician recruiter contacts you, it’s not some willy-nilly, seat-of-the-pants call; rest assured that you are being considered as the right fit within a strategic employment
plan. Of course, the recruiter is in the business of selling the benefits of a hospital, a community and a practice opportunity. Yet it behooves the recruiter to match the right practice setting to you as a qualified physician, so you’ll be an asset to the organization both now and for the long term.