Update: I stand corrected.  We  did move the webinars to September.  Just making sure you’re paying attention. 

This is our special week of looking at physician recruitment. 

To whet your appetite, here are four reasons why recruiting doctors online works, and why you should try. 

1. New doctors are already online

90%+ of medical students have a Facebook account; 55% have MySpace accounts.   Add in LinkedIn, Twitter, Sermon, and online email accounts and these graduating doctors are used to managing their personal and professional lives online.  What’s more, they self-organize; you can now target med students of a certain college or even of specialities.  Talk about targeted marketing, would you like to be able to get your job in front of a neuropathologist graduating from a top-tier medical institution whose hometown is next door to your hospital?   It’s entirely possible.

2. Your competition is not even thinking about it.

By virtue of the fact you’re reading this blog, I am suspect you may be of higher than average intelligence, looks, and web savvy.  Let’s imagine that your competition for these doctors is, without being unkind, in a different league.   Now they may be bigger, richer, and have a better reptuation, but since you’re considering this as a option, you will have no competition to contend with.  Being first to the market online is a significant advantage and is one of the reasons our solutions are so cost effect (more on that in a moment.).

3. The quality of applicants is superior.

Think for a moment of the different in quality of a personal referral and a resume from a recruiter.   In the first case, you know the applicant has some hard and soft knowledge about the institution — your hospital has come recommended, there is a social benefit for the applicant to working there, etc.   Now think of how much or little the resume from the recruiter knows — they’ve largely outsourced their job search to another person who, however gifted, is an invested party only.  

Recruiters might help you sell the applicant, but the applicant is still weighing options.  Online recruitment allows you to generate better applicants by offering a genuine experience of the culture and break down the institutional walls a little. 

4. It’s cheaper.

The average cost for recruiting a physician with a recruiter is $30k — considerably more based on speciality. We can deliver results from $5k for a placement, depending on specialty.  Plus, you’ll spend a lot less time on the phone.

Yeah, we thought you’d like hearing that.

More questions?  Contact us at solutions@medtouch.com