Candidates have more to contemplate than just their salary when signing a contract. Sure, they’re thinking about how they’ll be compensated, but they’re also looking to opportunities that will support their family, professional goals and personal pursuits.

Have you ever thought about your brand and the brand of your organization?

Up until recently, one of the greatest challenges for physician recruiters has been the current physician shortage in the U.S., which according to data published in 2019 by the Association of American Medical Colleges was expected to reach 122,000 by 2032. However, the gap between the current and projected shortage has only narrowed over the past couple months, with an unforeseeable and jarring 1.4 million health care workers furloughed or laid off in April alone.  

Regardless of whether your organization has had to make cuts, these 1.4 million recently unemployed health professionals will be actively seeking opportunities for the foreseeable future. An increased volume of job seekers could mean an increased volume of applicants responding to your postings, giving you the benefit (and challenge) of more prospects to parse through.

You may not be an OB-GYN, but you will most likely recruit physicians for jobs in Obstetrics and Gynecology.

Well, there is currently a shortage of OB-GYNs, and the American Congress of Obstetricians and Gynecologists continues to project a shortage heading into 2020, making it one of the most in-demand specialties. This is in large part due to burnout, compensation and liability, which is something to keep in mind when recruiting for openings in Obstetrics and Gynecology and building compensation packages for those positions. It is important to recruit for these openings and do what you can to help communities and women get the gynecological care and information they need, especially expectant women who need to keep themselves and their babies healthy.