Some recruiters post only a fraction of their opportunities, hoping to fill the rest through sourcing alone. Is this a cost-savings tactic—or will it cost you more in the end?

As the Digital Marketing and Market Research Manager at PracticeLink, I interview a handful of new PracticeLink users each month to learn about their buying processes and early experiences with the site. I love this opportunity to interact with our users and hear about their searches firsthand. Sometimes these clients explain that, in addition to the jobs they have posted on the job board, they have others that they’re hoping to fill just by using the Advanced Candidate Search.

I understand the thought process behind this strategy—it saves time and money on the front end—but the recruiters who get the best responses and results are, consistently, those who post all of their jobs. Here are just a few of the reasons why:

Recruiters can now use Stages and Steps in the onTrack ATS to track applicants all the way from screening to orientation to retention.

Though no two Physician recruiting efforts are exactly the same, they tend to follow similar patterns and steps. There’s a typical funnel that physicians progress through. A candidate becomes an applicant becomes a hire. An interview begets a site visit begets an offer.

For the fourth quarter in a row, surgery-neurocritical care took the title of Most Challenging Specialty to Recruit on the PracticeLink Physician Recruitment Index. 

In last week’s inTraining webinar, Would You Apply to Your Job Posting, we covered tips on creating quality job postings to attract quality candidates. You, the physician recruiter, have so much impact on your organization. You impact the kind of physicians you hire, awareness of your employer brand and revenue to your organization, just to name a few. Beyond working hard to create inspiring job postings, what else can you do to get your jobs seen?