According to a study by the Association of American Medical Colleges, an alarming shortage of 40,800 to 104,900 physicians is predicted in the United States by 2030. The reason? The number of new primary care physicians and specialists can’t keep up with the demands of a growing and aging population, or the high rate of retirement among more practiced physicians.

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.

Career fairs can be tremendously effective ways to meet and connect with many candidates in a short period of time. We all go into a career fair optimistic, thinking we are going to find a great hire. However, it is not as simple as showing up, talking to candidates, then going home.

Don’t just think of a career fair as an event that starts at 5 p.m. and ends at 8 p.m. Instead, the foundation for a successful career fair is laid well before the event. Use these nine tips to increase your career fair ROI.

Finding the best candidates to fill positions at your facility is a constant priority, and depending on the specialty you’re looking for, it can be a challenge.