Communicating the role specialty, practice type and geography play in a compensation plan can help frame your offer.

Sealing a financial deal with any physician can be tricky. Not surprisingly, most clinicians want top dollar for their skills and, by usual measures, are worth it. But as a recruiter, how do you explain the whys and wherefores of a compensation package, especially if the numbers don’t suit someone initially?

The good news is that by drawing attention to three critical factors shaping every salary offer, you can frame any package. They’re your ace-in-the-hole for bringing reality to the conversation.

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.

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.

Finding and recruiting physician candidates is only part of the battle; your job task doesn’t end with recruitment!

Physician retention is an ongoing process—how can in-house physician recruiters play a role?