When it comes to physician recruitment, knowing the state of the overall market is crucial.

Recruiters who are aware of the relative ease or difficulty of a search can allocate their resources, time and tactics accordingly.

What are the most in-demand specialties this quarter?

The quarterly PracticeLink Physician Recruitment Index helps physician recruiters evaluate their opportunities, searches and job responses within a larger context on the PracticeLink website.

The physician specialties we see on this quarterly Index of the Most In-Demand Specialties are the specialties with the most jobs posted on PracticeLink and are then ranked by hardest to recruit.

Neurology holds steady at the top of the list with .86 candidates per job, while we also see Anesthesiology make its way into the top five, along with Urology, Psychiatry and Gastroenterology.

To view the top, 15 most in-demand specialties and see if you need to adjust your recruitment strategy accordingly, download the free infographic here.

Reach, Build and Expand!

PracticeLink’s PRO (Physician Recruitment Optimized) Solutions were designed to go beyond your job posting, building your brand and actively sourcing both active and passive candidates nationwide, ensuring you find the best candidate for your opportunity.

PRO Solutions are the perfect complement to PracticeLink RMS. They give staff recruiters the tools they need to expand their candidate funnels, extend the reach of their job postings and increase job responses to fill opportunities quickly.

Easily implement a multi-channel recruitment campaign with inPerson Conference Leads and inPrint Candidate Publications, expanding your physician audience and allowing you to find the ideal candidate.

Becoming a physician is hard.
Recruiting them doesn’t have to be.

The goal of PracticeLink is to help you and your organization recruit the best possible candidates, at the lowest possible cost, in the least possible time and in the easiest way possible. We designed the PracticeLink Recruitment Management System (PracticeLink RMS) to help streamline the three key elements of the physician recruitment process with this goal in mind.

Where do our talents and tendencies come from, nature or nurture? It’s a question that’s been debated for all areas of life, and it applies to physician recruitment skills as well. Are good recruiters born with their skills, or have they learned them? Perhaps the answer lies in a third option.