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.

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.