Develop Your Team and Reduce Recruitment Expense

Now more than ever we realize the critical importance of talented medical providers in healthcare delivery and patient care.  The  healthcare industry is experiencing an unprecedented demand with more providers forgoing traditional employment models.  Successful Healthcare organizations are realigning their resources and ideology to meet this new landscape. 

The commitment to a comprehensive and effective retention program has been elevated due to the increase of physician burnout and healthcare delivery inequalities during the pandemic. 

Your Physicians and Providers are on the front line, entrusted with caring for the most important facet of the organization, your patients. 

How are you managing your most valuable resource, your Medical Talent?

We all know that healthcare clinicians are among the most sought after professionals in the nation. However, most hospitals and health systems fail to approach the recruitment  like other industries and leading corporations.  Innovative and principled healthcare systems are winning the war for  Medical Talent.

Physicians and patients alike want to associate themselves with an organization with a clear purpose. General Stanley McChrystal in his book, Team of Teams, emphasizes that employees will actively support organizations with a purpose that has meaning and values they can embrace and share. In his words, “purpose affirms trust, trust affirms purpose and together they forge individuals into a working team.” Putting effort into defining a crisp, dynamic purpose statement provides a framework for making strategic decisions. By fashioning a bold purpose that differentiates you from the competition, you can create a penetrating brand voice and foster a culture which is vital to medical talent acquisition and management. 

Transformation of Ivy League affiliated Health System with over 500 Providers. In 17 months:

• Developed brand new in-house recruitment and onboarding department with reimagined process eliminating over $50K per month in outside firm expense 
• Increased Provider recruitment by 40% with a 55% Interview to Signed KPI
• New Onboarding & Retention process and staff with a 85% positive Provider post-hire survey results
• Reduced Locums usage from 6 specialities to 1, saving over $400K/yr
• New quality check and interview process resulted in 100% of Providers that signed Letter of Intent signed Employed Agreement 
• Successful implementation of new targeting marketing strategy to passive candidates yielded 20% of new signed Providers
• Designed and enacted new ATS through Practicematch for verifiable recruitment and onboarding activity reports to track and present data to CNE Leadership
• Shattered previous records for activity: interviews/month 28 (Sept 23), signed Provider/month 17 (May 23), Providers start/month 18 (Sept 23), Department interviews/month 9 ( June 23)

 Rural Health System and Critical Access Hospital in Illinois (pop. 3,400)

Consultative approach and strategic partnership resulted in 7 Physicians signed. In 13 months:

• Urology, Interventional Radiology, Neurology, Pulmonology, Otolaryngology,  Rheumatology and Internal Medicine
• Average Time to Fill: 87 Days

 Hospitalist company seeking PE investment required updating  and implementation of a new recruitment, onboarding and credentialing process to reduce expense, increase efficiency and ensure ability to scale growth to meet forecasts and ROI. In 15 Months:

• Decreased outside recruitment firm usage by 25% in 11 months to realize a $248,600 savings
• Increased internal recruitment sourcing by 30%
• Stakeholder Recruitment Survey with 87% positive response 
• Implemented new ATS with actionable recruitment reports
• Established standardized quality checks process and credentialing protocol 
• Decreased  locums cost by 42%

These achievements satisfied P.E. due diligence requirements with a $32M  investment. 

 Case Studies

• Transformation of Ivy League affiliated Health System with over 500 Providers and 8.000 employees
• Rural Health System in Illinois (pop. 3,400):. Consultative approach and strategic partnership resulted in 7 Physicians signed in 13 months
• Led the development of recruitment process improvement and alignment across 19 different markets while leading a 60-member provider recruitment team. Proactively designed and implemented the first ever clinician recruitment report to the largest Catholic healthcare system in the world, resulting in actionable strategies based on KPI that reduced expense, increased efficiency and talent acquisition.  
• Pivotal role in the $32.4M private equity investment by revamping recruitment process and improvement of quality check operations to meet due diligence requirements. 
• Consistently achieved 90%tile rating  on HCA CEO Satisfaction surveys and 'Among the Best in HCA' on annual performance reviews. Personally recruited more than 550 providers with an 85% retention rate across 9 states and 25 Hospitals.
• Drove the success of my recruitment team in leaping from Top 10 to Top 3 in annual provider placements, while achieving lowest cost to recruit metric. (HCA Continental Division)
• Unique operational experience  spans the spectrum all specialities and practice settings in 39 states. I have  successfully served the largest for profit and not for profit healthcare systems in the country,  numerous Medical Schools, including Ivy League,  small rural critical access facilities, children's hospitals, level 1 trauma centers,  community hospitals, MSO, specialty groups, solo practices and more.