Tag Archives: physician recruiting

Creating the Correct Environment for Medical Staff Retention

Healthcare workers are in high demand and this means healthcare organizations must create environments that encourage them to stay once they’re hired; easier said than done. Lack of advancement opportunities is one of the main reasons people working in healthcare leave jobs; recruiting and retaining healthcare workers depends on developing a nurturing environment where these professionals can thrive.

Most healthcare professionals are more likely to leave jobs when they are unhappy with the office culture or they feel like they can get more experience somewhere else. You have to create reasons for them to stay. Some options include, but are not limited to: In-house skills training, technology training, performance-based incentives and sign-on bonus. Healthcare workers value these programs because they encourage professional development and upward career mobility for all medical staff. The experience they get from your practice should be invaluable to them over the course of their career. You will attract more highly qualified candidates if you are offering employees more than just a paycheck.

Office environments are underrated by most professionals. Medical practices tend to assume that if people are leaving jobs it has more to do with that person than with the structure of the practice. Some people might leave because the job just isn�t what they expected, but other people will leave because of what you aren�t offering them. Medical assistants, nurse practitioners, physicians and receptionists won’t stay if you are unable to offer the kind of atmosphere that ensures a safe, healthy and productive work environment.

Since healthcare changes and evolves your education and training for members of the staff cannot be static. EMR systems will be subject to change especially as the technology advances as well as processes for billing and coding. These changes will affect the entire staff and how you recruit for new candidates. Concurrently, urgent care facilities are becoming more prominent and hospital employment is looking more favorable for physicians; because of this, private practices are having trouble with retention. Instead of scrambling to replace people, look into what you are currently doing and how to make it better. Happy employees don�t go searching for new jobs.

The Importance of Properly Engaging Your Medical Staff

Once you’ve hired the staff for your medical practice you have to make sure that they are engaged in their jobs and day to day responsibilities. Some practices do not take the time to check in with employees and make sure they are interested and staying on task throughout the day. Every employee should feel like they are a valuable member of your team

The practice will be busy throughout the day leaving very little down time for employees so they need clearly defined roles from the onset of employment. Job responsibilities break down into two groups: clinical and non-clinical. Clinical staff should have a set of policies in place for them to follow and non-clinical staff should have their own set of policies as well. The office should run smoothly on a day to day basis. One of the best ways to engage employees is to ask key questions during the interview process to make sure they are going to be a good fit for the practice. The better you know your own practice, the better you will be at marketing it to prospective employees. Provide training for new employees to give them the skills they need to excel and increase value to the practice. Training for employees is highly appreciated and will give them a probationary period where they know they are learning the ins and outs of the practice.

During the interview process you can get a better feel for the type of employees you will be hiring by asking specific questions. Ask them about their accomplishments in their previous positions and the amount of time it took them to complete tasks. You should see if they prefer jobs where they were given a lot of responsibilities or more highly structured positions with more supervision. Employees who are engaged have greater commitment to the practice and they go above and beyond their basic job descriptions. Having weekly staff meetings will increase office morale and keep employees interested in their jobs.

Think of staff meetings as an investment; you want to keep your staff informed about what is going on in each department. Set up an agenda for the meeting in advance so everyone knows what topics you will be covering. Including them when it comes to decisions for the practice is another way to keep staff engaged. Maybe you�re thinking about switching to a new EMR system or about creating a practice website, discuss this with your staff so they can give feedback. Don’t just listen to their feedback; utilize it to better the practice. Be consistent with your communication; employees want to know that if a problem arises you will be able to take care of it in a timely and professional manner.

Keeping employees engaged starts with the hiring process and marketing your practice to the right people. Communicating effectively with clinical and non-clinical staff, scheduling regular team meetings are simple ways to make the office run more efficiently and give every member of your staff the opportunity to be successful.

Reviewing an Orthopedic Practice’s Ancillaries

An Orthopedic Practice should like about reviewing ancillary services by looking at which procedures and tests your practice is referring out. Building practice profitability require sufficient time and effort. Having a marketing plan in place and considering the amount of time, staffing and space needed will help create a new form of revenue for the practice.

For some physicians, the decision to add ancillary services is a matter of survival rather than a choice. Before this becomes the case, carefully assess where the market potential is. Does you practice contract out to physical therapists and ambulatory surgery centers? Design a marketing plan for adding ancillary services and market to your patients accordingly. Marketing to the public might take more time but convenience and patient health will help add revenue. Understand the location of your practice and what medical procedures might be underserved in that area in order to better serve patients.

SpineSearch LLC Awarded Physician Recruiting Agreement with the Premier Healthcare Alliance

SpineSearch LLC Awarded Physician Recruiting Agreement with the Premier Healthcare Alliance
Dateline February 01, 2012 SpineSearch LLC announced today that it has been awarded a 18-month group purchasing agreement with the Premier healthcare alliance, for its Physician Recruiting. February 01, the new agreement allows Premier members, at their discretion, to take advantage of special pricing and terms pre-negotiated by Premier for Physician Recruiting.

“SpineSearch LLC is honored to have the opportunity to work with one of the finest GPOs, Premier, and its members on Physician Staffing,” said SpineSearch LLC CEO & Founder Nicola Hawkinson. This will allow Premier and SpineSearch to better serve the healthcare providers throughout the United States

SpineSearch will be offering Premier alliance members the ability to tap into our network of Physicians. SpineSearch’s ability to place qualified candidates to specific institutions comes from the clinical backgrounds and qualifications of the SpineSearch team, along with a substantial database of prescreened candidates. CEO and Founder, Nicola Hawkinson, uses her clinical background to expertly find and place candidates for potential employers. SpineSearch has a database filled with thousands of applicants that have pre-screening interviews with a member of the SpineSearch team, and continue on to potential employers. This selection process is what differentiates SpineSearch from other recruitment agencies. Premier members will have the means to pick Physicians that are competent leaders in their field in a seamless process without the worries of negotiating terms and or pricing because of their relationship with Premier.

About the Premier healthcare alliance, Malcolm Baldrige National Quality Award recipient
Premier is a performance improvement alliance of more than 2,500 U.S. hospitals and 81,000-plus other healthcare sites using the power of collaboration to lead the transformation to high quality, cost-effective care. Owned by hospitals, health systems and other providers, Premier maintains the nation’s most comprehensive repository of clinical, financial and outcomes information and operates a leading healthcare purchasing network. A world leader in helping deliver measurable improvements in care, Premier has worked with the Centers for Medicare & Medicaid Services and the United Kingdom’s National Health Service North West to improve hospital performance. Headquartered in Charlotte, N.C., Premier also has an office in Washington. http://www.premierinc.com. Stay connected with Premier on Facebook, Twitter and YouTube.

About Supplier SpineSearch LLC
The SpineSearch mission is steadfast in providing a superior network between highly qualified healthcare professionals, medical specialists, and healthcare facilities. Our vision is to provide a cutting edge network within the medical field and its professionals. We are focused exclusively to the healthcare field and offer a unique level of expertise in the industry. SpineSearch is led by experts in the industry who are knowledgeable about every dimension of the field. We invoke a commitment to those employed in the industry, offering continued education and career building symposiums, focusing on job satisfaction and decreased turnover. A community network of medical professionals dedicated to the future of healthcare. SpineSearch is certified as a women’s business enterprise through the Women’s Business Enterprise National Council (WBENC), the nation’s largest third party certifier of businesses owned and operated by women in the US. We recognize the commitment to supplier diversity that is embraced by corporations and government agencies today, and we can add diversity to your supply chain. http://www.spine-search.com/ Stay in touch with SpineSearch LLC on FaceBook, Twitter and .. Linkedin