6 Mistakes Physician Recruiters Make in Job Board Postings

One of the most popular candidate sourcing tools physician recruiters use are online job boards. With most active candidates taking their search online, job boards offer increased exposure for a recruiter’s open positions. Unfortunately, the competition for talent searching for opportunities online is fierce, and it’s easy for your position to get lost in the hundreds of opportunities on any given job board.

The easiest ways to get lost in the noise is by making these six common mistakes in your job postings. Below are the six biggest mistakes recruiters make in their job board postings – and how to fix them.

1. Keeping It Generic

Every position is unique, and your job descriptions and postings should be as well! While there may be certain HR requirements outlining what needs to be included in a job description, recruiters should feel free to inject a little personality while highlighting company culture and the practice specifics that make your position stand out from the rest. With a generic posting, your position will just blend in with the hundreds of other opportunities prospective candidates will come across.

2. Not Selling The Community

Not every candidate is determined to be in a specific city. In fact, many are open to new cities and towns in specific regions. Because of this, outlining community highlights in your job board posting is a must. Make sure to outline attractions, arts & culture, festivals, outdoor activities, and school systems. This will help candidates who may not be familiar with your community decide if they could see themselves living and working there.

3. Failing to Emphasize Company Culture

Perceived company culture plays a huge role in whether or not will apply or a position with your organization, much less accept an offer. With so many opportunities out their for candidates, physician recruiters need to understand that candidates don’t just want to work at any practice. Instead, physicians want to work at practices who’s values, culture, and clinical mission align with their own. Because of this, it has become increasingly important for physician recruiters to emphasize a practice’s unique culture when drafting job board postings.

4. Not Taking Advantage of Multi-Media

If your job board posting and/or employer change doesn’t include at least one physician recruitment video, you’re missing a great opportunity to tell candidates about your organization and culture. Most online job boards offer this option to posters, offering them a key opportunity to highlight employee spotlight videos, clips showcasing technological advances, and even video community tours. These can help give prospective candidates a full view of what it would be like to join your organization and increase the chances that they’ll apply for one of your open positions.

5. Limiting Ways to Contact the Recruiter

Sometimes a candidate will see an opportunity that peaks their interest on a job board, but will want to gain a little more information on the opportunity prior to applying. Unfortunately, most recruiters fail to provide candidates with any way to contact them aside from the “apply” link. To increase the chances that a candidate will reach out to you, provide them with a phone  number, email address, and (if possible) a number they can send a text message to.

6. Downplaying Benefits & Incentives

Employee benefits and recruitment incentives have been playing a larger role in attracting candidates than ever before. With many large healthcare organizations offering loan forgiveness, sign on bonuses, relocation assistance, and sometimes even training stipends, recruiters who fail to highlight these incentives can find themselves losing out on prospective candidates to healthcare organizations that clearly outline what the position is offering.

Key Take Aways:

• Physician recruiters need to make sure their job board postings highlight both practice specifics and quality of life specifics that can attract prospective physician candidates in a competitive market.
• Some candidates prefer to text, others prefer to email, and still others prefer to call. Make sure to provide candidates with multiple ways to communicate with you about the position.
• Get creative! Use your online job description as a way to sell the position, the community, and the company culture to attract the best and brightest candidates by standing out from the crowd.