TinkBird is a comprehensive healthcare staffing solution for locum tenens and permanent placements throughout the Southeastern United States. TinkBird specializes in medical recruitment of doctors, physician assistants and nurse practitioners for health facilities in NC, TX, FL, PA, SC and TN.
Physician burnout happens all too often these days and has become a significant issue for medical practice managers. Recent studies have shown burnout rates among U.S. doctors topping 50 percent. Physicians are finding themselves under more pressure and stress from a variety of things out of their control. For example, stress and burnout can be sparked by increased patient volume, a sharper emphasis on outcome metrics, the technology learning curve, merging practices, and much more. Many doctors say they are spending less time caring for patients, which is what drew them to the profession to begin with.
With physician burnout on the rise, facility managers are attempting to understand the stressors and causes of burnout. Addressing mental health in your facility will lead to a happier and mentally healthier workforce – resulting in better patient care and satisfaction. Consider these tips to help combat physician burnout in your facility.
#1 Improve communication
One way to avoid physician burnout is to provide physicians with a way to express what they see as the cause of their stress. Simply allowing your providers to open up and “get it off their chest” will let them know that someone is taking their issues seriously and start the healing process. Sometimes, your staff simply wants to be heard.
Start by holding regular small group meetings with providers to gain an understanding of stressors and discuss possible changes your facility can implement to reduce burnout. Encourage candid discussion during these meetings to fully understand provider and staff concerns. Be engaged and ask questions of your team. Good listening and exchange of ideas are the first steps to improving mental health in the workplace.
#2 Be aware of the warning signs
As an administrator, it is your job to be able to identify and acknowledge the warning signs of physician burnout. You should understand the difference between a physician suffering from burnout and one who is just a little tired or stressed. The difference in these two cases of stress is the ability to recover normal reserves of physical and emotional energy between shifts. If the physician is returning to normal functioning the following week, great. If the physician is in a long downward spiral of being tapped out and unable to do their best work, they are more than likely suffering from burnout.
Symptoms of burnout include:
Emotional Exhaustion: Providers are drained at the end of the day and are unable to recover after time off.
Depersonalization: Physicians begin to be cynical or sarcastic about patients. Their attitude is negative, detached, callous and uncaring. This symptom of burnout is often referred to as “compassion fatigue.”
Reduced Accomplishment: Providers question whether they are offering quality care and whether what they do matters. This symptom is characterized by physicians asking, “What’s the use?”
#3 Offer provider support services
Medical providers are often excellent at helping others but not so great at asking for help themselves. This is why it is critical to provide proactive support services to physicians. Don’t wait for your providers to ask for help or experience burnout; instead reach out to them and offer support whenever one has had a stressful experience or appears to be in need.
Make counseling services to readily available to your providers and make sure they know how to access them. Sometimes, venting to a peer or a professional counselor can help a provider recover from feeling pressured and strained.
#4 Honor vacation time
When your physicians do take time off, help them to unplug while they are gone. Many providers feel the need to catch up on electronic health records while they are on vacation and supposed to be recharging. Hiring a locum tenens provider to cover the physician’s workload and see patients while they are gone is a helpful solution. This not only allows the physician to relax while vacationing but also reduces the burden on office staff and other providers who are often asked to manage their own work along with the work of the out-of-office doctor.
Finding extra help
TinkBird Healthcare Staffing places highly qualified candidates for your permanent or temporary needs. Temporary healthcare staffing allows your facility to offer more vacation time, longer maternity leaves and other time off for your clinical staff, enabling them to refresh, recharge and avoid burnout.
Contact us to learn more about TinkBird’s temporary and permanent medical job placement services.
Locum tenens, a Latin phrase meaning placeholder, offers temporary assignments for physicians and other medical practitioners in locations nationwide in a variety of specialties. The locum tenens lifestyle can be very enticing to providers. This career option offers choices for travel assignments, full- or part-time assignments and assignments close to home. While many providers are drawn to the flexibility of locum tenens, there are a few things you should know before taking steps to become a first-time locum tenens provider.
Find an agency you trust
Locum tenens providers look to healthcare recruiting agencies to help them find the perfect fit. But not all recruiting agencies are created equal. Look for clear, honest communication with your recruiter. A quality recruiting agency will take the time to understand your specific career goals and the type of placement you are seeking. Choose an agency that will walk you, as a new locum tenens provider, through the entire hiring process step-by-step. Having confidence in your recruiting agency is one of the most essential factors in creating a positive locum tenens experience.
Be open to new experiences
Part of the allure of the locum tenens lifestyle is gaining new experiences. Whether it’s a new city or a new specialty, be open to the possibilities. Stepping out of your comfort zone is an excellent way to grow personally and professionally, and it could be one of the best decisions you will ever make as a physician or physician extender.
Accepting an assignment in a new city or state can broaden your horizons and make you a better doctor. Medical practice styles can vary depending on the part of the country you are in, as well as differences found in rural vs. urban settings. As a new locum tenens provider, be open to travel assignments in cities or states that will broaden your perspective.
It is also possible to receive a position in a specialty that is new to you. Take this opportunity to expand your resume and gain valuable knowledge. As a new locum tenens provider, you have the chance to learn best practices, work in highly acclaimed facilities, utilize the latest medical technologies and work with other providers who will educate and mentor you.
It’s not always easy
Although many are flocking to a locum tenens career, you should know it will not always be easy. While your recruiter will be working hard to iron out all the details and prepare you for your locum tenens assignments, there will likely be factors out of your control. Credentialing can hit snags, travel and living arrangements don’t always work out, and you may not love every assignment. Be prepared for these obstacles, but rest assured that significant issues can be worked out by you, your recruiter and the hiring facility.
Working as a 1099 provider, possibly at multiple facilities, means you will encounter some paperwork. Although your staffing agency will keep track of documents and contracts, you should also keep a full history of your malpractice insurance and all communication with your agency, as well as any business-related expenses. In addition, get everything in writing – from both facility managers and your staffing agency.
You may like it more than you think
One thing we regularly hear from our new locum tenens providers is that they enjoy it even more than they thought. Traveling and seeing new places while working is a benefit many can only dream of. The constant challenge of a new facility and connecting with numerous new people are just a few of the things that are most loved about the locum tenens lifestyle.
Finding a locum tenens recruiting agency
If you are in need of a medical recruiting agency to start your locum tenens journey, Tinkbird Healthcare Staffing can help you. We offer an extensive network of facilities across the country to find the perfect placement for your situation.
Turning temporary or locum tenens providers into permanent staff members offers numerous advantages for medical practices and clinical facilities. The ability to “test out” a potential new hire is a huge benefit, so facilities know exactly what they’re getting before onboarding a physician or physician extender.
Additionally, if you’ve been utilizing temporary clinical staff and, like so many practices, you’re feeling the effects of the widespread medical staffing shortage, it may be in your best interest to offer your locum tenens providers a long-term position at your facility.
Here, we discuss the best possible way to go about converting a temporary employee to permanent staff.
Many locum tenens providers choose their lifestyle because they like the flexibility or travel of temporary healthcare work. Because of this, it is a good idea to discuss the possibility of a temporary open position becoming permanent with your healthcare staffing agency. This way, your agency can choose providers who are willing and available to take on a permanent role. The last thing you want to happen is to offer a long-term position to someone who is not looking to leave the locum tenens lifestyle. By communicating with your staffing agency early on, you can increase the rate of successfully transitioning locum tenens employees.
Choose the best fit
Before proposing a permanent position to a locum tenens employee, it is critical to weigh your options. You always want to make the best decision for your facility, and there are many factors to consider when approaching a potential new hire. Ask yourself these questions before presenting a permanent offer to a temporary provider:
Is the provider excelling in her/his role?
Has the provider built relationships with other high-value employees?
How does the provider fit into the overall facility culture?
Is the provider willing to learn?
Does the provider genuinely want to be a part of the facility?
Do you feel the need to interview other potential candidates?
Answering these questions will give you valuable insight into whether the temporary employee is likely to be a good long-term fit. A top medical recruiting agency will be able to guide you in making a decision before presenting an offer.
Ask sooner rather than later
If you are fairly certain you want to move forward with an offer, discuss the possibility with the provider at your earliest possible convenience. Locum tenens workers have opportunities for full-time employment at any given moment, so they could be considering positions elsewhere. By discussing the proposal with them early, you have the best chance of securing their employment.
When hiring a temporary provider, think about the salaries of your permanent staff members in case you choose to transition a locum tenens provider to full-time. If you hire a locum tenens provider at a higher salary than your permanent practitioners in the same position, you may experience negative consequences. Your healthcare staffing agency can provide helpful recommendations concerning temporary and permanent salary ranges.
Finding a top healthcare staffing agency
If you need a medical recruiting agency, Tinkbird Healthcare Staffing has placed highly skilled physicians, physician assistants, nurse practitioners and other medical professionals in healthcare positions for well over a decade. We have a network of pre-qualified, highly talented candidates to complement your staff. Contact us to learn more about how our recruiting experts can fill your open positions.
Declared by Congress in 1991, the first Tuesday in June is National Healthcare Recruiter Day. This year, we celebrate on Tuesday, June 4. It’s the perfect time to promote the profession and thank our healthcare recruiters, as well as those across the nation, who play a significant role in our healthcare system.
Healthcare providers understand just how valuable a recruiter can be. Medical recruiting specialists serve as a reliable and knowledgeable source for providers seeking their next temporary or permanent position as a physician, physician assistant, nurse practitioner or other skilled medical professional. Healthcare recruiters not only attract quality talent, but they also walk both providers and facilities through the entire hiring process, handling any hiccups along the way.
With the physician shortage becoming an impending issue as practicing baby boomers retire and burnout among providers increases, healthcare recruiters help facilities fill high-demand positions to keep our healthcare system running. In fact, experts say that the U.S. could be short nearly 122,000 physicians by 2032. This gives us yet another reason to celebrate healthcare recruiters and their vital role.
Tinkbird healthcare recruiters rival any in the industry. We’re proud to employ a hardworking team staffing specialists who offering job seekers direct access to our extensive network of open positions. We focus on providing quality matches, superior customer service and a hassle-free medical staffing experience to both providers and healthcare facilities.
Today, next Tuesday, and every day we want our staff, as well as all of America’s healthcare recruiters, to know they are truly valued. Join us by giving our recruiters the recognition they deserve. Share a quick note on our Facebook page to let them know you appreciate everything they do!
April 15th has come and gone, but many taxpayers are still assessing how they did in 2018 and considering how best to navigate the new tax laws for the current year. As a recruiting agency, TinkBird Healthcare Staffing places both permanent W-2 healthcare providers, as well as temporary (locum tenens) providers, many of whom work as 1099 contractors.
This article is the first of a two-part series looking at the current tax laws, specifically focusing on the 1099 workers. Part two will address W-2 providers.
Changes to 1099 filing
The majority of locum tenens providers file taxes as 1099 independent contractors. For 1099 filers, there were two significant changes in 2018 that carry over for the current tax year:
First, the standard deduction for taxpayers has increased, making it almost twice what it was previously. Although the standard deduction has nearly doubled, the personal exemption has been removed.
Second, “pass-through income” is now only 80 percent taxable. This 80 percent rule applies to self-employed sole proprietorships and S corps. It also applies to partnerships that have qualified business income (QBI). QBI is essentially the net business income, adjusted by unreimbursed partnership expenses, business interest expense, deductible portion of self-employment tax, self-employed health insurance deduction, self-employed SEP, SIMPLE, and qualified plan deductions in addition to other adjustments. Amounts received as guaranteed payments and payments received by a partner for services are not QBI and are not eligible for the deduction.
How the tax break works
Locum tenens providers, as well as other 1099 healthcare providers, are eligible for savings from pass-through income. When you are filing your return for the previous tax year, you will generally deduct 20 percent of your QBI, leaving the other 80 percent of your income to be taxed.
The biggest takeaway from this is that locum tenens providers will now be able to deduct up to 20 percent of the QBI from their tax return, with some limitations.
Limitations on high earnings
The amount you earn throughout the year will also come into play for locum tenens providers and other 1099 filers. Because healthcare is a service industry, all the income is generally produced by the owners; therefore, the new law issues these limitations to the new QBI tax break. If your yearly earnings equal less than $157,000 as a single filer or less than $315,000 filing jointly as a married couple, no limitations apply. However, if you earn more than this, the deduction will phase out until your QBI reaches $207,500 for single filers and $415,000 for married filers. After these yearly incomes are reached, the 20 percent deduction is gone.
During the phase-out period, the limitation will increase by the greater of 50 percent of any W-2 wages paid to employees, including yourself, or 25% of wages plus 2.5% of UBIA (unadjusted basis immediately after acquisition of all tangible property subject to depreciation).
For locum tenens purposes, it is essential to note that the 20 percent deduction of QBI includes income tax calculations but not self-employment tax. This means that the total net income is still subject to self-employment tax.
Tips for taxes … and more
So, as a 1099 provider, what actions should you take to optimize your tax position and set yourself up for a secure financial future?
Take advantage of the pass-through income tax advantages
Avoid penalties by making adequate quarterly estimated tax payments
Offset your tax liability – and save for the future – by contributing annually to a retirement account
Document all business expenses for potential deductions (i.e., home office expenses, mileage logs, uniforms, professional licenses, professional insurances, etc.)
Contact your tax planner to find out if establishing an S corporation would be more beneficial than sole proprietorship (to avoid self-employment tax on some of your income and to potentially increase your QBI).
Learning more about 1099 status
If you are looking for more information about taxes, our medical recruiters can cover the basics about tax implications for locum tenens practitioners. We routinely place physicians, physician assistants, nurse practitioners and other medical professionals in locum tenens jobs, so we know the ins and outs of being a 1099 contractor. For a deeper diver, this article from The White Coat Investor is a great resource, and always consult with your tax planner to make the final call.
Turnover and subsequent vacancies are unavoidable in the healthcare industry. In fact, it happens so frequently that it can be easy to forget the costs of having a vacancy at your practice or facility, especially the long-term impact. According to an Association of Physician Recruiters’ (ASPR) 2018 survey, 40% of physician vacancies in 2017 remained vacant.
With physician demand at an all-time high, you may be looking at an unfilled position for longer than you’d like. Having a shortage of healthcare providers can have negative impacts throughout your facility. Although the cost of recruiting and hiring new talent can seem like an expensive investment, a vacancy in your facility may cost you more.
As you know, facilities without providers are just empty buildings with medical supplies. Physicians generate the majority of revenue produced by most healthcare facilities. It is obvious that when a position goes unfilled, it will result in a loss of revenue. For example, a family practice physician generates almost $1.5 million in gross charges each year. This means that a practice could lose nearly $125,000 each month or $4,000 a day during an unfilled vacancy. A neurosurgeon can generate roughly $2.5 million in gross charges yearly, resulting in a loss of over $200,000 each month or $7,000 every day.1
As these numbers clearly illustrate, one physician vacancy is equivalent to thousands of dollars of lost revenue – every day the position remains unfilled.
Another cost of a physician vacancy is the increased stress on your current staff and the toll it can take over the long term. The impact of an unfilled position affects not only the department with the vacancy; it ripples out and can be felt across many departments and providers. Losing just one provider can place an increased amount of pressure on your entire staff to pick up the slack.
When doctors and clinicians are overworked in healthcare facilities, morale becomes low and staff turnover is higher. The National Academy of Medicine (NAM) reports that physician burnout increases the odds by 200% of a physician leaving a practice for reasons other than retirement. If you already have one vacancy to fill, get it filled quickly before having to deal with another one.
Lower quality of care
When medical practices and healthcare facilities are short-staffed and stressed, patients often suffer as a result. If your team is a man or woman down, they will move through patients more quickly to meet the demands. Patients can become easily frustrated and concerned about the lack of individual attention they are receiving. They may choose to look elsewhere for care when there is a physician vacancy at their current practice.
If patients feel that they are receiving higher quality care at another facility, your competitors will benefit. Once a competitor has the opportunity to develop relationships with patients who were once loyal to your practice, the ability to get them back decreases exponentially.
Filling physician vacancies
Through the points described above, it’s clear just how costly having an unfilled provider position can be. The same applies not only for doctors but for physician assistants and nurse practitioners as well. To avoid these costs to your practice, it’s vital to fill open positions in a timely manner.
One of the many benefits of working with a credible healthcare staffing agency is the agency’s ability to identify quality candidates and fill positions quickly – helping you avoid the expensive costs of vacancies and maximize your revenue stream.
TinkBird Healthcare Staffing can provide pre-qualified, highly talented candidates to complement your clinical staff. We have years of experience catering to the needs of healthcare facilities of all types. Our professional medical recruiters will conduct a comprehensive search from our large network of medical providers; then we’ll do the initial interviews to narrow down the pool. Our job is to make your job easier and to help our clients achieve the ideal provider/patient ratio.
Do you have a provider vacancy that needs to be filled? Contact us today to see how we can help.
Whether you’re working as a locum tenens provider or in permanent practice, having malpractice insurance coverage is essential for all doctors. As a locum tenens provider, malpractice insurance may be confusing. You may not know how locum tenens malpractice insurance works or what you should know about coverage options. But studies show that if you’re in practice for five years or more, it’s highly likely that you’ll be named at least once in some kind of medical liability action. Malpractice insurance will protect locum tenens providers from the financial impact of any legal action arising from any adverse events.
The good news is that it’s possible for you to fully enjoy the many advantages of the locum tenens lifestyle while limiting the risk of any career-limiting events. A significant advantage of working with a locum tenens staffing agency like TinkBird is that your malpractice insurance is provided through the full length of your assignment. Still, we always want our physicians, physician assistants and nurse practitioners considering locum tenens work to understand the basic concepts of malpractice insurance. Facilities hiring locum tenens providers should also understand the critical elements of malpractice insurance for these employees.
Below are a few facts you may not know about malpractice insurance for locum tenens providers.
Types of policies
When it comes to malpractice insurance for locum tenens providers, there are two main types to consider.
A claims-made policy will cover a physician for incidents that occur during the time the policy is in force. Be sure that your company has prior acts coverage, ensuring a tail is included in the policy. The tail is essentially extended coverage for a period of time to ensure enough coverage in the event of termination, retirement, disability or death.
Occurrence policies cover you for claims that are reported during the time you were covered under the policy, regardless of when those incidents become a claim. With an occurrence policy, the coverage limit stays the same throughout the duration of the policy. It is your job to be sure this amount is adequate before signing a contract.
As a locum tenens provider, you should always ensure that the malpractice insurance provider offers coverage in the state where you are assigned to work. This may seem obvious, but better safe than sorry!
If a claim is filed, the locum tenens staffing agency will act as the liaison between the malpractice insurance provider and the physician. They will serve as the physician’s advocate by facilitating communication between all parties.
As many of the point above express, it’s in the provider’s best interest to use a well-qualified locum tenens staffing agency to help them navigate the malpractice insurance process. TinkBird offers experienced locum tenens staffing and provides a claims-made malpractice coverage to all our locum tenens providers. If you’re an existing locum tenens provider or you’d like to explore your locum tenens options for the first time, see our open positions or reach out to a healthcare recruiter at TinkBird.
With the medical staffing shortage reaching historic highs, it may make sense for your healthcare facility to turn to locum tenens providers to bridge the gap. Locum tenens doctors, physician assistants and nurse practitioners can be a great asset to your facility to fulfill short-term or long-term needs. Nearly 90 percent of U.S. healthcare organizations have employed locum tenens services at least once in the last decade. Locum tenens providers offer significant value and can be utilized to take pressure off your facility.
Even with the multiple benefits of hiring locum tenens providers, misconceptions still exist. Just as many physicians have not explored becoming a locum tenens provider due to these misconceptions, some facilities have been hesitant to seek help through temporary staffing solutions. There are many false myths associated with hiring locum tenens employees. If any of the below points have kept your facility from hiring locum tenens, now is an excellent time to reconsider.
Myth #1: Locum tenens means lesser quality physicians
Locum tenens providers are every bit as qualified and talented as their full-time counterparts. With the popularity of the locum tenens lifestyle rapidly growing, the talent pool has only become more substantial in recent years. High-quality physicians are choosing to travel more and not be tied down by a permanent position.
Locum tenens providers offer expertise and skills from many different experiences gained through the nature of their work. With their diverse insights, they can possibly provide your current staff with new information about best practices and advanced technologies.
Myth #2: It’s too expensive
Extremely high cost may be the biggest myth surrounding locum tenens providers. If locum tenens staffing were too expensive, this segment of the healthcare workforce wouldn’t be gaining extreme popularity nationwide as it has in the past 10 years.
The typical day rate of a temporary provider may cost more than a permanent salaried position on a per diem basis. However, the cost of permanent staff signing bonuses, benefits, malpractice insurance and other expenses adds tens of thousands of dollars to the practice’s bottom line. These are expenses that are covered by your staffing agency when you hire locum tenens providers. That’s not even considering the cost of lost revenue to your practice and the stress to your own staff when you are understaffed.
To understand the specific cost comparison of locum vs. permanent clinical staffing, sit down with your staffing agency and look at the numbers. Chances are you’ll find that hiring locum tenen providers is the more cost-effective way to go.
Myth #3: Locum tenens doesn’t work
Many facilities have the misunderstanding that hiring locum tenens providers “doesn’t work.” They imagine a new provider coming into their facilities and constantly struggling for the short amount of time they are there, because they don’t have proper training or enough time to acclimate to the organization. This is where a qualified and trustworthy medical staffing agency comes in.
By working with a locum tenens agency that knows their providers and also has a deep understanding of the climate and overall daily procedures of your facility and the position you need to fill, adding a temporary physician, NP or FP can be a seamless transition. Your agency will make sure that providers they place are fully qualified and briefed on the needs and expectations for your specific opening.
Myth #4: It’s only for specialties
Specialty providers are not the only ones who take vacations or leave. Locum tenens providers with a variety of skills are available to fill a wide range of positions based on need. A primary care facility can utilize temporary staffing just as well as a specialty practice.
Finding locum tenens providers
Locum tenens providers can be a valuable resource when a facility is faced with an open position. Working with a medical staffing agency like TinkBird that has successfully placed countless locum tenens providers is encouraged when choosing locum tenens for the first time. If you would like to learn more about how locum tenens works or need an excellent staffing resource for your organization, contact TinkBird Healthcare Staffing today.
While facilities continue to change and adapt to the dynamic health care environment, physicians are being placed in leadership positions more and more. Years of medical training have provided skills to diagnose and treat, but that training isn’t generally applicable to becoming a leader. Medical education programs have traditionally lacked leadership training to benefit doctors outside of direct patient care. A new physician leadership role can be a daunting task, and many providers may feel they don’t “have what it takes.”
Seeing a great need, medical schools like Duke University, the University of Wisconsin and the University of Kentucky are now teaching medical leadership training, offering courses such as accounting, marketing and management training to go along with clinical coursework.
Becoming a healthcare leader not only calls for new skills but also comes with new challenges. A healthcare leader must learn how to ask the right questions and determine what they’ll need from others. Many physicians are natural problem solvers, but knowing what strategies to use as a leader is not always easy. Learning how to become a leader and take responsibility for much broader areas can be achieved by employing these skills.
Ask more questions, give fewer orders
Healthcare leadership begins when you admit there are multiple areas of your practice where you are not the expert. Key to becoming a leader is to become more of a facilitator instead of the boss or a source of all the answers. Asking people what they suggest as the solution to problems is a much more effective leadership style. You might even tell your staff to only bring a problem to you if they have a proposed solution along with it. This will allow you to seek out opinions and answers from your team, while still having ultimate authority on the final decision.
Excellent communication skills are vital for good leaders. Just remember, communication is a two-way street; being a good listener is often the most critical communication skill you can possess. If listening doesn’t tend to come naturally to you, be conscious of this and take a step back when communicating with your team.
Have a vision
It is easy to lose track of a larger vision in the healthcare industry with so many day-to-day issues and concerns. But it is crucial to have a broader view of long-term goals if you want to become a successful leader. Step back and think about the big picture. Where do you see the practice in five to ten years? A great leader can manage the everyday challenges while keeping an eye on a broader plan for the future.
A great leader will start with an end in mind. If you can envision what is best for your patients, staff and facility and work backward from there, you are likely able to steer everyone in the right direction.
In order to successfully achieve your overall vision, you will almost certainly need to implement change. First, determine where improvements are needed. Then, think about who needs to be on board with these changes and how they will help achieve them. Work to improve systems by positively influencing people to apply the changes required to be successful.
Have regular meetings to work “on” the practice rather than just “in” the practice. Leverage the skills and expertise of everyone on your team to make your vision come to life. If you can adequately systemize and delegate, it won’t feel like you’re doing all the work and your team will enjoy being involved.
Empathy is often missing from the workplace. In a healthcare facility, providers and staff greatly empathize with patients and families but forget to extend the same careful thought to coworkers, who often need it just as much.
It is vital as a leader to give the benefit of the doubt and take time to listen to your team’s feelings and complaints. Empathy will create empathy. Practicing compassion as a healthcare leader will quickly establish strong, healthy relationships and earn respect from staff.
Transitioning to a leader
Becoming a healthcare leader will not happen overnight. It takes hard work, perseverance and integrity to earn your team’s trust. Once you grasp these key leadership points, you can begin to offer your unique perspective to others in your facility.
If you are looking for a medical position, TinkBird Healthcare Staffing has placed physicians, physician assistants, nurse practitioners and other medical professionals in both permanent and locum tenens positions for over a decade. Contact us today to learn more about our extensive network of facilities that are hiring.
Many medical practices look to healthcare recruiting agencies to help them find the perfect fit. But not all recruiting agencies are created equal. There are hundreds of agencies competing for your business daily. How do you know who to choose? How do you know which one will work best for your specific facility?
A great place to start is with this list of qualities to look for when choosing a medical recruiting agency. The best healthcare recruiters will provide the following:
A good understanding of your culture
A quality recruiting agency will take the time to understand the culture of your facility. You are looking for a provider who is not only qualified on paper but will fit in with your staff and working environment. The last thing you want is to hire a physician or extender who you will soon have to replace due to lack of understanding by the recruiter. Go with a recruiting agency that won’t waste your time with poor placements. Your agency should do a comprehensive search for candidates and carefully narrow down the candidate pool.
Choose an agency that will take you step-by-step through recruiting and hiring. Before you hire the recruiting firm, ask about their process – from the initial recruitment and screening to interviewing procedures, compensation/benefits negotiation and making a final offer. Recruiting and hiring medical providers can be a daunting task; it helps to have an expert guiding you every step of the way.
Concern for your long-term interests
Even if supplying short-term or locum tenens employees, your agency should consistently be aware of your long-term needs. A great healthcare staffing firm will be able to provide temporary workers with full-time potential. The possibility of hiring an existing temporary employee into a full-time position will ensure a smooth transition for your facility.
When questions or issues come up, your agency should respond within a couple of hours. Choose a recruiter that allows you to focus on quality care, while they take care of the hiring details. Time-sensitive questions and concerns are bound to pop up, and it is essential to have an agency that will work quickly for you.
Confidence in their medical providers
It’s important to work with a staffing company that backs the providers they place. Top healthcare staffing agencies have solid relationships with their candidates in order to ensure the best possible match. Hiring an agency that values candidate relationships will only help you in the long run.
Other than the fact that you may not have time to recruit on your own, ask potential agencies what they will provide that you couldn’t do without them. Quality companies will explain exactly how they earn their fees, detailing the tools they use and steps they take in the recruiting process. Explain that you are looking for an agency with an extensive network of medical providers and a dedicated contact who will handle the details and paperwork for you.
High ethical standards
Choosing an agency with high ethical standard may not be as easy as you think. Be sure the staffing company will value your privacy during this time. They should also always honor all contractual agreements.
Finding a recruiting agency for your hospital or medical practice
If you are in need of a medical recruiting agency, Tinkbird Healthcare Staffing has placed highly skilled physicians, physician assistants, nurse practitioners and other medical professionals in healthcare positions for well over a decade. We recruit from our extensive network of experienced providers to find the perfect candidate for your situation.