Harger Howe Recruitment Marketing Blog

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Every March, thousands of graduating medical students anxiously await one of the most important moments of their careers: Match Day. Headlines quickly follow, celebrating record participation, growing residency programs, and another successful year for physician training.

Every recruitment campaign has one goal: convince the right person to apply.

When a critical position goes unfilled, most organizations immediately focus on replacing it. Recruiters begin sourcing candidates, hiring managers review resumes, and leadership discusses timelines. But while everyone is focused on filling the vacancy, something else begins happening almost…

For years, physician recruitment has followed a familiar formula. Health systems have focused on highlighting compensation, clinical opportunities, technology, and career growth to attract candidates. While these factors remain critical, today’s physicians are making career decisions through a much…

Not long ago, physician recruitment followed a fairly straightforward process. A recruiter would reach out to a candidate, introduce an opportunity, answer questions, and serve as the primary source of information throughout the hiring journey. If a physician wanted to learn about compensation,…

For years, healthcare organizations have measured their physician recruitment efforts against direct competitors. How quickly are other health systems responding to candidates? What benefits are they offering? How many interview rounds do they require? These are important questions, but they may…

Job discovery followed a predictable pattern. Candidates searched Google, browsed job boards, visited company career pages, and compared listings side by side. Visibility was largely determined by search rankings, keywords, and paid placement. If you optimized for those inputs, you could reliably…

For decades, recruitment followed a relatively simple formula: post a job, attract applicants, evaluate resumes, and hire the best candidate. It’s a well-tested approach and still works in some cases; however, it is becoming increasingly ineffective for organizations seeking highly skilled talent.…

There’s a persistent belief in recruitment marketing that if job postings are not performing, the problem must be reach. Not enough impressions. Not enough distribution. Not enough candidates seeing the opportunity in the first place. But in 2026, that explanation is becoming less accurate. The…