Harger Howe Recruitment Marketing Blog

A job application has always been a meaningful signal. Someone found an opportunity, decided it was worth pursuing and took the step of putting themselves forward. What is changing is how easily employers can interpret that signal.

The physician job is changing. Your recruitment strategy should, too.

Physician recruitment has always been competitive. Hospitals compete with other hospitals for the same physicians, often offering similar compensation, benefits and career opportunities. But there is another kind of competition worth paying attention to.

A labor shortage is usually treated as a recruiting problem. But by the time the shortage becomes obvious, the work of building the talent pool may have needed to start years earlier.

Nearly 70% of software development job postings are now for senior level positions. In 2019, that number was 55%.

For years, physician recruitment has largely been viewed as a competition between health systems. A cardiologist considers Hospital A, Hospital B and perhaps a private practice nearby. Recruiters compare compensation, benefits, call schedules, location and career opportunities.

More applications sounds like an obvious recruiting win. But a recent Indeed study suggests that the relationship between application volume and hiring success is not quite that simple. In a survey of 300 U.S. hiring managers, 71% said higher application volume has made it harder to find qualified…

If you've used artificial intelligence to help write something recently, you're in good company. So have we.

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.