Harger Howe Recruitment Marketing Blog

Artificial intelligence is changing the workplace, and employers are rethinking the skills they need from new hires. But are they asking for the right ones?

When healthcare organizations advertise physician positions, they tend to highlight compensation, sign-on bonuses, location, and clinical responsibilities. But an important part of the employment package may be missing from those listings, even when the employer already offers it.

Physician recruitment teams face mounting pressure to fill vacancies while managing tighter budgets. New data from the Association for Advancing Physician and Provider Recruitment (AAPPR) highlights the challenge. Median annual budgets for internal physician recruitment departments fell 7.4% in…

For years, recruiting teams have been asked to do more with less. More openings. More candidates. More outreach. More content, usually with the same amount of time. AI is changing that equation. A recruiter can now draft a job description in minutes, build a candidate list quickly, personalize…

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.