“Best Practices” for Hiring Physicians and Nurses During the Pandemic: Online Interviews and Outreach to Those Open to Travel & Temporary Work

Given the widespread pressure and challenges stemming from the COVID-19 pandemic, especially facing those in the field of healthcare, it should not come as a surprise that the nation’s job recruiters who target doctors, nurses and other medical professionals are having to adapt in significant ways to “meet the need of the time.”

First and foremost, due to the CDC’s recommendations about social distancing, substituting face-to-face interviews with online interviewing has become the latest “best practice” for job recruiters hiring physicians and nurses. By using today’s technology (Skype, WhatsApp, Viber, WebEx, etc.) to ask questions and evaluate potential job candidates, recruiters are maintaining the necessary safety measures to avoid exposure to COVID-19 and slow the spread of it.

As far as meeting the hugely increased demand for physicians and nurses is concerned, smart job recruiters are extending their marketing practices to include finding available workers for “hot spots” that are arising, literally on a daily basis. The “rule of thumb” currently being used is using outreach measures to find those healthcare professionals (doctors, nurses, nurse practitioners, etc.) who are willing to travel and work “temporary” jobs at hospitals and medical centers experiencing peak demands for resources.

According to a model developed by the University of Washington’s Institute for Health Metrics and Evaluation, many states are projected to have their peak hospital resource demand occur well after those affected earliest (e.g., New York, New Jersey, Michigan). Healthcare reporter Caitlin says projections like these, if heeded, can be extremely valuable (especially to healthcare job recruiters) because they allow more time to prepare to avoid straining or crashing the systems in place at the time of peak demand.

However, she says, “States expected to face the hardest hit later in the year need to use their lead time well.” In addition, health experts point out, all relevant agencies (again, including medical employment recruiters) need to be proactive about marshalling their efforts. Former Food and Drug Administration Commissioner Scott Gottlieb observed, “The states that are going to be affected last need to start husbanding resources now, because the feds could get tapped out … by some of these early states, particularly New York, which has absorbed a lot of federal resources.”

So for those job recruiters seeking to get sufficient numbers of healthcare workers in the right places at the right time, they’ll want to be focusing their marketing efforts on physicians and nurses who, essentially, meet these two criteria:

  • Willing and able to travel from where they are to wherever they’re needed most or projected to be needed most
  • Agreeable to temporary work, including the possibility that “temporary” turns into an unexpected extension in time, in order to meet the demands of the area or region in which they’re hired to work

The following case is an inspiring example of how this approach is working. In response to the growing outbreak of COVID-19 in Greeley, Colorado, Banner Health (a non-profit healthcare system based in Phoenix, Arizona) flew 10 nurses there to serve a two-week assignment at the North Colorado Medical Center. At the time, Colorado had more than double the amount of identified cases as Arizona.

Lindsey Stewart, one of the registered nurses who went, said, “When I was asked, I didn’t hesitate. I want to help. I mean, you sign up to be a nurse to do stuff like this.”

Stewart urged nurses who aren’t currently working in the medical field, but who want to help, to reach out to travel agencies and medical facilities to help find them a place to work. In addition, of course, turning to job recruiters whose primary focus is finding employment for doctors and nurses would be an obvious resource. Because if they’re on their toes, they’ll know where the “hot spots”—and job opportunities—are located.

It turns out everyone can help fight COVID-19

My personal experience of this pandemic is the impotence of waiting, in lock down, bending the curve. I want to pass this story on as proof that there are other options. That there are people around the country doing something for others.
We have all seen in the news the dangerous lack of disposable masks that nurses and physicians need for their own protection. Obviously, they are most exposed to the virus and most important to all of us and their patients for survival.  Already the situation is so dire in some areas that nurses are advised to use scarfs and bandanas for protection or reuse masks.
This is such a fixable problem. Leave it to  several women organizing themselves to sew masks for our local nurses. Such a simple gesture, such large consequences. It seems this idea is ironically going viral. Already there are others with the same idea, do what you can for others. Each one of us can make a difference.
I am certain that this shortage of masks will be eventually solved by the commercial hospital supply companies, but in the mean time maybe each of us can make a difference.

Recruiters: How to Get More Physicians to Respond to Your Job Advertisements… For Free!!

If you’re a recruiter, then getting quality lead applications is your top priority, right? Here’s the quickest way for you to increase the number of qualified physicians responding to your job advertisements in 2020… at no extra cost to you!

Add a City or Zip Code to your job ads.

In the early days of the internet people used to search for topics in broad terms like “physicians jobs” and then dive down into the multiple pages of results to find exactly what they wanted. When Google entered the scene all of that started to change. In the current search climate, this is the most effective ways to get more traffic driven to your jobs. Then as sites became better at defining their content, searchers could find “Internal Medicine jobs” easily. Now people search on Google and job board sites for “Internal Medicine jobs in Los Angeles, California”. If you currently have a significant number of job postings that don’t have a “City” or “Zip Code” may not be getting any exposure on many job traffic sites.

Why might that be? Well, although most recruitment firms are afraid of their competitors snatching up their jobs, candidates are becoming used to searching for jobs that provide more information than blind ads provide. Blind ads that do not give precise locations used to be the norm in the days of print advertising. But that has proven to no longer work in online advertising. As a result sites are requiring more data to make their site more valuable than others by requiring at the minimum location.

However, with a simple tweak, you should see an increase in your ad results, with no added charge to you. All you need to do to set in motion this highly suggested “action step” is to fill in the City/State and Zip Code in the appropriate fields in your job ads.

Here’s why it’s so important to include a City/State or Zip Code in your job ads:

City/State or Zip Code are required fields for the majority of current traffic vendors (for example, Zip Recruiter, Nexxt, and Jobs2Careers). If you don’t include them, these vendors will flag your jobs and not sponsor them.
The City/State or Zip Code will help your jobs become more SEO-friendly, making them turn up higher in search results.

Further, although your jobs may be uploaded to Google Jobs they will not show unless the location is included because these ads are shown only as “Jobs near me” based on the location of the user matching the location of the advertiser.
No location, now traffic!

Most vendors are focused on applicant behavior, meaning potential candidates could be basing their search on a particular Zip Code or City/State. Jobs that include these criteria will show up in location-based job search results and get more traffic from active applicants.

Afraid to list the City/State or Zip Code on some of your jobs? That’s okay! Even adding only the zip can help some or just include that info on as many of your open positions as you can and you’ll still see an instant boost in traffic.

It’s important to remember most, if not all, job vendors—as well as physicians seeking employment—are looking for a physical location. Providing a City/State or Zip Code in the listing will not only ensure your job ad conforms with the vendors’ requirements, it will also give the physician a crucial piece of information he or she can use in his or her job search.

The bottom line? Content is king and real information defines good content. Adding this small bit of information can do big things for you and your recruiting numbers—it could legitimately be called a “best (or “smart”) practice.” This is the trend and it will continue, That’s why it should be considered a no-brainer to make adding City/State or Zip Code information to each job ad an essential part of your daily work habits. And since boosting your qualified lead applications can be done so easily (and for free!), make sure you tell your coworkers to regularly make time to update their listings with this info, as well!

Ready for primetime? Your jobs are now integrated with Google for Jobs.

Good news, recruiters and employers! Your job ads are about to level up big-time in the visibility department, thanks to Google’s new job search feature.

The new search function, called “Google for Jobs,” allows job seekers to view open positions typically just seen on career sites simply by performing a Google search. And that’s huge news for you, since so many physicians looking for jobs use Google every day.

How’s Google getting the info, you wonder? And how can you make sure your job ad shows up? (Hold tight, we’ll get to that part in a sec.)

Without getting too technical, we’ll explain: Google crawls the webpages of job listings and indexes the content so the jobs show up in their search results. But in order for them to be visible to Google in the first place, the listings have to be coded a certain way.

We’ve done most of the legwork already by making sure all your job listings on our website have the necessary markup (you’re welcome). But—here’s where you come in—the listings with the most specific information will get prioritized in the search results.

So what does that mean for you? Namely, that it’s in your best interest to make sure to include a complete, detailed description for each job ad you create, including location (especially the city!), employer name, salary, and all that jazz—don’t skimp on the small stuff.

Got any questions about how to optimize your job ads? Feel free to email us at customerservice@physemp.com. Otherwise, happy job posting—may the applications roll in!

What Physician CVs are REALLY Saying—Tips to Help you Read and Assess CVs Faster

Finding the right physician is like being a kid in a candy store: some options are clearly better than others, but there could be a surprise hiding behind obscure packaging. So how do you know which physician to hire, or at least interview, when you have a stack of CVs looming on your desk and not a lot of time to sort through them? There are a few techniques you can use to read and assess CVs faster, and get one step closer to hiring a new member of your dream team. Read on for key tips on how to do just this; most steps shouldn’t take more than 30 seconds.

Be careful what you post

Before you even begin accepting physician CVs, make sure the job description you’re posting clearly identifies what kind of physician you’re looking for. If you’re looking for a pathologist, but are actually looking for a pathologist with 15 years of experience that can lead a team, then include that specification. Don’t waste your time or potential physicians’ time by not being clear in what you’re looking for.

Make a list

Next, you’ll want to make a list of key values you’re looking for. This could be anything from specific residency experiences to character traits you feel the position requires. Identifying what is most important to you as a recruiter will help you quickly pick through which candidates match your needs and wants. You can even narrow these values down to keywords to look for when reading over the CV. Browse each CV for these key values and keywords. Eventually, knowing these can help you compare between two similarly qualified candidates.

Consider the overall impression

Now that you’ve got the resumes right in front of you, check for the overall impression you get with each one. Weed candidates out by asking yourself a few questions:

  • Is the resume professional, without any spelling or grammar mistakes?
  • Do you see the key values you’d hoped for?
  • What was their most recent physician role?
  • Did they progress within their roles, whether it was assuming more responsibilities as a young physician or pursuing leadership roles as a student?

Facebook recruiter Ambra Benjamin says, “… I’m wondering why the candidate is looking now. Are they laid off? Did they get fired? Have they only been in their role for a few months and they’re possibly hating it? But most importantly, is their most recent experience relevant to the position for which I’m hiring?” These are important questions to ask yourself when you’re skimming physician CVs.

Look for a tailored fit

“Tell me what I want to hear.” Don’t you wish you could ask this of every physician recruit with the understanding that they’ll answer truthfully and concisely? Ideally, physician recruits are putting what’s most important to you at the top of their CV. Look for ways in which the physician recruits bring understanding to the role you’re looking for. For example, if you’re looking to hire a pediatrician at your health group, then look for candidates that tailor their skills and experiences to prove they’ve had success in child health care and know what it takes to interact with young patients and their families. Picking up on how the physician cares about this position in particular shows they took the time to apply to a job that has meaning and purpose to them.

Embrace the feeling of being a kid in a candy store again the next time you look through CVs. When you know exactly what to look for, you’ll be able to narrow down the choices in no time. Want help finding the right physician? Schedule a demo with PhysEmp today.

7 Tips to Help Physicians Grow at Your Practice

Has anyone ever told you you have a green thumb? You might have killed a plant or two in your life, but when it comes to helping physicians grow, have no fear. Replace that water and sun recipe with a few professional grooming principles, and you’ll be amazed with how your physicians begin to view themselves, their job, and their contribution to your practice.

As a seasoned professional, you’ve got years of experience looking for and developing the skills needed to be a successful physician. Now it’s time to pass on this knowledge to your younger generation physicians. There’s an ever-increasing value that comes with investing in these young doctors; actively helping them develop will allow them to be better physicians, grow the practice, treat patients successfully, and contribute to the world of medicine. Read on for a few action items to consider.

1.  Develop listening skills

To develop a patient-centered environment, your physicians have got to listen. “In an era where we have endless super-specialized physicians you’ll often see a patient sent to multiple physicians where each one tells the patient that they ‘don’t have a disease in my specialty.’ These physicians often feel no obligation to tell the patient what they have or to relieve their suffering,” says Lawrence Smith, MD. “That’s an ultra-siloed way of looking at a patient.” You need physicians who care for the whole person, and manage their care accordingly.

But keep reading.

While listening is important for talking with patients, it’s also necessary for every other practice interaction. Show by example that it’s worth the time to stop and listen to nurses’ concerns, patients’ loved ones’ questions, fellow physicians’ recommendations, and current industry research. These listening skills are a sign of a professional physician.

2. Build confidence

In a professional world that involves diagnoses, procedures, and patient relationships, confidence is crucial. The common lack of confidence could come from the back-breaking expectations of med school or the nerves that come from being a young physician in a practice of seasoned doctors. Whatever the cause, it’s time for physicians to get their heads back in the game.

“In the pursuit of patient safety, we have deliberately prevented residents from acting independently on their own judgment in situations where a patient poses a theoretical risk,” says medical educator Richard A. Freeman, MD. Help your physicians stop second-guessing their education and experience by counseling them to act on what they think is best. Ask for their opinion on cases you’re working on. Talk to them as equals. Over time, they’ll become more confident, competent, and achieving doctors.

3. Create strong relationships

Counsel your physicians to take this to heart in every area of their lives. Investing in strong personal relationships with family and friends, even in the midst of a busy medical career, will help strengthen physicians’ psyche. At work, having fellow physicians, nurses, and other medical professionals to confide in, counsel with, and blow off steam with will provide an environment in which your physicians can thrive. And, of course, bedside manner is as important as ever. Evaluate how your physicians communicate with patients and see where there’s room for improvement. Building a mutual trust can help their treatment plans be more successful.

4. Cultivate leadership

The concept of leadership in the medical field has evolved. Medical author Lee Ann Jarousse writes:

In the past, hospitals looked for physicians with strong clinical skills, high volume and likability. Now the focus is also on physician leaders with exceptional people skills, capable of communicating effectively and building trust and buy-in across multidisciplinary groups. Management training and knowledge of leadership principles are important ingredients for success. “Physician leaders must be able to build, collaborate, motivate and move strategy in the right direction,” says [Peter] Angood.

In other words, you need to help your physicians harness their people skills and knowledge of best practices in order to run your practice efficiently and competitively.

5. Promote innovation

While we’re on the topic of leadership and best practices, let’s talk innovation. Ponder this story from Harvard Business Review:

Clinicians at all the hospitals in our system have agreed to attach colored tape to catheters inserted under less-than-ideal conditions in the emergency department. The tape tells doctors and nurses in the intensive care unit to change those lines as soon as possible once the patient is stable—a practice that we expect will further reduce our infection rates.

In this case, standards were not dictated from the top of the organization. What did come from the top was pressure to collect data in the same way at all hospitals and use it to improve care. Innovation occurs at the front lines of health care; our senior managers would never have thought of using colored tape on catheters. But they could and did create the environment in which such ideas spread.

Your physicians are full of new ideas and fresh perspectives. Chat with them about how they think your practice could improve efficiency and use data to improve care. It’s a great opportunity for them to learn and grow.

6. Prevent Burnout

A person can’t grow if they’re too burned out to even do their current job. Physicians, especially if they’re new, might be pushing their limit as it is. This could come from working overtime, juggling too many high-priority patients, or trying to learn the ropes of a new environment while staying on top of their normal duties. Brainstorm with your physicians about what the best ways are to keep them energized and motivated. It might mean starting morning meetings with a discussion about why a fellow physician decided to enter the medical field, evaluating how to make schedules more manageable, or setting internal goals or contests to keep things fun.

7. Be a mentor

Still at a loss at how to help your physicians grow? Talk to them. Build a mentor relationship with them by asking what goals they have personally and for the practice. Not only will this strengthen your relationship with and ability to relate to physicians, but it will also give you an idea of what ways they’re looking to grow. Plus, the fact that you’re showing a genuine interest in their goals and success will mean a lot. Consider asking them the following questions:

  • What kind of physician do you want to be five years down the road?
  • What concerns do you have about patients right now?
  • What’s a weakness you’re wanting to work on?
  • Are there things about our practice that you think could be improved?
  • Are there innovative technologies or methods you’re interested in trying?

You, my friend, have the green thumb for professional growth. Put it to use as you work with younger physicians. They will thank you, your patients will thank you, and your practice will thank you. To request a demo or to contact us with questions about how we can help you recruit physicians, please visit PhysEmp.

Recruiting Single vs Married Doctors—The Differences You Need to Know

While they were both pursuing medical careers, Dr. Ryan Walsh says he and his wife “learned to juggle their schedules so one or the other was always on hand to take or pick up their little boy from day care. ‘We didn’t get a lot of sleep . . . but it was a learning experience and we grew closer,’ Ryan Walsh says.” Among the many differences between doctors you’re recruiting is relationship statuses. Your potential doctors are married, divorced, seriously dating, single, etc., which means you need to tailor your recruitment methods to appeal to their individual circumstances—whether it’s considering day care schedules or promoting extracurricular activities within the community. Here are some of the key factors to consider when discussing career opportunities with your future doctors.

Priorities differ

Your potential doctors’ priorities will most likely differ depending on whether they’re married or single, so pitch your health group accordingly. This starts with getting to know the doctor’s personal circumstances; ask about these in an initial interview or application. Getting a feel for what is important in their personal and professional life will help ensure you get across what would appeal to their self interest when they ask more about your health group or come visit it in person.

If a spouse works, for example, then show an interest in their career aspirations and how they plan to pursue them in a new area—how will their spouse’s work life coexist with theirs? On the other hand, a single millennial doctor might want to know more about how your health group values work/life balance despite the demanding hours a doctor commits to. Be sure to ask what their priorities are and consider ways your health group can show these priorities matter to you too.

Communities count

Among the many priorities of a hard-working doctor is the community they’ll be joining, but what exactly they value about the community won’t necessarily be the same. A married doctor is going to care more about schools for their children or family-friendly neighborhoods in the area. A single doctor might be on the lookout for a lively social scene and places to visit on the weekend. Becker’s Hospital Review recommends, “From swim teams to soccer leagues, church groups, flying lessons, horse stables, Boy Scouts or even adult tennis leagues, your own employees can be your best sales representatives. Do whatever it takes to help a candidate envision the transition to your community. Remember: You may be recruiting an entire family unit. They are also helping the candidate select the best location.” It also recommends hiring a realtor to show your recruits around the area and see what the community really has to offer. After all, your doctors aren’t just joining a health group, but a community.

Another consideration to think about internally is what kind of support you can build within your health group. “It’s just that no one quite understands the schedule, the frustrations, the sometimes seriously sweet perks like conference trips, and the insane delayed gratification like another resident’s wife,” says Erica McCaleb Camp, wife to a chief resident in orthopedic surgery. Offering spouse support groups or organizing mixers for single medical staff can be a great way to develop camaraderie within your health group and show you value your doctors’ emotional and social well-being.

Career paths adapt

Another thing you’ll want to discuss with doctors you’re considering hiring is what they envision for their career, and you’d better believe this is at least partially dependent on their relationship status. A single doctor might view joining your health group as a career stepping stone, or might not be interested in staying long-term if they decide to get married. A married doctor might be looking to stay long-term in order to provide a constant home for their family, but wants to make sure the research opportunities and ability to increasingly gain new opportunities are present. It might even be a situation where two doctors are married to each other, in which case you’ll want to be aware of if you have other positions available within your health group or neighboring organizations that are hiring. Be straightforward with them and get an idea for what kind of career path they’re looking for.

Of all the differences between doctors, their relationship status is one of the most influential factors when it comes to where they work and why. Take care to approach each candidate differently, and make it clear that their relationships are valued. Ready to start recruiting? Contact PhysEmp today to find out how we can help.

3 Different Styles of Social Media Ads that Will Attract Millennial Physicians

Social media is about the people! Not about your business. Provide for the people and the people will provide you,” says Matt Goulart, CEO of Ignite Digital.

Providing for the people, in your case, millennial physicians, is going to take a strategic plan. Using ads is one of the best ways to target and engage potential candidates. Ads make your social media efforts comprehensive—you’re not just posting good opportunities and content, but making it more visible to the right people. Use the ads below to attract millennial physicians next time your health group is hiring.

Facebook link advertising

Let’s start with the basics, shall we? Facebook ads could be considered the foundational ads of social media. With over one billion people actively using Facebook, and many of those users being millennials, it’s no wonder companies recognize the power and reach a Facebook ad can have. To reach millennial physician recruits, however, take a second look at Facebook link ads. They’re the most common for a reason: visible on mobile or desktop, this ad style includes an image, title, description, link to click to, and the ability for the viewer to like/share/comment on the ad.

The versatility of this ad means a few things for your health group. First, it’s visually appealing. An ad is much more likely to break through the online clutter with an image. Use stock images or professional photos from your office to show how your physicians care for patients. These ads also have a link option that physicians can click on to be directed to your page or website; less work for them, more visibility for you. You also have the chance to say what you want to through the text description—consider posting about why physicians love working for your hospital or how you use research to break the barriers in the healthcare industry. And with these link ads, you won’t have to worry about annoying or deterring physicians with pop-up ads or overly long, interactive ads. Put physicians’ Facebook scrolling to good use by posting a variety of Facebook ads that will attract their attention.

Google Ads

What, might you ask, is the golden ticket of online presence? It’s having your page come up first on a Google search. There’s no doubt a good chunk of millennial physicians’ days are spent researching job opportunities. Being at the top of their search pages is prime online real estate.

Thornley Fallis Communications recommends doing the following when you begin using Google Ads: “Create multiple ads within distinct ad groups to determine which performs best and adjust your keyword or bidding strategy on the fly. Impressions, click-throughs, keyword performance, cost-per-click are just a few insights you can get from Google.” Between the exposure Google Ads gives your health group and the ability you have to easily track how successfully your ads are performing, this should be one of the first techniques you try when reaching out to millennial physicians.

LinkedIn ads

LinkedIn could be considered the king of social media networking. What better way to appeal to millennial physicians than to use the platform they’re actively searching for jobs on? Before you begin, you’ll want to make sure your business profile has all the bells and whistles it needs. This includes following the companies and industry leaders in the healthcare world, showcasing the best features of your company in the description, and uploading quality pictures.

Next, you can create your ads. LinkedIn is extra nifty in that it lets you design up to 15 ad options and tests each one for you. Then you know which ads are performing well and which need some changing. There are also ads that let you promote your content to specific LinkedIn audiences. Decide which is right for your company, and begin creating ads that will get your health group noticed. This could be an opportunity to post about ways your health group values innovation or offer tips for how to provide consistently good care in a constantly evolving field.

Social media is a natural part of millennial physicians’ lives. The connecting opportunities are endless when you use social media to harness networking conversations and appeal to physicians that would best fit your work culture. Ready to start connecting with physicians? Contact PhysEmp today for a free demo.

Positive Effects of Pets in the Workplace

Many of us have pets.  They make us happy, keep us company, they’re snuggly, they’re soft, and for most of us, are excellent companions we consider to be members of our family.  So what does this have to do with the workplace?  Well, all of the above.  As recruiters, you are busy, on-the-go, and consistently working to improve your pitch, your presentation, and your delivery. A big part of your success is your working environment and the milieu in which you contribute to.  A positive, supporting atmosphere fosters security, creativity, and sincerity, as well as a low-stress environment…and who doesn’t want all that?

Bernie, PhysEmp’s office pup, is ready to answer calls from our clients and physicians. But first a treat!

On April 11th, our entire nation will celebrate National Pet Day.  What better way to bring your team together and encourage a relaxed, productive work environment than by bringing in some bright, cuddly, happy pets to cheer up the place? Whether you adopt an office cat, host a pet adoption event, or allow your employees to bring in pets from home, here are three great reasons to bring pets into the office:

  1. Boosting Morale
    Studies show that pets (mostly of the canine and feline varieties) are terrific when it comes to boosting morale, increasing feelings of well-being, and even assisting in lowering anxiety, blood pressure, and stress.  Bonding with an animal is a form of friendship, an act of trust, and a sure-fire way to build connections both with the pet itself and with fellow animal lovers.  Co-workers who connect over shared interests outside of assigned work are more likely to find a comfort level that will spill over into their working environment, encouraging cooperation and teamwork. 
  2. Increase in Productivity
    Bringing a pet into the office, even for just one day, can be a great way to raise moral.  Happiness in the work environment leads to employees feeling content, which lends to employees staying on the job for longer durations.  There are clear correlations between employee satisfaction and productivity, which is probably why several companies (including large businesses like Google) are adopting the idea of allowing their employees to bring pets to the workplace.  Happy employees make good work. 
  3. Health & Well-Being
    Having a pet in the office encourages breaks, which is a good thing! Studies show that people who get up and walk away from their desk to take a short break every 50 minutes or so are healthier, more vibrant, and maintain stamina throughout their day.  Taking a dog for a quick walk around the building is a chance to get a breath of fresh air, stretch your legs, and reset your mind.  Fresh perspectives are a positive asset to any working environment, and a quick break away from the daily grind with a furry friend can be just the ticket.

5 Ways to Honor Physicians on Doctor’s Day

The first Doctors’ Day celebration was organized in 1933 in Winder, Georgia. Since that time, March 30th has become an annual celebration to recognize doctors for their hard work and dedication. Here are 5 easy-to-implement ideas for celebrating National Doctor’s Day at the office.

  1. Hand Written Notes.  Leave paper, pens, pencils, crayons, markers, and stickers out in the waiting room during the week leading up to March 30.  Encourage patients, staff, and faculty to write a note of gratitude for the physicians in your office and post them up for all to see. Otherwise,  grab a pack of notecards and write out personal notes to the physicians in your organization, thanking them for their support and camaraderie.  It feels good to be noticed, and a handwritten thank you can go a long way.

  2. Host a Car Wash! Set up a mobile car wash station out in the parking lot and pass out the sponges.  Getting the whole office involved in scrubbing down physician’s cars is a great way to build team spirit and boost morale within the office while also putting a big smile on those doctor’s faces. Send them home shining and sparkling!

  3. Give Flowers (Red carnations to be historically accurate.)  Whether a large bouquet to set out at the front desk, or boutonnieres or corsage for individuals, bring flowers to pass out and share with those physicians in your office. The red carnation has become a staple symbol of National Doctor’s Day, with its rooted meanings dating far back into biblical Greek and Roman times.  Courage, honor, bravery, charity, and admiration are associated with the light red carnation, and its spicy fragrance is apropos for its association to physicians, as it is used “to preserve the body of men, both in mind and spirit.”  This visual reminder is a historical and prominent way to make a statement that doctors are seen and appreciated.

  4. Dr. Who Party! Set up a TV in the breakroom and play Dr. Who reruns all day.  He’s that goofy doctor/scientist with wit and common sense who heals all wounds and makes the world a better place.  It’s a way to break away from the norm and get a good chuckle in between patients.  Or better yet, host a casual party off-site where your docs can sit back and relax with friends and colleagues, celebrating in comfort.  Leave all that “timey-wimey-wibbly-wobbly” stuff at work and party with the pals after hours!

  5. Say “Thank You.” This is probably the simplest, most effective gift you can give, yet is often difficult for many of us to actually execute.  Pull that doctor aside who does good work, who has been an exceptional mentor, who helps to keep your office running smoothly, who helped you heal your own ailments, look them in the eye, smile, and say, “Thank you for all that you do.  I appreciate you.”