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 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.

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.

Top Tips on Recruiting Medical Residents

If you missed this month’s “Top Trends in Resident Recruiting” webinar, hosted by Barbara R. Tamberlane of Execu|Search, fear not! We’ve got the webinar replay for you to listen to at your convenience anytime. In the interim, here are some of Barbara’s top three tips on recruiting medical residents. Read more

Millennial MD Recruiting 101 with Inline Group President Kelli Mulloy

Across the U.S., urgent care centers (UCCS) are cropping up in record numbers, with no foreseeable end in sight. That’s what drove The Inline Group, a premiere matching source of physicians and advanced practitioners across the U.S., to publish a comprehensive urgent care recruiting manual: Recruiting and Retaining Talent into an Urgent Care Center. Read more

June 9 Webinar: Top Trends in Resident Recruiting

Millennials! They get a bad rap for being slacker employees, as you’ve no doubt seen in various parody videos on the internet. But the fact is, these bright, young, tech-savvy men and women have a lot to offer—and they’re our country’s next wave of physicians. Learn the ins and outs of recruiting residents at 1 p.m. CDT on Thursday, June 9, during our free “Top Trends in Resident Recruiting” webinar, hosted by Barbara R. Tamberlane of Execu|Search. Read more

Do Your Physician Job Ads Pass the Squint Test?

More than ever, Americans are searching for jobs on their phones. According to a Glassdoor survey, 89% of U.S. job seekers use a mobile device at some point during their job search. We’ve noticed the trend at as well—in the last year, mobile traffic on our site has gone up 59%. In other words, physicians are increasingly using their smart phones to look for jobs. Read more

When Writing MD Job Ads, the More Details, the Better

Writing ads to advertise your open physician jobs is a fine art. You only have a few seconds to catch a physician candidate’s attention because, let’s face it, physicians search for jobs on the go. So what’s the key to ensure you pique their curiosity? It’s all in the details. Read more

Twitter’s 10 Years Old! What That Means for M.D. Recruiters

Twitter, the San Francisco-based microblogging giant that changed the way the world communicates, is turning ten today. They’ve put together this inspiring video to mark the occasion, and it’s worth a quick watch for all M.D. recruiters out there. Read more