Speed Is the New Salary: Why Your Hiring Process Might Be Costing You Candidates
Salary certainly is still key for job seekers, but it’s no longer the top concern. For today’s physicians, speed now plays an equal, if not greater, role. A slow, bureaucratic hiring process can drive them into the arms of faster-moving employers.
If your organization is losing candidates without clear reason, the issue may not be compensation. It could be how long you’re taking to make a decision.
Slow Hiring Is Silent Attrition
According to recent industry data, the average time to fill a physician role is 125 days. But top candidates—the kind with clean CVs, excellent patient satisfaction scores, and multiple offers—often aren’t on the market that long.
The most common turn offs physicians cite when backing out of the hiring process include:
- Delayed responses after interviews
- Unclear or inconsistent communication from multiple parties
- Excessive rounds of approvals or decision-makers
- Generic or templated job information with no personal touch
Many organizations mistakenly assume that physicians will wait around for a great salary or benefits package. But the reality is that in-demand professionals want clarity and forward motion. If your process feels slow, clunky, or impersonal, they may choose to move on.
Speed Builds Trust—and Competitive Advantage
Agile healthcare hiring doesn’t mean rushing the process. It means eliminating unnecessary friction and respecting the physician’s time (much as you want them to respect yours).
Here’s what agile physician hiring looks like:
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Fast, Personalized Outreach
Respond to quality leads within 24-48 hours. Use personalized language. If you’re using PhysEmp, candidate responses go directly to your inbox. Don’t let those first hours go cold.
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Streamlined Scheduling
Offer candidates clear interview windows and respect their time zone and schedule. Use tools (or even AI) to automate scheduling when possible. Aim for 1-2 rounds of interviews max; physicians don’t want to be grilled by a panel five times.
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Empowered Decision-Making
Limit the number of people involved in the final hiring decision. Have clear alignment between HR, medical leadership, and recruiting so you’re not caught in approval limbo.
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Transparent Timelines
From first contact, tell the candidate what to expect. “We aim to make decisions within X days after the final interview” can do wonders for confidence and engagement.
How PhysEmp Helps You Move Faster—and Smarter
PhysEmp isn’t just another job board. We’re consummate pros who have been helping recruiters place physicians for over 30 years. Our tools help reduce lag time and streamline the hiring process.
Here’s how PhysEmp supports faster hiring:
- Branded Job Ads. Post personalized listings that clearly communicate your opportunity.
- Real-Time Candidate Connections. Responses go straight to your inbox.
- Targeted Outreach. Reach physicians who are actively seeking work in your specialty and region.
- Job Performance Data. Use insights from your ads to identify which ads and roles generate the most interest, and adjust accordingly.
- Scalable Options. Choose any of our flexible plans to match your workflow. Contact us with any questions you may have.
The Best Candidates Are in Motion
The most qualified physicians are fielding offers, talking to peers, and exploring roles. The speed of your hiring process signals something deeper to them: how much you value their time, their expertise, and their future.
If your hiring process feels like a waiting room, your competitors are ready to step in. Stay ahead of them using the above tips.
Are you ready to improve your response time and hire smarter and faster? Great! Contact us or schedule a demo today and learn about our services.