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Journal of ASPR - Summer 2013 - How to use benchmarking data
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How to use benchmarking data

By Jennifer Metivier, MS, FASPR, ASPR Executive Director

The 2013 ASPR In-House Physician Recruitment Benchmarking Survey closed at the end of March. The 2012 Report and data are currently available and the 2013 Report and data will be available this coming August. Are you wondering what people are doing with benchmarking data from the industry’s largest survey of in-house physician recruitment departments? Here (in the box below) are some examples of ways you can utilize benchmarking data to help evaluate your physician recruitment program.

Many in-house physician recruitment professionals are concerned that if their data are not comparable to the national averages, they may look bad in the eyes of their administration.

The reality is that there are too many variables involved in the recruitment process to imagine any one person is responsible for success. Recruitment is very much a “team sport”. It is important to evaluate the innumerable factors that result in successful placement, many of which lie outside the control of individual recruiters or the department. In most cases, efficiencies may be gained at any point in the recruitment process. It only requires a willingness to objectively assess the entire scope of recruitment — identify obstacles, educate staff, and facilitate solutions — in order to be effective.

Learn more about the Survey

Purchase/Access the 2012 Final Report and Searchable Data

Average number of searches conducted per recruiter

How to Use It
Justification for hiring additional physician recruitment professionals. Knowing the median number of searches per recruiter is 15 and you are conducting 50 may provide justification for additional staffing.

Physician Recruiter Compensation Justification for compensation adjustments or hiring an additional recruiter.

Average number of interviews, offers, and hires per search and percent of positions filled

Opportunity to identify and evaluate physician recruitment processes that may be refined in order to improve outcomes in these areas. Additional screening methods, better interview formats, more streamlined offer processes, improved compensation packages, etc., could all result in fewer interviews and offers required to fill the search and improve your chances of filling the search overall.

Time to fill a search Opportunity to identify time delays in the recruitment process. Is the lead physician slow with contacting the physician or conducting reference checks? Is the offer going out too late? Are you recruiting for twice as many searches as the national norm? All of these can impact the time to complete a search.
Top specialty searches Provides market demand data and evidence about which specialties are highly sought after. This information helps you and your administration understand that some specialty searches will be more difficult and take longer to recruit.
Source of hires Assists in determining where to spend your budget. Internet job boards are the top sourcing methodology; organizational websites are among the top three — use this information to spend your marketing dollars appropriately.
Journal of ASPR - Summer 2013

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