You Posted the Job 60 Days Ago.
Zero Qualified Applications.
You've listed it on PracticeLink. NEJM CareerCenter. Indeed. LinkedIn Jobs. Your hospital career page. You've paid for featured placement.
Still nothing. Here's why.
Physicians Don't Apply to Job Posts
That's not how physician recruiting works. You're using a hiring strategy that works for software engineers and accountants, but completely fails for physicians.
The numbers are brutal:
- • Only 14% of physicians consider themselves active job seekers
- • But 56% are open to hearing about opportunities
- • Average time to fill some specialties: 344 days
- • 50% of searches in 2023 were to replace departing providers (up from 36% in 2019)
Job boards only work if candidates are actively looking. Most qualified physicians aren't. They're busy treating patients, not browsing NEJM CareerCenter during lunch.
Why Job Posts Fail for Physician Recruiting
1. You're fishing in an empty pond
Job boards are for active seekers. Only 14% of physicians are actively looking. That means 86% of your potential candidates never see your posting.
The best candidates? They're not on job boards. They're happily employed, but would consider a better opportunity if someone reached out directly.
2. Your post looks like everyone else's
"Seeking board-certified [Specialty] for growing practice in [City]. Competitive compensation. Excellent work-life balance. Apply now!"
That's what every posting says. Physicians see hundreds of identical posts. Yours disappears into the noise.
3. The application process is a barrier
"Upload resume. Cover letter. References. Answer 12 screening questions. Create an account. Verify email."
Physicians who are casually browsing won't jump through hoops. They close the tab and go back to work.
4. You're competing with hundreds of other postings
On any given day, there are thousands of physician job postings across multiple boards. Even if a physician is looking, finding your specific posting is like finding a needle in a haystack of identical needles.
5. Timing is impossible to control
Your perfect candidate might have checked that job board last week. They're not checking again for 6 months. Your post sits there, getting zero views from the people you actually want.
What You're Actually Spending
What Actually Works: Direct Outreach
Instead of posting and hoping, successful recruiters go direct. They identify qualified physicians and reach out personally.
The difference:
Job Board Approach (Passive)
Post everywhere. Wait for applications. Get zero. Wait more. Eventually give up and call an agency.
Success rate: ~2-5% for competitive markets
Direct Outreach (Active)
Identify 100 qualified physicians. Reach out personally with email + phone. Have real conversations with interested candidates.
Success rate: ~10-15% response rate leads to actual candidates
Job Board Strategy
- • Post and pray
- • Only reach active seekers (14%)
- • Compete with thousands of posts
- • No control over timing
- • $1,000+ per month in listings
- • Average applications: 0-3 (mostly unqualified)
Direct Outreach Strategy
- • Target specific qualified physicians
- • Reach passive candidates (56% open)
- • Personal contact, no competition
- • You control the timing
- • $199/month for unlimited contacts
- • 10-15 actual conversations per 100 outreach
Here's What You Need Instead
Stop posting jobs. Start reaching physicians directly with personal contact information.
Less than one job board posting. Access to 250,000+ physicians.
How it works:
- 1.Search for physicians by specialty, location, experience
- 2.Get personal email addresses and direct phone numbers
- 3.Reach out personally (not competing with 1,000 job posts)
- 4.Have actual conversations with interested physicians
- Unlimited searches (no quotas)
- Export to your CRM or email tool
- Monthly data verification and updates
- Cancel anytime (no long-term contracts)
Stop waiting for applications that never come. Start having real conversations with qualified physicians.