In This Issue:

Taking the fear out of tracking:

Keeping it simple

Going LEAN in physician

recruitment

Motivations for choosing

rural practice

Taking an interest in Pinterest

JASPRJournal of the Association of Staff Physician Recruiters

The Only International Organization Exclusively for In-House Physician Recruitment Professionals

Spring 2013

Volume 20, Issue 2

2 Journal of the Association of Staff Physician Recruiters

Baseball, hot dogs, and physician recruitment — Although spring is still in the air, spring training is over. Players who were vying for positions have been selected,

and the regular season is well underway. The starting lineup is in place, although adjustments will be made throughout the year if players don’t measure up or if injuries arise. And I’m not just talking about baseball! The process of physician recruitment has many similarities. I’ll get to those soon, but let me set the stage: On a beautiful Sunday afternoon in Arizona, some weeks ago, I was at a spring training game between the Oakland A’s and the Chicago Cubs. I’m not a big sports fan, but the son of a dear friend was playing for Oakland — Eric Sogard #28. Eric was born and raised in Arizona. Fortunately for his family and friends, the A’s training camp is based in Phoenix. So, on that wonderful weekend after-noon, we lucked out when Eric was put in the lineup, covering second base. However, the real treat was watching him

By Lori Jackson Norris, FASPR, senior physician recruiter, Dignity Health, AZ, lori.norris@dignityhealth.org

Permission must be obtained before reprinting any article appearing in the Journal of the Association of Staff Physician Recruiters (JASPR). To obtain this permission, please contact Laurie Pumper in the ASPR office directly at 800-830-2777.

The Journal of the Association of Staff Physician Recruiters (JASPR) is published quarterly for members of ASPR by the Association of Staff Physician Recruiters and Ewald Consulting, 1000 Westgate Drive, Suite 252, St. Paul, MN 55114.

Phone: 800-830-2777 Fax: 651-290-2266Email: journal@aspr.org

Unless stated, comments in this publication do not necessarily reflect the endorsement or opinion of ASPR or Ewald Consulting. The publisher is not responsible for statements made by the authors, contributors, or advertisers. The publisher reserves the right to final approval of editorial and advertising copy in this publication.

Reprint Policy From the Editor

at bat as he hit 3-for-3 in this particular game, missing a homer by a few ridiculous inches. Besides being a great ballplayer, he also is well-respected by his teammates and fans. Eric does a little bit of everything for his team. He gives it his all, despite some challenges. As a base-ball player, he is considered short in stature, comparatively; wears prescription eye glasses on the field; fields left-handed.

When Eric wasn’t up to bat or in the field, my mind wandered. (Remember, I told you I’m not a big sports fan!) I thought about the work I should be doing instead of sitting outside watching baseball, enjoying a dog and a cold one. Monday morning was looming, and I couldn’t help but think about what lay ahead of me at work the next day, including writing this column for JASPR! I think it’s a phenomenon of the physician recruitment profession, called Looming Monday: the inability to completely disassociate with one’s job, even over a weekend. However, while I was watching Eric interact with his teammates, I thought about the similarities between his job and ours. Many of us do a little bit of everything for our teams. We give it our all, despite the fact that we may have some chal-

May 29 Advancing Your Onboarding Efforts Live online webinar | View more info

June 26 How to Recruit Physicians Using Social

Media Live online webinar | View more info

July 24 LEAN Recruiting: Successful Physician

Search, for Less Live online webinar | View more info

Aug. 10-14, 2013 ASPR Annual Conference Tucson, AZ

Please visit aspr.org for more info.

Calendar

From the Editor continued on page 3

Spring 2013 3

Articles Page

Taking the fear out of tracking: Keeping it

simple .............................................................................. 6

Going LEAN in physician recruitment ................. 9

Guide to getting impact with leadership .........10

Motivations for choosing rural practice ............. 11

Helping candidates ask the right questions .. 13

Taking an interest in Pinterest .................................14

ASPR 2013 Annual Conference ..............................18

“Nice Bike!” Making meaningful

connections ................................................................ 20

Update from the ASPR Board of Directors:

Governance restructure ..........................................21

ASPR Updates/Features/OtherCalendar .............................................................................2

Letter from the Editor ................................................2

President’s Corner .........................................................4

ASPR Fellows, Diplomates, & Associates ...........4

Letter from the Executive Director .......................5

Corporate Contributor listing .................................5

Member profile: Paul Charkowski, FASPR,

Tucson ...........................................................................12

ASPR leadership profile: Maddie Wagner,

co-chair, Membership Committee ................... 15

Webinars available on-demand ............................. 16

In memoriam ..................................................................16

2013 ASPR Board of Directors elections ..........22

ASPR Board of Directors: Who they are and

why we love them ....................................................23

Elaine Metzger, AASPR, plans to retire ..............25

ASPR Employment Hotline ................................... 25

ASPR Chapter Updates:

Academic In-House Recruiters (AIR) ........... 26

Onboarding and Retention (OAR) ................. 26

Corporate Contributor features ........................... 29

Board of Directors & Committee Chairs ........... 31

Editor: Lori Jackson Norris, FASPR

Associate Editor: Miranda Grace, DASPR

Publisher: Laurie Pumper

Inside This Issue

Download JASPR for your smart phone, e-reader, or tablet today!1. Access the journal at: www.aspr.

org/journal on your mobile device. (Bookmark this page for future reference.)

2. Click on the link directly above the cover shot of the journal labeled “Download a PDF of the Current Issue in its entirety: Journal of ASPR - Winter 2013”

3. Downloading will begin.4. Enjoy!

lenges. As physician recruitment professionals, we might be short in staffing; working with an organization that needs help with its vision; expected to adjust to meet the norms of the culture.

Like major league coaches, many of us have just finished with a “spring training” of our own, selecting the candidates we hope will play on our teams for the “regular season.” (Okay, maybe we’re more like line coaches or batting coaches!) Spring is a busy recruiting time as many candi-dates strive to solidify the deal and get relocated during the summer months before their kids start school; most new grads want to be in the starting lineup as soon as they complete their training programs at the end of June. As a result, the summer and fall seasons can bring an increased number of orientations and onboarding in order to get our new physicians up to bat.

In this issue of JASPR, learn how some of our colleagues are implementing their game plans for the upcoming seasons. In the article “Taking the fear out of tracking,” by members Shelly Tudor,

FASPR, and Lynne Peterson, FASPR, learn such things as how to justify a bigger budget or addi-tional staff by supporting your request with cold, hard facts. In another article, Jennifer Feddersen, PHR, MSM, DASPR, writes about how her organization implemented the LEAN process in the physician recruitment department. Feddersen provides compelling data on how this process has made impressive improvements in the depart-ment’s overall results. And, in her regular column on social media, Miranda Grace, DASPR, points out how an ASPR member, Kendra Hall, used the popular Pinterest social media site to pin down a valuable site visit. I hope you enjoy this issue of JASPR. Maybe you can find some tips or words of wisdom that will help you do your job better, and hit one out of the park!

By the way, after making an impressive showing during spring training, #28 was named to the starting lineup for Opening Day for the A’s and is on the roster for the season! Way to go, Eric Sogard! You’re a great team player and an even greater inspiration!

From the Editor cont’d from page 2

4 Journal of the Association of Staff Physician Recruiters

Congratulations to the following Fellows who have achieved certification and the Diplomates and Associates who have achieved designation between January 1, 2013 and April 1, 2013.

Fellows (FASPR)Shannon Lakin Jill Little

Arlene Macellaro Kathryn Norby

Emily Stenson

Diplomates (DASPR)Pam Furbee Therese Karsten

Hilary Phillips Jessica Robinson

Jessica Williams

Associates (AASPR)Kara Balliet Daniel Bastle

Kamala Carlberg John Cerniglia

Brad Clark Robin Davis

Heather Fowler Jamie Groy

Jennifer Kambies Laurel Kane

Sophie Kotomski Jennifer LeBeau

Robyn Purin Aymee Quinn

Deanna Reed Erick Sedwick

Michelle Seifert Kim Swain

Nancee Swartz Maureen Zvanut

Jennifer Waters-Plemon

ASPR Fellows, Diplomates and Associates By Scott Manning, FASPR, ASPR President, scott_manning@dmgaz.org

President’s Corner

Physician recruiting is all about the process. Every organization has to determine what process is most efficient and yields the best results for their specific needs.

The process that my group uses may be much different than the process your organization uses because a successful recruitment program will continue to evolve to meet its changing needs. This is critical to success, as the health-care profession is a dynamic environment with constantly “moving targets.”

In general, the physician recruitment depart-ment is responsible for developing and imple-menting the recruitment process. This includes:

• Planning how it can be best utilized;• Ensuring it meets the needs of the organi-

zation;• Effectively communicating with all

involved parties;• Implementing the plan.

To be successful, you also will need to be able to “think on your feet” and revise as necessary. Sometimes this requires you to “eat a little crow” as the plan you devised has to be remod-eled/discarded. Don’t fall in love with the plan because even well-thought-out plans that are implemented effectively don’t always work. We are in a people business and that makes our success rate somewhat unpredictable. Always be flexible enough to scrap what you have tried previously and embrace a new option.

In the end you must show your leadership team that you are capable of tackling new challenges. Many times, it’s more important how you deal with adversity than how you deal with success. The individual who can rebound from a poor outcome by implementing an alternatively successful plan will be valued by their organiza-tion.

We are in a people business and that makes our success rate somewhat unpredictable. Always be flexible enough to scrap what you have tried previously and embrace a new option.

In my experience I have found the best practice is to:

• Gather relevant information to determine a path;

• Develop a plan based on the best informa-tion available without overanalyzing, as this can lead to inaction;

• Implement the plan logically and effi-ciently;

• Prepare for contingencies — variables are often unpredictable;

• If the desired outcome isn’t achieved, then “roll with the punches” and suggest alterna-tive solutions;

• Even if the original plan is unsuccessful, there always is value as you have eliminated a variable for future strategies.

I wish each of you much success as you analyze, prepare, implement and accomplish your goals. As you encounter “speed bumps” along the way, think about one of my favorite quotes from Robert Burns, the Scottish poet: “The best laid plans of mice and men often go awry.” I don’t interpret this to mean that the final result is any less successful…just that the road there has a couple of twists and turns.

Spring 2013 5

ASPR recognizes and thanks our Corporate Contributors

For product and contact information on these

companies, go to the “Corporate Contributors”

page of the ASPR website (www.aspr.org).

Gold Contributorsab+cCejka SearchCompHealthDocCafe.com, LLCHealtheCareersJackson & CokerJAMA Network & JAMA Career CenterMerritt HawkinsNEJM CareerCenterPracticeMatchVISTA Staffing Solutions, Inc.Weatherby Healthcare

Silver ContributorsAHACareerCenter.orgAHSAContact PhysiciansEnterprise Medical ServicesLeapDoctor.comMDLinx.comThe Delta CompaniesThe Inline GroupWolters Kluwer Health | Lippincott Williams & Wilkins

Bronze ContributorsAccuCheck InvestigationsACP American College of PhysiciansAmerican Academy of Family PhysiciansAmerican Academy of NeurologyAmerican Academy of Orthopaedic SurgeonsAmerican College of Physicians (ACP)American Medical AssociationAureus Medical GroupFidelis PartnersFrontline Medical CommunicationsLocumsMartLocumTenens.comMedical Doctor Associates (MDA)MMS, Inc.Onward MDOnyx M.D.PhysicianCareer.comPracticeAlertReality Check ScreeningRosmanSearch, Inc.Staff Care, Inc.The Medicus Firm

By Jennifer Metivier, MS, FASPR, ASPR Executive Director, jmetivier@aspr.org

There is never a dull moment at ASPR! Some projects are evergreen, while other projects wax and wane throughout the year. Without our member volunteers, things would come to quite a halt. So here is a shout

out to all of our ASPR leaders and volunteers who help keep the wheels greased and the train moving forward. Thank you for volunteering! Here are a few updates on what has been going on at ASPR since our last issue.

Annual conferenceThe Education Committee has planned an incred-ible line-up of speakers for the 2013 ASPR Annual Conference and a fun filled evening event at Old Tucson Studios. The Conference will be held August 10-14, 2013 at the JW Marriott Starr Pass in Tucson, AZ. This issue of JASPR includes a summary of what you can expect when you attend this year’s Annual Conference. You won’t want to miss it! Registration is now open.

Fellowship exam updateIn the last issue of JASPR, we updated you on the status of the Fellowship Certification exam revisions. We indicated they would be ready for use in April. Extra development time is necessary, so the release date has been changed to July 1. The Fellowship Committee recommends that if you have taken any of the current program modules and/or are registered for any of the current exams, that you complete the exam prior to July 1. All three program modules are being updated to correspond with the updated exams and will be available at the 2013 Annual Conference. It is highly recommended that if you do not com-plete your exams prior to July 1 that you take the updated program modules before sitting for the new exams. Reminders will be sent to anyone who has not yet taken their exams.

Governance restructureYou may have read in the February 6 issue of ASPR Weekly that the Board of Directors has imple-mented a governance restructure. This has resulted in more defined and specific roles for each of our

From the Executive Director

Board members. Each member-at-large position now has a specialized area of focus with respon-sibilities that align with strategic priorities. The members-at-large titles have been changed to vice president of a strategic area. You’ll notice these new vice president titles during the nomination and election process happening this spring.

ElectionsThe ASPR Board of Directors elections are coming up in June! This year we will elect the president- elect, treasurer and three members at large. The members at large positions that are up for election are the newly defined vice president of education, vice president of engagement, and vice president of research. The Board of Directors call for nomina-tions was open throughout the month of March. A task force will vet each candidate and elections will take place in June. Elections will be held online — therefore, you will need your ASPR member username and password to cast your ballot. Please plan ahead and cast your vote in June!

New co-chairASPR is pleased to welcome Kate Rader to the co-chair position for the ASPR Chapter/Regional Relations Committee and to the ASPR Leadership Team! Kate is the manager of recruitment coordi-nation services at University of Texas Southwestern Medical Center in Dallas, TX. She is taking over the co-chair position from Lori Pinkerton, who was just appointed to the position last October. Lori has left the field of in-house physician recruit-ment and accepted a position as the community operations officer for Sisters of Mercy West Mid-west. We wish Lori best of luck in her new position, and are excited to have Kate as a member of the ASPR Leadership Team!

Chat rules and understanding anti-trust ASPR recently required that all Chat users re-register for the listserv in order to re-educate everyone regarding the Chat Code of Conduct and the ASPR Anti-Trust Policy. If you’re no longer receiving Chat messages, you will need to re-register online. It is important that all ASPR members understand anti-trust law and the ASPR policies surrounding it. Anti-trust is a federal law;

Executive Director continued on page 8

6 Journal of the Association of Staff Physician Recruiters

In our fast-paced, changing healthcare land-scape, in-house physician recruitment profes-sionals are relied on more and more for their knowledge and expertise in attracting, hiring and retaining the right physician or healthcare provider for the job. Whether you’re recruiting for a small hospital or a statewide multi-facility health system, your responsibility is much the same: Assessing recruitment needs; sourcing for candidates; conducting phone screenings; hosting site visits; tracking data.

Tracking data? Who can afford to spend valu-able time on that?

The simple answer is that you can’t afford not to. Tracking your recruitment data is well worth the time and effort, and the good news is that it doesn’t have to take much effort at all.

Facing your (tracking) fearsTracking your recruitment activities doesn’t have to be a job in itself. It can be as simple or as complex as you make it — but one thing’s for sure, it can yield big results. Collecting and interpreting key search data points such as the number of applicants received, candidates in-terviewed, offers extended, source of candidates and the time it took to fill a position, can paint a very clear picture of where you are — or where you should be — spending your time, talents, and financial resources on filling open positions.

It’s more a matter of process than time or ef-fort. Most recruiters do some sort of tracking, but taking a few simple steps to make it more efficient can mean the difference between simply recording raw data and gleaning valu-able information. For instance, when you’re conducting a phone screening, add a couple new fields to your screening form. How did the candidate hear about the position? What date did they apply and what date did you conduct the screening? Did you refer the candidate or disqualify following the screening? Why? Documenting basic information such as this can help you evaluate your candidate pool, the effec-

tiveness of your sourcing strategy, and possibly shorten the recruitment process.

Keeping it simple makes tracking easier to adopt as a habit. A practical data collection system, some advanced planning, and a little time each day or each week dedicated to it will save a lot of time and aggravation at the end of the year. That’s important because the task of going back through a year’s worth of searches may be so overwhelming that you may decide that it’s just not worth it. In that case, all of that potentially valuable information would be wasted.

Making use of what works for youSome recruiting departments purchase compre-hensive applicant tracking systems while others record data on a basic Excel spreadsheet. No one way is right; it’s whatever is usable, comfort-able and efficient for your recruitment needs. Remember, the important part is to find some-thing that you can do easily and consistently.

The Association of Staff Physician Recruiters (ASPR) has recently introduced our free “on demand” tracking tool to record key data. The questions are aligned with the annual bench-marking survey so that when completed, the year’s data can be seamlessly uploaded into the survey. Yet any tracking method you choose — with the same information collected — can also be uploaded to survey via the import wizard. The combined results of participating organiza-tions provide measurements that are used to establish industry-wide benchmarks. It’s a way to identify trends and develop best practices that enable all recruiters to operate more ef-fectively.

Just as important, your individual tracking results (you can crunch the numbers yourself if you prefer not to participate in the ASPR Benchmarking Survey) can provide a detailed analysis of your year-long recruitment efforts. Will it confirm what you believe you already know about your business, or will it reveal some surprising outcomes? Most likely, it’ll be some of each.

Taking the fear out of tracking: Keeping it simple By Shelley Tudor, FASPR and Lynne Peterson, FASPR

So, what does it all mean? Would you say you get most of your applicants from Internet job boards? Do you know what percentage of candidates screened make it to the interview stage? What about the number of offers that were extended and not accepted? Do you know which sourcing methods have produced the most viable candidates?

You may be able to make an educated guess, but a process for tracking data can provide measurable results, enabling you to provide accurate statistics. Knowing the answers to these and other ques-tions improves your ability to find and retain the right providers quickly and effectively.

Regardless of the results, tracking information will help, not hinder you. You’ll know what gets the most bang for your sourcing bucks and how to make a realistic search schedule. If you need to justify a bigger budget or additional staff, you can support your request with cold, hard facts. If asked why an open position has remained vacant for so long, you can explain what you have done to try to fill it — and, perhaps, it may reveal an underlying issue that’s beyond your control.

Let’s get tracking!Fear tracking no more. Are you ready to get started or eager to enhance your process to make it more efficient? Select the method that best fits into your routine and meets your needs and you can get going today.

Information on the ASPR In-House Physician Recruitment Benchmarking Survey and Report:The ASPR In-House Physician Recruitment Benchmarking Survey is open annually from Janu-ary through March. The final report and search-able results are published in August. For more information, visit www.aspr.org/benchmarking.

The high quality physicians you are looking for are already looking at us. Tap into The JAMA Network through our print journals and our online portal, the JAMA Career Center, to reach the most qualified physician candidates. Stay in their sights while making the most of your budget each and every time.

Access the JAMA Career Center and The JAMA Network.

Email classifieds@jamanetwork.com or call 800.262.2260.

The JAMA Career Center

The candidates you want from the network you trust.

249,000+online users

150specialties and subspecialties

6,000+job postings 450,000+

physicianreach

1network

Executive Director cont’d from page 5

therefore, violating anti-trust laws on the ASPR Chat listserv puts you, your employer, and ASPR at risk for criminal and/or civil litigation. Please read the details in the Chat Code of Conduct and the anti-trust policy to ensure that you are in compli-ance. ASPR presented a webinar, Understanding Anti-Trust, on May 8. This webinar was recorded and will be available for on-demand viewing if you are unable to attend. I highly recommend that you view this webinar. Thank you for complying with the ASPR policies regarding this important issue!

Member surveyLast, but not least, we’d like to remind you all to participate in the ASPR Member Survey. This survey helps us understand how we, as an organization, are doing to meet your educa-tional and networking needs. It is your oppor-tunity to let us know what benefits are most valuable to you, what educational topics you’d like to access, and any other feedback you may have. The survey will open later this spring. We appreciate your participation!

As always, I look forward to hearing any thoughts, suggestions, ideas, or comments from you!

• Jobs Supplement at ENDO 2013 (June 15–18, in San Francisco)

• Bonus Distributions at ENDO 2013

• Free CV Database

• Print, Web, and Bulk Advertising

• Free Tips/How-To Resources

we offer the best pricing and

results you will find anywhere

Put the Power of the endocrine society behind your recruiting efforts and take advantage of the following:

www.endocareers.org

contact: christine whorton, endocareers® | endocareers@endo-society.org | 1.800.361.3906

Find family physicians at AAFP CareerLink. EASY.

(RECRUIT THE RIGHT PEOPLE.)

www.aafpcareerlink.org

Your job posting will be: • Available by free search to job seekers. • Emailed directly to compatible candidates.• Posted on Facebook and Twitter for added exposure.

START RECRUITING TODAY.

CareerLink Ad 9x5.5.indd 1 1/20/12 4:24 PM

Spring 2013 9

Going LEAN in physician recruitmentBy Jennifer Feddersen, PHR, MSM, DASPR, Manager of Physician and Advance Practice Practitioner Recruitment, Medical Staff Affairs, Henry Ford Health System, Detroit, MI, jfedder1@hfhs.org

Some may ask, “How is it possible for four recruiters to handle 95 searches each per year?” My answer: “LEAN Manage-ment.”

A few years ago, our team at Henry Ford Health System (HFHS) attended a two-day boot camp titled “Henry Ford Production System Training Sessions.” It was an extensive educational program that offered a hands-on approach to the concept known as LEAN management, based upon W. Edwards Deming’s management principles for process improvement. Deming taught exten-sively with this process in Japan, where the early concept of LEAN was formed in manufacturing as the Toyota Production System (TPS).

In simple terms, LEAN is described as having the ability to see waste and the courage to eliminate it. Several departments in our organization have adopted these principles in a way that uniquely and easily translates into other aspects of work — including that of physician recruitment.

In 2012, our four physician and provider recruiters handled a total of 382 searches, fill-ing/closing 80 percent by year-end. This was

up slightly from 2011 with 72 percent of 354 searches filled/closed. Now that we’ve adopted LEAN practices, which have proven to increase production, I can’t imagine not using LEAN in our day-to-day activities.

Making LEAN work

Step 1: Self-assessmentUsing the basic tools of LEAN management, such as the “plan-do-check-act cycle”, our team met weekly to explore “bottlenecks” in the recruitment process. First, we focused on easier action items and assigned tasks to team members. We then developed an action plan and implemented the plan accordingly. After each step, benchmarking was utilized to measure our improvements. During this process we tackled issues such as: What every applicant needs to know prior to start date; turnaround time of application submissions; onboarding: who handles what?

Step 2: Benchmarking Studying turn-around time of application submissions, we examined our baseline on an Excel spreadsheet. Through this, general inconsistencies were noted in areas such as the date the application was sent, the date it was returned, and missing items. Then, we identified

common errors, missing documents or differ-ences in approach between recruiters.

Step 3: PlanningNext, we standardized the application process by including the specific time frame for returning applications in the introduction letters.

Step 4: Reassessing and adaptingLast, we reviewed the results, benchmarked the results one last time, searched for areas for improvement, and communicated the results and recommendations with the team. With a consistent message and detailed directions up front, we reduced the number of incomplete applications dramatically.

We have now expanded our LEAN process into other areas of recruitment including benefit overviews, provider onboarding, and new hire processes. The keys to success are to meet regularly, be open about frustrations and bottle-necks, and focus on the end result.

To learn more about LEAN Management, check out Lean Healthcare Exchange http://leanhealthcareexchange.com/ or read Lean Hospitals: Improving Quality, Patient Safety, and Employee Satisfaction by Mark Graban, Productivity Press.

Share with Your Residents and Fellows:Cover Letter & Curriculum Vitae Preparation;Preparing for the Interview; and the Employment Contract

By Kelly Ford, MBA, Director of Medical Staff Affairs, Hospital Sisters Health System, HSHS Medical Group

Reprinted by permission from the Winter 2009 Issue of the Journal of the Association of Staff Physician Recruiters

PreparationThe end of your residency/fellowship is rapidly approaching, and it’s time to find that perfect practice, the ideal partner(s), in the location of your dreams. The years of training have been grueling, but you feel competent and you’re ready to settle into a flourishing practice and get that first sweet taste of prosperity. You and your colleagues have started to receive a barrage of telephone calls from recruiters, stacks of job flyers and advertisements fill your mailbox, and your emails have increased threefold. And now, you’re faced with determining what opportunities are worth checking out. What important factors need to be considered? How will you ever make sense of that legalese you glanced at last year when your buddy was pondering his commitment? How do you tactfully discuss money with a potential employer, and how much should you expect to earn? Information is power – and the more you know, the better equipped you will be to make those serious career choices. But right now, you must be concerned with just getting some interviews set up.

Taking a sensible, methodical approach to the interviewing process will aid you in making a well-informed decision. There are a few basic, definable steps that each resident or fellow can follow when beginning the interview process. The three most essential factors to consider as you evaluate your choices are practice, location, and income. The priority you give to each of these factors may differ significantly

from your colleagues’ priorities, but it is important to know what is right for you. Keep in mind that the majority of residents and fellows change jobs within three to five years after completing their training. Therefore, the more sure you are of what will work for you, the lower the odds that you will be among the majority who have to go through the agony of a second set of interviews.

It’s April 2012, and you should be preparing a cover letter and curriculum vitae, since your training will be over in 2013. Not much can be done until you have completed this all-important task. Mediocrity has no place in the preparation of these documents. If their appearance is less than professional, if they contain sloppy margins and tabs, misspelled words, inconsistent format, undocumented periods of time, etc., the likelihood that you will be considered for a position with that choice practice lessens considerably. This information is your first introduction to a potential employer. It must be well organized and informative and it must present an image of someone who everyone wants to meet. The most successful approach is to be sure that yours stands out from the other dozen or so vitaes that are lying on the recruiter’s desk. Ideally, you should give yourself the option to dismiss an opportunity, rather than someone else eliminating you before you even meet him.

Preparing Your Cover Letter• Limityourcoverlettertoonepage,ortwo

at the most.• Usequalitywhiteoroff-whitepaper.• Usea12-pointfontthatiscleartoread,

something like Times New Roman or Garamond, and always use black ink.

• Openyourcorrespondencewithageneralstatement that expresses your interest in the position. Follow that with specific information that elaborates upon your training beyond that contained on your

Author’s Note

After years of counseling residents and fellows on how

best to approach the job search, I have learned a thing

or two. When the Missouri, Iowa, Nebraska & Kansas

(MINK) MidWestMD Physician Recruitment and Retention

Network decided to publish a quarterly newsletter directed to resident physicians completing

medical training, I thought this an opportune time to put

on paper what I had been preaching for years. The articles

were published as a three part series and sent to residents

located in the MidWestMD’s four state region. Although originally

intended as an educational tool for residents, the series

may serve a purpose for your organization to educate those

hiring, residents in training or assist physician recruiters

representing your organization.

Journal of the Association of Staff Physician Recruiters, Winter 20091

Interviewing 101: How to Get the Job You Really Want

You have identified several job opportunities. Now you’re ready to contact the prospective employers to learn more about their career offerings. The interview process begins with an initial phone call and may entail one or two site visits. Consider your initial phone call as the beginning of your interview process! Your first phone call will form an initial and lasting impression on the recruiter or key practice contact, so be prepared and be professional. Your first contact may determine if you are invited for a site interview. Pre-schedule the call at a time that is convenient for you. If possible, try to schedule the call at a time that you’ll have no distractions.

Preparing for the Phone Interview• Doyourhomework.Visitwebsitesofthe

hospital, practice, and community.• PrepareQuestions:Askforaprofileof

the providers in the group. What is the organizational structure? Partnership, benefits, call, etc.? Why are they recruiting (growth, retirement, replacement)? Whatisthecommunitylike?Arethereopportunities for your significant other?

• AnticipateQuestions:Whyareyoupursuing this opportunity? What is important to you both professionally and personally?Whatareyourtimelines?Doyou have any issues regarding malpractice history, license suspensions or restrictions, etc.? What are your compensation requirements?

The Phone Interview• Becourteous,polite,respectfuland

answer questions honestly!• Yourfirstquestionsshouldnotbeabout

salary and schedule.• Askforaninformationpacketonthe

organization and community.• Askwhatthenextstepis.Oftenyouwill

have additional phone contact prior to being invited to interview.

• Decideifthisisajobyouwouldacceptbefore taking the time to interview.

• Youhavelimitedtimetointerview,sousethat time wisely!

The Site Interview:• Tellyourrecruiterorcontactanyspecial

needsyouoryourfamilyhaveBEFOREthe interview.

• Bringyoursignificantotheronthefirstvisit. His or her opinion is key.

• Dressprofessionallyandbepunctual.TurnyourcellphoneOFFandputyourBlackberry/PDAaway.

• Alwaysremembertouseafirmhandshake(but not bone crushing). Maintain eye contact and smile!

• Beyourself.Employerswanttoknowifyour personality would be a good fit for the practice and community.

• AskQuestionsandTalk!Ifyoudon’t,youwill appear disinterested and present a flat affect.

• Tourthecommunityandneighborhoods.Get a feel for the housing market.

• Visitschools,placesofworship,andgrocery stores. See what life is like for local residents.

• Reservetimeforleisureandculturalactivitiesinthearea.Doesthecommunitymeet your lifestyle needs?

After Your Visit• Followuppromptly!• SendThankYouNotes!EmailisOK,

but a handwritten note makes a better impression.

• Ifyou’reinterestedintheopportunity,expresscontinuedinterest.Behonestifthe opportunity is not right for you at this time. It could be in the future!

• Followupwithanyadditionalquestions.• Submitreceiptsforreimbursementfor

reasonableinterviewexpenses.

TipConsider the interview as a

tool…it works well only when the operator prepares and

knows how to use it!

Interviewing 101: How to Get the Job You Really Want

You have identified several job opportunities. Now you’re ready to contact the prospective employers to learn more about their career offerings. The interview process begins with an initial phone call and may entail one or two site visits. Consider your initial phone call as the beginning of your interview process! Your first phone call will form an initial and lasting impression on the recruiter or key practice contact, so be prepared and be professional. Your first contact may determine if you are invited for a site interview. Pre-schedule the call at a time that is convenient for you. If possible, try to schedule the call at a time that you’ll have no distractions.

Preparing for the Phone Interview• Doyourhomework.Visitwebsitesofthe

hospital, practice, and community.• PrepareQuestions:Askforaprofileof

the providers in the group. What is the organizational structure? Partnership, benefits, call, etc.? Why are they recruiting (growth, retirement, replacement)? Whatisthecommunitylike?Arethereopportunities for your significant other?

• AnticipateQuestions:Whyareyoupursuing this opportunity? What is important to you both professionally and personally?Whatareyourtimelines?Doyou have any issues regarding malpractice history, license suspensions or restrictions, etc.? What are your compensation requirements?

The Phone Interview• Becourteous,polite,respectfuland

answer questions honestly!• Yourfirstquestionsshouldnotbeabout

salary and schedule.• Askforaninformationpacketonthe

organization and community.• Askwhatthenextstepis.Oftenyouwill

have additional phone contact prior to being invited to interview.

• Decideifthisisajobyouwouldacceptbefore taking the time to interview.

• Youhavelimitedtimetointerview,sousethat time wisely!

The Site Interview:• Tellyourrecruiterorcontactanyspecial

needsyouoryourfamilyhaveBEFOREthe interview.

• Bringyoursignificantotheronthefirstvisit. His or her opinion is key.

• Dressprofessionallyandbepunctual.TurnyourcellphoneOFFandputyourBlackberry/PDAaway.

• Alwaysremembertouseafirmhandshake(but not bone crushing). Maintain eye contact and smile!

• Beyourself.Employerswanttoknowifyour personality would be a good fit for the practice and community.

• AskQuestionsandTalk!Ifyoudon’t,youwill appear disinterested and present a flat affect.

• Tourthecommunityandneighborhoods.Get a feel for the housing market.

• Visitschools,placesofworship,andgrocery stores. See what life is like for local residents.

• Reservetimeforleisureandculturalactivitiesinthearea.Doesthecommunitymeet your lifestyle needs?

After Your Visit• Followuppromptly!• SendThankYouNotes!EmailisOK,

but a handwritten note makes a better impression.

• Ifyou’reinterestedintheopportunity,expresscontinuedinterest.Behonestifthe opportunity is not right for you at this time. It could be in the future!

• Followupwithanyadditionalquestions.• Submitreceiptsforreimbursementfor

reasonableinterviewexpenses.

TipConsider the interview as a

tool…it works well only when the operator prepares and

knows how to use it!

Call for White PapersAre you pursuing an advanced degree (MHA, MBA, MPH)? Are you looking for a resource to publish a brief of your thesis, paper, case study, or research? Or, has your organization recently done a white paper that would be of interest to your ASPR colleagues? We are seeking to continue to advance best practices in the field of in-house physician recruitment and are seeking white papers that provide insight, ideas and findings via case studies and research briefs. For further information, please contact the JASPR Editors at lori.norris@dignityhealth.org or mgrace@lewistownhospital.org.

Find family physicians at AAFP CareerLink. EASY.

(RECRUIT THE RIGHT PEOPLE.)

www.aafpcareerlink.org

Your job posting will be: • Available by free search to job seekers. • Emailed directly to compatible candidates.• Posted on Facebook and Twitter for added exposure.

START RECRUITING TODAY.

CareerLink Ad 9x5.5.indd 1 1/20/12 4:24 PM

10 Journal of the Association of Staff Physician Recruiters

Guide to getting impact with leadershipBy Allison McCarthy, Principal, Barlow/McCarthy, Plymouth, MA, amccarthy@barlowmccarthy.com

Market knowledge is key in order to capture senior leaders’ attention for physician recruit-ment. Everyone agrees that leadership involve-ment is necessary for supporting well-defined search priorities, medical staff buy-in, adequate financial resources and market-attractive prac-tice opportunities; however, the challenge is to capture their interest in just the right way to have an impact on recruitment outcomes.

Whether your leader is an administrator, physi-cian, or a combination of the two, their world consists of numbers. Every decision they make, every action they take is based on operational, financial and/or market data. If our goal is to gain their involvement and participation, our approach must be to translate activities and processes into senior management “speak,” or numbers.

Research conducted by Barlow/McCarthy earlier this year validated this premise. Those senior leaders who were interviewed expressed a strong desire for prospect and candidate feedback to help them strengthen their recruit-ment approach and construct differentiating practice opportunities (the full research report is available at http://www.barlowmccarthy.com/resources/index). So how do we make this happen? What specific type of information will produce the greatest impact?

Market intelligenceEvery interaction with a physician prospect provides an opportunity to learn more about the recruitment marketplace. It often requires a proactive method of asking specific questions while tracking and trending responses. When prospects ask questions, we can do much more than just provide an answer. Follow-up questions such as “Why do you ask?” or “How important is that to you?” can provide additional insights on their needs and interests. To be even more useful, we can track the physicians’ responses to identify

trends and themes. By sharing this summarized information with senior leadership, they are directed to change the right elements to enhance a practice market position. Beyond that, the recruitment team will know the specific messages needed in promotional pieces, practice opportu-nity descriptions, email communications and call scripts to stand apart from the masses.

Internal responsivenessAs physician recruitment competitiveness intensifies, one common decision-making factor used by physicians is the organization’s demon-strated interest in their candidacy. While delays in internal responses often have legitimacy, a physician prospect’s perceptions — whether true or not — are that interest is absent. Knowing this, many hospitals and group practices are establishing “black belt” interview processes to create market differentiation. According to a 2007 Health Care Advisory Board study, many organizations have streamlined the physician recruitment process to as little as 13 weeks. How do they accomplish this major shift in the “way they do business?”

A simple spreadsheet can track the time it takes to advance individual candidates through each stage of the discussion and interview schedule. Individual markers can be summarized as average benchmarks overall, by specialty, by practice or other appropriate criteria. That way, areas for improvement can be identified and addressed quickly.

Promotional assessmentAs the marketing or sourcing plan is imple-mented, tracking a few additional benchmarks can also provide an evaluation of the plan’s effectiveness. For example, following the release of a direct mail campaign, capture data beyond the total number of responses, including the total number of applicable candidates gener-

ated by the effort. If the campaign successfully created market interest, but very few prospects met the job criteria, there is opportunity to share this information internally — not only to assess the effectiveness of the campaign but also to assess whether the search criteria are realistic.

Beyond the actual response rates, the organiza-tion can benefit from prospect profiling. By compiling data that assimilate the common char-acteristics of physicians expressing initial interest in the opportunity, the sourcing or marketing plan can be refined with additional segmenta-tion and/or a shift in tactical approaches. If all of the responding prospects are mid-career clini-cians, then narrowing the target age parameters and shifting away from the resident population might be more effective. Or if a sizeable number of prospects are from a disconnected geographic area, it might make sense to expand list param-eters accordingly.

While those on the front line of physician recruitment efforts are embroiled daily in details and process, senior leaders focus on the big picture. We need a certain level of their involve-ment to be successful. Engaging them requires that we communicate in their language — with “outcomes” structured messages. When we have those few precious minutes to share knowledge and information, we must be careful not to “get into the weeds” but rather summarize findings and provide corresponding recommendations. This means more focus on defining the market, assessing how practice opportunities fit with target prospect requirements, and evaluating organizational performance in an increasingly competitive environment. A concerted effort to internally communicate, report and exchange information and ideas based on the perspective of the recipient rather than the messenger, is also vital.

Spring 2013 11

It’s no secret that one of the greater challenges we face in physician recruitment is filling rural searches. The country faces a physician shortage, which is only exacerbated in rural designated areas. Challenges with rural recruitment and retention are projected to continue well into the future. As recruiters and members of the health community, what do we have to offer to address this issue? Insight. Every day we speak to physicians to understand the reasons for their job seeking decisions. We do this to gain insight into the candidates’ real needs and goals. Improving and enhancing our current abilities will help us to better present a job in order to appeal to a physician’s true aspirations.

I recently read a study conducted by a team of UC Berkeley, UC Davis, and UCSF researchers, titled, “Why doctors choose small towns: A development model of rural physician recruitment and retention.” This study showed that by applying methods of sociology, psychol-ogy, and some old-fashioned research methods, we can understand what motivates physicians to take jobs in small town, USA. Previous studies, and our general assumptions on rural recruit-ment, tend to focus on candidates’ connections to the area to determine whether they will be a good fit. Basically, we presume a physician with rural ties (i.e. had a rural upbringing or trained in a rural area) will be more likely to accept a job in a rural town. This can be true, however, a study conducted in 2004 in Virginia found that “74% of rural physicians were not raised in rural settings . . . some other experience or ‘component’ of a rural upbringing influenced their decision”.1 So what is motivating more than two-thirds of the physicians in rural Vir-ginia to be in rural practice? For most, what we experience or define as “rural” can be different. Ultimately, recruiting is sales, and the most suc-cessful salespeople understand the psychology behind decision making. The goal in screening physicians is to see beyond the obvious connec-tions, and delve deeper into a candidate’s true motivation.

Researchers in this study conducted 22 inter-views with primary care physicians in rural

Motivations for choosing rural practiceBy Sepi Ansar, Resources Director, Fidelis Partners/Medestar, Dallas, TX, sansar@fidelismp.com

Northeastern California and Northwestern Nevada. It is important to point out that only half of the physicians who participated made equal to or above the MGMA median for f amily practice and internal medicine in the western region (based on the 2009 physician compensation data.) Rural physicians in this study chose and stayed in rural practice for four main reasons: familiarity, community, sense of place and self-actualization.

“We’re saving people’s lives out here because if we weren’t here there would be nobody.”

FamiliarityThirty-two percent of respondents “stated that they chose rural practice primarily because they wanted to live in a familiar natural or social environment.” For these respondents, their familiarity did not necessarily stem from growing up in a small town or even training there. Notably, only one respondent claimed to gravitate toward rural practice because of training in a rural area, even though most had some experience with rural training. This means something other than actually living there was familiar.

How to find this physician: As recruiters, we can find out about childhood memories and draw on those experiences. We can then use those experiences to sell our location. For example, a physician who grew up in Los Angeles has fond memories of camping trips with his family. What about those camping trips did he love? That’s what we sell. Making a “rural tie” out of a memory is a great way to draw the candidate in.

CommunityForty-one percent of respondents cited a “desire to work in a community with a large under-served population, or a desire for continuity and close relationships with patients and staff.” This type of physician might gravitate toward

community service or enjoy tight-knit group activities. This 41 percent is drawn to a commu-nity where everyone knows each other, where their nurse is also a close friend and maybe fellow church member.

How to find this physician: During a screen, ask not only what activities a physician or spouse is involved in, but why they like them. Do they like the friends they made participating in these activities? Do they like getting to know their neighbors and colleagues better?

Sense of placeTwenty-seven percent cited sense of place as a motivating factor for choosing rural practice. This is the nature lover, the outdoorsman. One respondent described it best, “I realize that 99 percent of the US comes here on vacation, and I live here, and that’s worth a lot. I’m always going to earn less than my peers. Always. But the view out my back window is worth about $15,000 to me.” This category of rural physician also enjoyed the idea of exploring a new area. These physicians cited a stronger sense of “health and wellbeing” than any other physician.

How to find this physician: This one is a little easier to spot than others. He or she will have numerous outdoor recreational interests and hobbies. They will express an importance of quality of life as it relates to the environment. The skill in recruiting these physicians is con-vincing them that our town offers the connec-tion with nature that they seek.

Self-actualizationThirty-two percent of respondents chose rural practice because they felt it offered more fulfillment in their lives. This type of physician needs his or her job to fill an existential need for comfort and success. He or she is looking for a place to settle down, raise a family, and make a life for himself/herself. The job offers meaning, a sense of purpose. One respondent said, “We’re saving people’s lives out here because if we weren’t here there would be nobody”. This physician is describing how he has solidified a

Rural Practice continued on page 12

12 Journal of the Association of Staff Physician Recruiters

place or purpose for himself in life, and he can feel good about it too.

How to find this physician: This physician might be the hardest to pinpoint. He or she will either be forward with this need (“I need my life to have meaning through helping others”) or might not know what he or she wants yet or what’s missing. During a screen, be sure to get at what provides the candidate with the most happiness in life. Is it knowing he has provided for his family in the best way possible? Or that she isn’t just punching the timecard, but saving lives?

Based on these four pathways to rural practice, one can conclude that most physicians chose rural practice because of a common desire to create a new life for themselves. Getting to understand the factors that affect a physician’s decision comes solely from thorough screening.

It is important to understand what keeps existing residents there and reflect that same sense of community to the candidates you meet. Those communities successful in retaining the physicians they recruit were also successful in integrating the physician in the community from the beginning of the interview process. We can integrate the physician from the first phone call.

Source:

1. Christine Hancock, Alan Steinbach, Thomas S. Nesbitt, Shelley R. Adler, Colette L. Auerswald. Why doctors choose small towns: A developmental model of rural physician recruitment and retention. Social Science & Medicine, Volume 69, Issue 9, 2009, Pages 1368-1376.

Rural Practice cont’d from page 11

When invited to be interviewed for this mem-ber profile, Paul Charkowski’s response was, “When it comes to a profile, I prefer to keep mine low...” For those who know Charkowski, that response is not surprising. He is a seasoned professional who takes his work seriously.

Charkowski has been the physician network manager for Tucson Medical Center (TMC), Tucson, AZ, for eight years. “My main role has been to recruit for the private groups that are affiliated with TMC. In addition, we are starting to place more emphasis on expanding our primary care base with our employed 18-member group,” said Charkowski. “I’m a

one-person department so my duties all are related to the function of physician recruit-ment, including the management of the dollars we loan out for income guarantees, signing bonuses, student loan assistance, etc.”

Like many of his colleagues, Charkowski faces certain obstacles in his job. He said, “…finding primary care physicians is a challenge. Another challenge is educating our administration that we need to have our physician recruitment strategy in place over a year in advance of when we want a physician to start his/her practice.” Putting these challenges aside, Charkowski added that he really enjoys the autonomy and independence he finds in his job.

A physician recruitment professional and an ASPR member for the past 15 years, Char-kowski has enjoyed the benefits of being a member. When asked what he likes most about ASPR, he said, “The annual conference is the best. I’m pretty sure I haven’t missed one since 1998. Networking with other recruiters and the vendors is a new learning experience each year.”

Early on in his professional development, Charkowski benefited from the experience of others. He gave credit to some special mentors. “I look at two past colleagues, Steve Shotwell and Diana Diekman, who helped me get started in the physician recruitment business. These two showed me the ropes and taught me how to do all aspects of recruitment.” He said that this well-rounded mentoring from ASPR members has helped him stand on his own two professional feet. “To this day, I have had no administrative support—not necessarily by choice—and I manage all steps of the recruit-ment process.”

Another important benefit Charkowski said he gets from ASPR membership is the ability to participate in the Fellowship Certification Program. “I was among those in the first class to receive the Fellow status. It was an honor…It meant that, for the most part, I know the business of physician recruitment,” said Char-kowski.

Member profile: Paul Charkowski, FASPR, Tucson By Lori Jackson Norris, FASPR, physician recruiter, Dignity Health/AZ, lori.norris@dignityhealth.org

Member Profile cont’d on page 30

It is with deep sadness that we share the loss of ASPR member and friend, Susan Cook, a physician recruitment professional with St. Johns/Candler Medical Group, Savan-nah, GA. Susan lost a courageous battle with transitional cell carcinoma on February 16, at the age of 55.

Susan began her physician recruit-ment career in 2006 and was able to take a vague idea and quickly turn it into a polished, formalized depart-ment. She sought

out any opportunity to improve her program, and was frequently on ASPR Chat asking questions of her valued ASPR friends. She also was a frequent attendee at national and regional events, greeting friends with a kind, sweet, southern hello and a wonderful smile.

In memoriam

Spring 2013 13

Helping candidates ask the right questions Adapted from PracticeLink Magazine (“Site Visit Savvy”), PracticeLink.com, ProTeam@PracticeLink.com, (800) 776-8383

Job seeking can be a lot like dating. There’s the talking and emailing to get a feel for personali-ties. There’s the Google search to dig around a little more. There’s the goal of learning if you’re going to work well together, help each other and be in each other’s lives.

After all, a physician can work just about any-where—they’re trying to decide if they can live there, too.

“In all of the studies we’ve seen, within the first three years out of residency and fellow-ship training, physicians are three times more likely to change jobs than they are beyond that period,” said Angela Abraham, executive d irector of physician recruitment at Mercy Clinic in Springfield, MO. “It’s because they’ve figured out what they like and don’t like and what they want. The first job, a lot of times, that’s not it.”

When physicians are trying to decide where to live and work, they often ask us the questions that they should ask during an interview or site visit. You too, might find yourself coaching residents through their first practice search. “A lot of times, people leave after their second year because they didn’t ask the right questions or listen to the answers,” said Kay Wysong, an in-house physician recruiter with Methodist Health System in Dallas. “They just heard what they wanted to hear.”

It’s not uncommon for physician candidates to show up unprepared and uncertain about what they’re really looking for, said Abraham, “Sometimes they simply show up and begin the interview and then realize what they need to be asking. They may not know what they want yet because they haven’t thought about it until they’re forced for six to eight hours to think about it because we are with them nonstop. If they can give it some thought ahead of time, it would behoove them.”

As you speak to residents and fellows about their job search, you might suggest they ask

a potential practice the following questions. Download and share the list of questions at http://ow.ly/i2829.

• What sort of staffing support will I have, such as nursing, billing, transcription and marketing?

• Do you have an EHR?• What is your payer mix?• Do any of your physicians have flexible

schedules to account for outside endeavors or family commitments?

• Will I have any inpatient responsibilities? If so, how are my office patient responsibili-ties managed during that time?

• Will I be a consultant physician or have admitting privileges?

• How often will I take evening and weekend call, and what is the usual volume of calls?

• Are there evening or weekend office hours?• What is your compensation plan based

on (work units, reimbursement, straight salary), and for how long is my salary guaranteed?

• Is there a path to partnership?• What are the benefits, including retire-

ment? How long until I am fully vested for retirement?

• What type of governance structure do you have, and how do physicians fit in the structure?

• Is there a succession plan in place for new physicians?

• Will my clinical responsibilities include traveling to other facilities (such as satellite offices or nursing homes), and how far or how often?

• What kind of orientation, support and mentoring do you have in place for new physicians?

• How are new physician schedules altered to gradually help them acclimate to the practice and EHR?

• What is the current real estate market like in the community?

• Does the community offer access to my family’s educational and extracurricular needs?

Physician recruitment is a challenge. Let PracticeLink make it easier.

(800) 776-8383 ProTeam@PracticeLink.com

20,008 physicians and advancedpractitioners are registered with PracticeLink right now.

The candidate you’re looking for is waiting to hear from you!

“I am very pleased with the response we’ve had from PracticeLink. We have found both a Nurse Practitioner and Endocrinologist through PracticeLink in a very short time!” —Keri Powledge, Mehta Medical Group, Texas.

The Online Physician Job Bank & Magazine

a new record!

PracticeLink Clients: Download the free helpful job-search guide “When To Do What In Your Job Search” from your dashboard to be a trusted resource for residents and fellows!

14 Journal of the Association of Staff Physician Recruiters

Taking an interest inBy Miranda Grace, DASPR, Physician Recruiter, Lewistown Hospital, mgrace@lewistownhospital.org

array of areas that she felt candidates might be interested in. Her advice to recruiters who are looking to set up a Pinterest page for their organization, “Definitely add the Pinterest Pin It Button to your internet browser’s toolbar. It makes it quick and easy to add information that you stumble upon throughout your day.”

Kendra believes that the success of Pinterest in recruitment is bound to sky-rocket. Because the site recently allowed companies to establish pages, she believes more and more people will be using it for recruitment. “I also feel that because Pinterest is image-driven, it’s a time saver for those looking for a job. While it may only take one minute to read a job posting, it only takes five seconds to glace at a photo. If the candidate is interested, they can click on the photo and it’ll take them to the job posting to read at that time.”

Whether you’re social media savvy or just get-ting started, it’s worth your effort to take an interest in Pinterest.

Some more tips from Kendra:• Follow relevant boards. For example, from

Pinterest, I did a search of “Greenville, SC” and found boards entitled “Things to Do in Greenville, SC”, “Favorite Places and Spaces”…other pinners will do most of the work for you.

• Use interesting images and add descrip-tions to each pin.

• Include relevant keywords — they are searchable!

• Most important tip: Use Pinterest with extreme caution. It can be addictive.

Editor’s Note: Soon after speaking with Kendra, she emailed me to let me know that a physician in a very difficult to fill pediatrics specialty had long been interested in Greenville but could not decide his next move. After debating for some time, he decided not to pursue a position with them because his wife was not interested in the area; however, after directing him (and his wife who happens to love Pinterest) to her page, they decided to visit after all!

When it comes to social media use in recruitment, Kendra Hall is on top of things! Kendra, Greenville Hospital System (GHS) University Medical Center’s physi-

cian recruiter of almost two years, has been a social media guru since its inception. When the opportunity arose to implement social media in her recruitment strategy, she jumped on it; particularly, when her marketing team brought up the use of Pinterest. “I went straight home and started to set up our page,” Kendra explained, “Right now, Pinterest is the third most popular social media site out there, when job seekers start to use it, I’ll be ahead of the game.”

For those who aren’t familiar, Pinterest is a social media site used solely to post or “pin” images to particular “boards” designated by the “pinner” or user. Each image can be uploaded by the “pinner” directly, or pinned via the web, which then allows followers to track the image back to the page from where it was originally drawn.

Kendra hopes that as her Pinterest page grows, she can direct all of her candidates to the site. “It’s a neat way to put everything in one place,” she said. Using the site as a resource for recruit-ment is what Kendra likes most, “It’s a great storage place for information. If a candidate asks me about something in particular, I can go to the board where it is pinned and find it quickly and easily.” She also appreciates how well it integrates with other social media platforms (i.e. Facebook and Twitter).

The first step to setting up a Pinterest page for recruitment is deciding what to pin. Kendra thought about what their candidates might want to see when considering a job with GHS; therefore, she decided to include restaurants, photos of the community, hospital news, and more. When possible, she adds in some humor too, “I added a ‘Southernisms’ board to feature the charm and hospitality that comes with southern living. It’s kind of quirky too.” Currently, she has 29 boards that cover a wide

Pinterest Tips & Tricks

BoardCreate boards for specific topics that you’d like to pin. For example, an “Our Community” board could highlight unique features of your community that might interest potential candidates. Other boards that may be helpful to include might be:

• Restaurants• Education• Real Estate

PinWhen an image is pinned to a board, it is posted for all your followers to see. Pins are posted to boards based on their content. When clicked, the pin can be traced back to the website from which it was drawn.

RepinYou may also repin something you see on the site. To do so, just hover on the photo. In the top left corner, a Repin button will appear. Click this and choose which board you’d like to add this to. It’s simple, easy, and fast!

LikeYou may also like a pin that you see on the site. To do so, just hover over the photo. On the top of the image, a “Like” button will appear. Click on it and refer-ence your liked pins once back to your home screen.

For examples of Pinterest boards, visit: www.pinterest.com/lhrecruiter or www.pinterest.com/GHSRecruiter.

Spring 2013 15

ASPR leadership profile: Maddie Wagner, co-chair, Membership CommitteeBy Lori Jackson Norris, FASPR, senior physician recruiter, Dignity Health, AZ, lori.norris@dignityhealth.org

useful are interpersonal relationship skills and flexibility.

What brief advice would you give to a new physician recruiter? Try not to take things personally. I had a hard time initially when a physician would turn down our offer. I wondered what I could have done differently, when in fact it was nothing I did; we just weren’t the right fit. In today’s environment, physicians are likely to have multiple offers — so you will get a lot of rejections, but every rejection gets you one step closer to finding the person who says “Yes!”

What do you think is the biggest challenge facing physician recruitment today? There just aren’t enough physicians for every opportunity. We all seem to be seeking the same specialty, so it is becoming more difficult to source good candidates and even more difficult to fill positions. The uncertainties we face due to the changes in healthcare that are coming make our jobs even more difficult.

If you could have lunch with anyone past or present, who would it be and why? My Mom. She’s been gone for 10 years and so much has changed in those years. I’d love to have an opportunity to bring her up-to-date on my life — personally and professionally, hear her voice again, and give her a big hug.

Name one interesting thing many of your colleagues may not know about you. I have a twin brother that most people don’t know about.

What do you believe is the greatest invention in your lifetime so far? That’s a tough one as there have been so many — personal c omputers and laptops, smartphones, CT scans, MRIs, email, hybrid cars, EZ Pass. If I had to pick just one, I’d have to say the World Wide Web is the greatest invention in my lifetime. It has changed

our lives in so many ways and will continue to evolve as we develop new technologies.

What was the last book you read or movie you saw? I’m taking classes for web development, so the last books I read were on C++ and HTML programming. Exciting stuff !

Do you have a favorite hobby or pastime? I volunteer for the American Cancer Society’s Relay For Life. I also like to mountain bike or ride on the back of my boyfriend’s Harley.

Do you have a favorite quote or motto? “Grass is grass.” Everyone thinks the grass is always greener on the other side. I’ve found that it isn’t…it’s still just grass.

When did your current leadership term begin? March 2012

What is your current title in your job? Medical Staff Recruiter

What organization do you work for? Reading Health System, Reading, PA

What do your responsibilities include? I am responsible for recruiting physicians and advanced practitioners for our hospital and specialty practices.

How long have you been recruiting physi-cians? Five years

How long have you been an ASPR member? Four years

What other ASPR committees do you participate in? Since I have earned fellowship certification, I’m currently helping the Fellow-ship Committee review and approve the test questions for the certification program.

What is the best part of being an ASPR member? The best part probably is having a ccess to a wonderful group of individuals who are always willing to share best practices.

Why is it important to you to serve as an ASPR leader? I’ve been able to develop profes-sionally because of my ASPR membership, and I see serving as a leader as a way to give back and help others.

What do you think are the one or two most important attributes of a successful physician recruitment professional? There are many attributes that are important if a recruiter wants to be successful. I think the two I find most

ASPR is always looking for articles

for the Journal of ASPR (JASPR). If

you would like to submit an article

for JASPR, or if you would like some

guidance on a possible article topic,

you may contact one of the editors at

journal@aspr.org.

ASPR on the lookout...for new articles!

16 Journal of the Association of Staff Physician Recruiters

Webinars available on-demand• Helping Physicians Become Great Leaders• Our Fragile, Fragmented Physician Work-

forces: Trends for 2013 and Beyond• Integrating Physician Recruitment and

Physician Relations • ACOs: Taking an Organizational

Approach that Makes Sense • Using Metrics to Improve the Physician

Recruitment Process • How Physicians Search for Jobs • Stand Out! Understanding What Physi-

cians Are Looking for and How to Reach Them

• Rural Recruitment and Retention — If it Were Easy, They Wouldn’t Need Us

• First Impressions Are Lasting Impressions: Is Your Onboarding Program Leaving the Impression You Desire?

• Invest in Your Future: Keep the Physicians You Recruit

• Developing a Successful Physician Mentor Program

• The Doc Whisperer: The Art and Science of Engaging Physicians

Did you miss that ASPR monthly webinar that you really wanted to see? Don’t worry! You can view it on demand any time. These free webinars are a cost-effective and time-efficient way to obtain continuing education credits to help you advance in your career. View them at work, at home, any time.

The value of these webinars matches that of our annual conference, and they are free! The ASPR webinars provide access to 21 different presen-tations, with a new webinar added just about every month. Take advantage today!

There are 21 webinars currently available in the ASPR Webinar Archive:

• Hiring the Right Physician for Your Healthcare Organization

• Successful Email and Direct Marketing Methods

• Communication Magic: How to Erase Conflicts and Confrontations in Recruit-ment — and in Your Life!

• Looking at the Past to Predict the Future: Using Behavioral Interviewing to Find the Right Candidate Match

• Trends in Video Enabled Interviewing • How to Succeed at the Most Complex

Recruitments • Knock, Knock, Knockin’ on Residency

Program Doors • Primary Care Practice Acquisition and

Employment: Best Practices • Building Your Professional Equity: How to

Get Invited to the Executive Table • Antitrust 101 Upcoming webinar (catch live or on-demand):Advancing Your Onboarding Efforts

May29,2013•1pmEDT/10amPDT

Presenters: Allison McCarthy, Barlow/ McCarthy; Donna Ecclestone, FASPR, Duke Medicine

Register now for the ASPR 2013 Annual Conference

August 10-14, 2013 JW Marriott Starr Pass Tucson, AZ

The 2013 ASPR Annual Conference will be held in Tucson, AZ, August 10-14 at the JW Marriott Starr Pass Report and Spa. The resort is located just outside of Tucson at the base of the Tucson Mountains in the beau-tiful Sonoran Desert.

The Annual Conference brochure will be available soon and online registration is now open! Details on the speakers, topics, and other information is available here. The early bird rate deadline is July 17, 2013.

Your Proven Quality Partnerin

800.780.3500 | www.mdainc.com

Quality

• Qualified physicians• Single point of contact service• Staffing expertise• Experienced consultants • Responsiveness

Medical Doctor Associates’ diverse group of specialty teams provides recruiting expertise for all physician specialties, as well as advanced practice and allied health professionals. As an industry leader, we also have the knowledge, resources and sourcing strategies to quickly meet your needs.

Locum Tenens and Temporary Staffing availablefor National Multi-Specialty Coverage.

Contact us today to experience a new level of quality in healthcare staffing.

Your healthcare staffing solutionFinding your perfect provider starts with our Red Ribbon Service:

• A personal consultant—your single point of contact, available 24/7• Qualified physicians, nurse practitioners, and physician assistants in

numerous specialties• Travel, housing, and state licensure for every assignment• Large medical staff services team dedicated to quality assurance

Call or visit us today.

weatherbyhealthcare.com | 866.680.3928

WBY644_ASPR SilverSpons_jb_v3.indd 1 2/27/13 9:59 AM

18 Journal of the Association of Staff Physician Recruiters

ASPR 2013 Annual Conference

and entertaining keynote on business facets of the modern healthcare ecosystem that rival any nightclub act in town.

Our final keynote speaker on Wednesday will be M. Shane Foreman, principal and founder of 3d Health. Mark will present “Physician Recruit-ment in a Post-Reform Era” which will call for a different type of physician, a more sophisticated physician recruitment process, and physician recruiters with new and different skill sets. This session will provide participants with the knowledge, insight, and energy to evolve into the physician recruiter of the future.

Breakout presentationsASPR will offer 21 breakout sessions representing three diverse learning tracks that will allow conference attendees to specifically target topics that are of most interest to them. Sessions are available for all levels of experience. Whether you are new to the field or a seasoned professional, there is something for everyone!

The Marketing and Sourcing learning track will include tips on understanding legal issues as they relate to candidate screening, exhibiting at specialty conferences, understanding passive job seekers, utilizing technology for sourcing, thinking like a marketer, and several other relevant topics.

The Adding Value: Other Duties as Assigned learning track covers other roles and responsibil-ities that many in-house physician recruitment find themselves taking on in addition to their recruitment responsibilities. Topics will include medical staff development planning, physician coaching, legal issues in the recruitment of non-employed physicians, l eadership development for physician recruitment professionals, dealing with challenging searches, and other sessions focused on coordinating the multiple roles that recruiters juggle including onboarding and retention.

The Trends in Healthcare learning track will focus on current and future trends in healthcare. Speakers will present on hospital and physician alignment and relationships, immigration issues,

The ASPR Education Committee has developed an incredible line-up of educational content for the 2013 ASPR Annual Confer-ence, which will be held August 10-14 at the JW Marriott Starr Pass Resort and Spa in Tucson, AZ. The resort is located just outside of Tucson at the base of the Tucson Mountains in the beautiful Sonoran Desert. Starr Pass is a unique destination resort complete with world class spa facilities and nationally acclaimed Arizona golf courses.

Join your colleagues at this educational confer-ence designed specifically for in-house physician recruitment professionals. As you strive to meet the challenges and opportunities of the evolving healthcare environment, your informational needs are greater than ever before. Take advan-tage of this unique opportunity to meet with and learn from colleagues.

ASPR’s annual conference is attended by hundreds of in-house physician recruitment professionals from across the US and Canada. It is an opportunity to receive cutting-edge information critical to your success in the field of physician recruitment and retention and to network with colleagues from across the country.

Keynote and plenary speakersThe Annual Conference will commence with Monday’s keynote speaker, Mark Scharen-broich, CSP, CPAE, who will present “Nice Bike.” Mark will inspire you, motivate you, and validate the importance of recognizing people to improve employee and team performance. The Nice Bike principle will demonstrate three powerful steps: acknowledge, honor, and con-nect to develop stronger relationships.

Tuesday’s keynote speaker will be M. Tray Dunaway, MD, FACS. Dr. Dunaway is a general surgeon by training; he will present “ Connecting the Dots of Healthcare: Better Healthcare through Mutuality.” He will discuss hospital and physician relationships and alignment along with other related issues. You won’t need caffeine to jolt you awake after this unique and highly motivational, inspirational

recruiting advanced practice providers, trends with hospital-based specialists, compensation models including those that utilize quality measures and supplemental benefits.

Fellowship Certification ProgramThe ASPR Fellowship Certification Program is the most comprehensive, authoritative resource for individuals seeking to develop and test their skills and knowledge in the physician recruit-ment profession. ASPR is pleased to offer the ASPR Fellowship Program in conjunction with our annual conference. Physician Recruit-ment 201 module will be held on Saturday, August 10, and both Physician Recruitment 101 module and 301 module will be offered on Sunday, August 11. This schedule will allow you to combine 101 and 201, or 201 and 301, to make the most efficient use of your time and travel dollars on a schedule that reduces time out of the office.

Physician Recruitment 101 Module• Review cutting-edge physician sourcing

methodologies.• Learn effective screening techniques.• Create positive physician interview experi-

ences!• Make immigration work to assist your

recruitment program.• Learn how to develop a physician recruit-

ment budget.

Physician Recruitment 201 Module• Understand current trends in compensa-

tion.• Learn effective sourcing for advanced

practice providers.• Understand the components of a reloca-

tion policy.• Implement an effective physician

o nboarding program.• Obtain practical advice on developing a

retention program.

Physician Recruitment 301 Module• Understand the Physician Self-Referral Law

(“Stark”) and federal Anti-Kickback Statute.

Conference continued on page 19

Spring 2013 19

Conference cont’d from page 18

• Learn about medical staff development plans.

• Discover how to track, use, and interpret benchmarking metrics.

• Obtain an understanding of visas, H1B caps, and exemptions.

• Review physician benefit plans and under-stand physician priorities.

• Gain skills in employment law, regulatory agencies, and potential litigation.

Tuesday evening eventThis year, the event will be held at Old Tucson Studios — a preserved slice of Americana. Old Tucson Studios transports you back to the fron-tier and is the setting for more than 300 movies and television productions including Tombstone, The Quick and the Dead, and The Three Amigos. Since 1939, Old Tucson is one of the most active filming locations for Western-themed movies, television, cable shows and commercials in the United States.

Join us for a western barbeque dinner and drinks along with live music from Western Fusion. Enjoy a two-step performance; if you enjoyed salsa lessons last year, you’ll enjoy line-dancing lessons this year! If you’re not a dancer, it’s just as fun to watch!

Stop by the Old Tucson Story Museum to learn the amazing history of Old Tucson and see original costumes worn by the stars of legendary television series including Little House on the Prairie and Bonanza. Official historians will be available to share stories of the heyday of western movie-making at Old Tucson.

The Tuesday evening event is a great way to mingle with colleagues, sponsors, and exhibi-tors. Relax, dance, eat, network, and have a great time!

Enjoy TucsonArriving early? Staying after the conference is over? Looking for something to do with your free time? There are a multitude of things to see and do in the Tucson area and at the resort. The JW Marriott Resort & Spa has world-class spa facilities and nationally acclaimed golf courses. Cool down at the pool or lazy river. Join a tequila master on the patio each evening for a

complimentary and lively tequila toast to the “Legend of Arriba, Abajo” or participate in the Native American “Mitakuye Oyasi Morning Ritual.”

There is ample hiking, biking, rock climbing, and horseback riding throughout the area as well as beautiful parks and must-see museums. Visit the Arizona-Sonora Museum in Tucson Mountain Park, the Pima Air & Space Museum, or the White Dove or San Xavier Mission. Bringing your family? Enjoy the Reid Park Zoo or Tucson Children’s Museum.

Like to shop? According to www.visittucscon.org, “Tucson is a shopper’s dream. There’s a mixture of specialty shops, indoor malls and outdoor shopping that’s sure to please the most discriminating shopper.” Shop at the Tucson Mall, Park Place Mall, La Encantada, Foothills Mall or visit shopping districts like Campbell Avenue District, Downtown Tucson Partner-ship, the Fourth Avenue Merchants Association, the Lost Barrio, and Main Gate Square.

According to the JW Marriott Starr Pass Resort and Spa, the following are the “Top Picks from the Tucson Visitor’s Guide”:

• International Mariachi Conference • Tucson Museum of Art • Biosphere 2 • Catalina State Park • Kartchner Caverns State Park • Kitt Peak National Observatory • Sabino Canyon • Tohono Chul Park • Tubac Find more things to do in Tucson at: www.visit-tucson.org/things-to-do/100-things-to-do/

Schedule and registration feesThe information below provides an overview of the conference schedule and registration fees for the 2013 ASPR Annual Conference. Additional details will be provided in the conference regis-tration brochure once available.

Saturday 8/10: Physician Recruitment 201 Module

Sunday 8/11: Physician Recruitment 101 and 301 Modules Welcome Reception

Monday 8/12: Main Session Begins Keynote Speaker: Mark Scharenbroich, CSP, CPAE Breakout Sessions Roundtable Sessions

Tuesday 8/13: Keynote Speaker: M. Tray Dunaway, MD, FACS, CSP, CHCO, CHCC Breakout Sessions Evening Networking Event at Old Tucson Studios

Wednesday 8/14: Plenary Speaker: M. Shane Foreman Breakout Sessions Meeting adjourns ~12PM

The early bird rate deadline is July 17, 2013.

Conference lodgingASPR has secured a block of rooms at the JW Marriott Star Pass Resort & Spa at a rate of $169 per night plus tax. The cutoff date for this rate is July 17, 2013. Reservations may be made online or by calling 1-877-622-3140.

RegistrationRegistration is now open! Additional details can be found in the conference registration brochure and on the ASPR website.

Member Early Bird

Rates

Non-Member Early Bird

RatesSingle Fellowship Module

$400 $625

Main Conference $575 $800Main Conference + One Fellowship Module

$975 $1,200

Main Conference + Two Fellowship Modules

$1,325 $1,550

20 Journal of the Association of Staff Physician Recruiters

“Nice Bike!” Making meaningful connections

2. We all need to hear, “Nice Bike,” which translates to, “I see you, I hear you, and I appreciate you. This world, this organiza-tion, or this community is a better place because you’re in it. You belong.”

“Nice Bike.” It was the gold star on your paper in elementary school. It was being invited to sit at a lunch table in middle school. It was the high school teacher remembering your name on the second day of classes. Now, it’s the smile from a stranger during your travels. It’s a manager taking the time to let you know how much you mean to an organization.

Nice Bike is supported by three powerful steps:

1. Acknowledgement — “Nice Bike” is letting people know that who they are and what they do matters.

2. Honor — “Nice Bike” is honoring other people and knowing what’s important — not to ourselves — but to them. It’s serving others with a sense of passion.

3. Connect — “Nice Bike” is making a connection. It’s creating a bond — large or small — that makes a difference in the life of someone else.

Here is a perfect example of “Nice Bike” in the workplace. Awhile back, I was speaking at a meeting for a large national organization, where my presentation closed out a three-day meeting

Mark Scharenbroich will be a keynote spe aker at the ASPR 2013 Annual Confer-ence in Tucson in August. Scharen-broich is an award-winning author of the book, Nice Bike – M aking Meaning-

ful C onnections on the Road of Life. He is in demand as a keynote speaker and is an Emmy award winner. He has been inducted into the National Speakers Association Hall of Fame. Watch a clip of Mark’s presentation at www.NiceBike.com. Plan to attend his one-of-a-kind presentation at the annual conference and see how he lends his “Nice Bike” concept to the profession of physician recruitment!

Quite by accident, I stumbled upon a celebration for the Harley-Davidson company’s 100th year anniversary in Milwaukee, WI. I had flown from my home in Minneapolis to Milwaukee for a speaking engagement. I rented a beige- colored Ford Taurus and began my drive. Suddenly, I was surrounded by thousands of black leather, bandana wearing, hard-core Harley riders. They had traveled across the world to celebrate 100 years of Harley-Davidson motorcycles.

I’ve never been on a Harley, dreamed of owning one, or thought of myself as a “Harley-kind-of-a-guy,” but that day I wanted a Harley. I wanted to be a part of the Harley gathering, part of the “Harley tribe.”

As I watched and listened to the interactions between bikers, two words kept surfacing that seemed to create a great connection. A stranger would walk by a rider, glance at their Harley, and simply say, “Nice Bike.” It really hit me that, once our basic needs are met, we all have two core needs:

1. We need to belong — to a family, a community, a great company, a united team. We all need to feel connected.

of 200 key leaders and managers. After my presentation, the company president came back to the podium to close out the event and thank the members of the planning team that had worked so hard to put the meeting together.

Normally, company presidents ask the planning team to stand up as their names scroll by on a screen while the audience applauds for eight to ten seconds. This company’s president, however, went beyond the norm and gave each person his or her own “Nice Bike.” She asked the 12 team members to stand up and said, “Now, most of us know these people’s faces, and many know their names. Let’s take a moment not only to say thank you, but I want to tell you something more about each of these talented people . . .”

This president went on to share something about each person’s life. She talked about their hobbies, their families, and their service to the community — something unique about each and every person. Her comments were specific, personal and interesting.

Why does this company president have such a dedicated team? Because she acknowledges, honors, and connects with each and every team member.

Find out more about your team — know what they value and “Nice Bike” them. It builds a better team and makes for a more meaningful ride through life.

By Mark Scharenbroich, author and speaker, mark@nicebike.com

Spring 2013 21

Update from the ASPR Board of Directors: Governance restructure

• Secretary (Donna Ecclestone, FASPR): Preserves documentation of ongoing and historic activities through oversight of records maintenance and database integ-rity. Provides oversight of ethics functions.

• Vice President, Governance (Frank Gallagher): Responsible for administrative functions as they relate to policy, proce-dures, guidelines, orientation, development activities, and the election process.

• Vice President, Education (Allen Kram, FASPR): Responsible for implementa-tion of the strategic plan as it relates to educational activities (annual conference, fellowship, webinars, journal, etc.) through the guidance of committee work and AMC staff.

• Vice President, Engagement (Laura Screeney, FASPR): Responsible for implementation of the strategic plan as it relates to marketing and member engage-ment activities through the guidance of committee work and AMC staff.

• Vice President, Research (Shelley Tudor, FASPR): Responsible for implementation of the strategic plan as it relates to research activities (benchmarking, surveys, white papers, resource library, etc.) through the guidance of committee work and AMC staff.

The additional responsibilities that each board member now holds will have an impact on the nomination process for future board elections. The board developed specific and defined eligibility criteria for each of these positions and these criteria will be thoroughly evaluated for each candidate during the nomination and election process. More details on this topic are contained in an article on page 22.

Marketing Committee updateDue to the dynamic nature of marketing for a large organization, there is an increased need to coordinate and prioritize the varied programs and services ASPR offers. The Board believes these tasks are best organized at the staff level

Over the past year, the ASPR Board of Direc-tors has been evaluating its governance struc-ture. Members of the board employed a variety of educational resources to learn about best practices for high functioning boards. They also researched how ASPR could make improve-ments to its governance structure to help propel the organization forward most effectively and efficiently in order to ensure alignment with strategic objectives. The growth and reach of our organization has expanded, which makes this an opportune time to examine our gover-nance structure and how we can maximize our resources as we grow.

At a recent board of directors retreat, the board reviewed and approved a governance restruc-ture proposal that aligns board positions with the mission and strategic objectives of ASPR. Effective February 1, each member-at-large position has a specialized area of focus with responsibilities that align with strategic priori-ties. The member at large titles have changed to vice president of a strategic area. Additional responsibilities were defined for each of the officer positions and assigned as either admin-istrative or operational roles. Here is a consoli-dated overview of the roles and responsibilities for each of the Board positions as a result of this governance restructure:

• President (Scott Manning, FASPR): Ensures stability of the organization through appropriate oversight of the association management company (AMC), administrative activities, and vendor rela-tions.

• President-Elect (Debbie Gleason, FASPR): Ensures organizational success through appropriate oversight of strategic objectives, business development oppor-tunities, and alignment to the mission/vision/values.

• Treasurer (Diane Collins, FASPR): Ensures the fiscal stability of the organiza-tion through prudent management and oversight of all financial transactions, processes, and policies.

with the assistance of an outside marketing firm. The board wishes to thank the dedicated volunteers on the ASPR Marketing Committee and have invited them to bring their unique skills and interests to the many areas that will need increased focus, such as writing, research, and leadership development, when the formal committee is dissolved.

If you have any questions regarding the gover-nance restructure, please contact Shelley Tudor at studor@humana.com.

By Jennifer Metivier, MS, FASPR, ASPR Executive Director, jmetivier@aspr.org

Are you interested in becoming certified as a FASPR?

ASPR’s Fellowship Certification Program is the most comprehensive, authoritative resource for individuals seeking to develop and test their skills and knowledge within a broad spectrum of topics including physician/provider recruitment, onboarding and retention, human resources, and relevant legal issues.

Whether you are new to in-house physician recruitment or a seasoned veteran, there’s tremendous value in attaining Fellowship certification. We’ll provide an in-depth view of recruiting basics such as sourcing, screening, and interviewing, as well as delve deeply into more advanced topics such as interpreting benchmarking metrics and understanding/implementing medical staff development plans. This cost-effective and affordable program provides invaluable first-hand information taught by experienced experts and provides you with resources, best practices, and cutting edge training specific to in-house physician recruitment professionals. Learn more

22 Journal of the Association of Staff Physician Recruiters

2013 ASPR Board of Directors elections

Important dates:Ballots/candidate bios e-mailed: June 4, 2013 Ballot due date: June 18, 2013 Winning candidates notified: June, 2013 Results announced: July, 2013

PLEASE NOTE: Votes will be cast electroni-cally on the ASPR website. You will need your ASPR member username and password in order to log onto the website to cast your vote! Please be sure to obtain your username and password in a timely manner prior to the election deadline. You can do this on the ASPR website (www.aspr.org) or by contacting Mem-ber Services at 800-830-ASPR (2777).

If you have any questions regarding the elec-tion process, please contact ASPR Executive Director Jennifer Metivier, MS, FASPR, at jmetivier@aspr.org or 800-830-ASPR (2777).

The 2013 ASPR Board of Directors elections will occur in June. The call for nominations was open from March 5-31. This year we will elect the president-elect, treasurer and three members at large. The members-at-large positions that are up for election are the newly-defined vice president of education, vice president of engage-ment, and vice president of research. The terms for these positions will begin in August 2013 and end in May 2015. The terms end in May 2015 due to the transition of the ASPR annual conference from August to May that year. The official transition of board members occurs at the ASPR annual business meeting held at the annual conference.

Frank Gallagher, vice president of governance, will preside over the nomination and elec-tion process. An election task force will vet each candidate; all qualified nominees will be presented to the membership for vote. Full candidate biographies will be provided in early June.

By Jennifer Metivier, MS, FASPR, ASPR Executive Director, jmetivier@aspr.org

Interested in becoming an ASPR Chapter?

If your regional group is

interested in becoming

an ASPR Chapter, please

contact Regional Relations

Committee Co-Chairs Chris

Kashnig (christopher.kashnig@

deancare.com) or Kate Rader

(kate.rader@utsouthwestern.

edu) and visit the ASPR

website Member Resources

section to learn more about

the benefits of becoming an

ASPR Chapter.

ASPR Chat reminderRespect member privacyALL information that is shared on chat is for ASPR members only. Do not forward emails, recruiter information, etc. This includes copying people on the email who are not members of Chat. Please be respectful of one another and keep the information within our ASPR group.

A good rule of thumb: you should never have to edit the “To:”, “From:” or “CC:” areas of a chat email. If you are replying, it will go to that person. If you want to send it to everyone on Chat, a “reply all” to chat@aspr.org will send your message to the entire group.

Spring 2013 23

ASPR Board of Directors

when people are collaborating on common goals. Although I have only been a board member for a few months, I have learned a lot and feel I have made contributions, which is rewarding.”

• Donna’s advice for someone interested in running for the board: “If you feel some-thing is worth mentioning, don’t be afraid to speak up. It may be uncomfortable, but people will appreciate your opinion.”

Treasurer: Diane Collins, FASPR• Diane is the senior physician recruiter

& supervisor, primary care float pool at HealthPartners Medical Group in Minne-apolis, MN. She has served on the board as a member at large for one year and is completing her second (almost third) year as treasurer. Prior to joining the board, Diane served on the education committee, membership & marketing committee, website committee (former chair), and has been the board liaison for the membership committee. She decided to run for the board because “it was my way to give back to an association that has been there for me from the get-go. It also allows me to stay involved in current issues and work with other leaders to help make ASPR the best association ever!”

• What does she enjoy about being a board member? “I enjoy the colleagues and friends I have met from across the country (and Canada). I feel like we really are making a difference and taking physician and provider recruitment to the next level. Nothing compares to working with people who walk in your shoes, and understand the growing challenges we face every day. I’ve met some great people, made some longtime friends and have learned so much along the way.”

• Diane’s advice for someone interested in running for the board: “Get involved when you can. You have a voice and we want to hear you. We’ve come a long way in being nationally recognized as a

Omaha, NE. She has served on the board for about three years. She served one year as a member at large and was then elected to the president-elect position, fulfilling her term this year and transitioning to the role of president in August. Debbie has been a co-chair and member of the benchmarking committee for many years and an active member of the fellowship and education committees. She also has been very active with the ASPR AIR (Academic In-house Recruiters) Chapter. Debbie said that she decided to run for the board because “First and foremost, it was an opportunity to repay the debt I owed so many of my colleagues, who have given of their time and talent to build, grow, and sustain this organiza-tion. They have contributed immeasurably to my growth. I share a vision of ASPR evolving with this dynamic industry by the continuous new infusion of involvement from our members, capitalizing on the experience and historical perspectives of past leaders, and the professionalism and creativity of our members.”

Secretary: Donna Ecclestone, FASPR• Donna is the associate director of physi-

cian integration/onboarding at Duke Medicine, and is serving in her first term on the board. Prior to her role as secretary, Donna helped launch AIR, the Academic In-House Recruitment network, which was the first chapter of ASPR. She also served as AIR’s first president and has been involved with the benchmarking and fellowship committees. Donna was instrumental in developing (the new Onboarding and Retention Chapter) and currently serves as OAR vice president. She decided to run for the board to expand her knowledge of the organization and help guide its future. Like others, she was also asked to run by several current members.

• What does she enjoy about being a board member? “I love the energy that is created

Who they are and why we love them

Another board of directors election season is upon us and it came to our attention that some ASPR members may not know much about our board. Who are they? Where do they come from? How did they end up on the board? The ASPR Board of Directors is comprised of ASPR members who have volunteered to serve and were elected to their roles by the membership. Here is a little information about your current board and some advice for those of you who may be interested in serving on the board.

President: Scott Manning, FASPR• Scott is the director of human resources/

provider recruiting at District Medical Group in Phoenix, AZ. He has served on the board for seven years; two years as treasurer, two years as president-elect, and almost three years as president. Prior to joining the board, Scott was a member of the ASPR Membership & Marketing and Journal Committees and was a speaker at several ASPR conferences. He decided to run for the board because he was a long-time member with volunteer leadership experience and wanted to get involved. He was also asked by then president-elect Marci Jackson if he would consider running for the board.

• What does he enjoy about being a board member? “I love having input into the long term direction of the organization and s ubsequent success of same. The relation-ships I have built among both board/leadership team members and others are priceless.”

• Scott’s advice for someone interested in running for the board: “Always put the ‘greater good’ of the organization ahead of any personal considerations. Be flex-ible enough in your work schedule to be ‘available to respond to issues as they arise’. Expediency is quite often important.”

President-Elect: Debbie Gleason, FASPR• Debbie is physician development adminis-

trator at The Nebraska Medical Center in

By Jennifer Metivier, MS, FASPR, ASPR Executive Director, jmetivier@aspr.org

Board of Directors continued on page 24

24 Journal of the Association of Staff Physician Recruiters

professional organization and can only move forward with your help.”

Vice President, Education: Allen Kram, FASPR• Allen is the director of physician develop-

ment at Health Quest, a three-hospital system in New York’s Hudson Valley, and has served on the board for two years as a member at large. Prior to joining the board, Allen was a member of the strategic plan-ning committee, and member and co-chair of the education committee. When asked why he decided to run for the board, Allen stated, “I was an active member of two committees and felt that there was a need for active volunteers to step up to the leader-ship of the organization. Over the course of two-three years, I became progressively more active in the development of educa-tional content and felt that there was a need for these positions to be represented on the board.”

• What does he enjoy about being a board member? “I work with a terrific group of individuals from across the country. As a group we address not only issues related to trends in healthcare and recruitment, but assist in the long-term growth of the ASPR as an organization.”

• Allen’s advice for someone interested in running for the board: “Be thoughtful and bring constructive comments and observa-tions to the role. It is a big responsibility to become a member of any board and the membership relies on the leadership to guide and sustain the organization.”

Vice President, Engagement: Laura Screeney, FASPR• Laura is the corporate director of the office

of physician recruitment at North Shore-LIJ Health System in Manhasset, NY. Laura has been involved in ASPR as a member and volunteer since our inception. This is Laura’s third term on the board, as a member at large. Laura has served as chair of education and chair of the journal committee. She has also been a member of the benchmarking, fellowship, website and strategic planning committees over the years. When asked why she decided to run for the board, Laura said, “ASPR has become the cornerstone of

our industry while still remaining true to the education and networking of in-house physician recruitment professionals. Many of us are the sole physician recruitment professional in our organizations; thus we need the support and resources of outside colleagues. I wanted to continue to help educate and grow the future leaders of this organization, and our industry.”

• Laura’s advice for someone interested in running for the board: “I encourage members to get involved, run for the board, join a committee. We work in an incredible industry and this organization is an amazing resource and support system; without our volunteers, we can’t serve our membership. Get involved, you will get more out of it than you realize.”

Vice President, Governance: Frank Gallagher• Frank is the interim director, physician

& advanced practitioner recruitment at Baystate Health in Springfield, MA. Frank is serving in his first year of his first term as a member at large. He has served as the co-chair for the chapter & regional relations committee and was also president of the ASPR AIR Chapter. Frank decided to run for the board because he “felt it was impor-tant to serve in capacities that ultimately benefit others — for this reason I wanted to contribute to the growth of ASPR as a professional association and the in-house recruiting industry as a whole. I wanted to work with ASPR leadership on finding solu-tions and options that provide a real value to our members.”

Vice President, Research: Shelley Tudor, FASPR• Shelley is a strategic recruiter at Humana

based in Louisville, KY. She is completing her first term on the board as a member at large (VP of research with the recent restructure). Shelley has served as co-chair for the benchmarking committee since 2008 and still serves in that role. When asked why she ran for the board, Shelley stated, “Just to lend a hand. There were several initia-tives I became aware of while serving on the larger leadership team of all co-chairs and

board members. There was an abundance of volunteer opportunities to help grow our organization and I wanted to assist.”

• What does she enjoy about being a board member? “I like to see new proj-ects excel and new leaders emerge. I am always surprised at the wealth of ideas and inspiration that our members bring to the organization.”

• Shelley’s advice for someone interested in running for the board: “Get involved at the committee level. One is well-positioned to contribute in a meaningful way, when he/she understands the direction of the organization and the effort, power, and challenges that come with volunteerism. There are always new programs and projects under development that can use volunteer manpower. By engaging in individual proj-ects, members gain a better understanding of how the entire organization is structured and can become an expert in specific areas of strategic importance to ASPR.”

Board of Directors cont’d from page 23

ASPR recognizes and appreciates

the support of members of the

Corporate Contributor Program.

This affiliation with ASPR provides a

unique opportunity for exposure to

ASPR members that includes name

recognition and goodwill. While

ASPR recognizes and acknowledges

Corporate Contributors, it in no way

directly or indirectly endorses the

corporation, its products, or services.

Corporate Contributors who advertise

or promote an endorsement or

implied endorsement by ASPR, will

automatically be terminated from the

Corporate Contributor Program.

Endorsement policy

Spring 2013 25

Health (Indianapolis) and past ASPR President, has known Elaine for many years. Brett said, “Elaine is a fun and engaging recruitment profes-sional who is a joy to be around. Her compassion and true caring personality is something I will always treasure. Her comfort level and confi-dence to always ‘speak the truth’ is a true gift and talent and one that I have treasured. Elaine has been a hard worker and a true ambassador for the in-house physician recruitment profession. One who new and mid-career recruiters could learn from and look up to. Cheers to all of her professional accomplishments and to a happy and healthy retirement.”

Elaine, the leaders and members of ASPR appreciate your years of dedication and your joyful spirit. We will truly miss you. Congratula-tions upon your retirement! May you find health, happiness, and good fortune in the years to come!

Elaine was one of the founding members of the Ohio Network of Physician Recruiters (ONPR), where she served as president from 2005-2006, served on several committees, and was the chair of the marketing committee.

Elaine is very well respected among her colleagues. Diane Collins, FASPR, HealthPartners Medi-cal Group (Minneapolis, MN), said, “I met Elaine at an in-person Membership & Marketing Committee meeting several years back. We made an immediate connection and I appreciated all of the knowledge she shared with me. We sat on the ASPR Board of Directors together for one year and I watched her volunteer time and time again without ever being asked. I consider Elaine a true mentor and a dear friend, and wish her a happy retirement.”

Brett Walker, FASPR, director of physician/ provider recruitment at Indiana University

Elaine Metzger, AASPR, plans to retire

Congratulations to Elaine Metzger, AASPR, manager of physician recruitment at St. Rita’s Medical Center in Lima, OH, who plans to retire on May 31 after 23 years in the field of physi-

cian recruitment and 38 years at her organiza-tion. Elaine has been a member of ASPR since 2001 and a very active and dedicated volunteer in our organization. She served two terms as a member-at-large on the ASPR Board of Direc-tors from 2007 through 2010. Elaine was also a co-chair of the ASPR Membership & Market-ing Committee from 2009 through 2010. She volunteered as a mentor in the ASPR Mentor-ship Program and shared her broad knowledge and experience with colleagues on the chat listserv over the years.

By Jennifer Metivier, MS, FASPR, ASPR Executive Director, jmetivier@aspr.org

If you would like to post a position available for in-house physician recruitment professionals, you can post them online on our website. For information on the most recent job listings, and for more extensive information on these listed opportunities, check the ASPR website at www.aspr.org.

ASPR Employment Hotline

Physician RecruiterDelphi of TeamHealth Morrisville, NC Posted: April 30, 2013 View Job Posting

Administrative Director Physician Recruitment/ContractingCentura Health Denver, CO Posted: April 25, 2012 View Job Posting

Physician RecruiterPalo Alto Medical Foundation Mountain View, CA Posted: April 23, 2013 View Job Posting

Senior Physician RecruiterNorth Shore-LIJ Manhasset, NY Posted: April 18, 2013 View Job Posting

Physician RecruiterHallmark Health System Woburn, MA Posted: March 27, 2013 View Job Posting

Director, Provider Recruitment & ServicesPeaceHealth Vancouver, WA Posted: March 25, 2013 View Job Posting

Physician RecruiterTeamHealthCleveland, OH Posted: March 14, 2013 View Job Posting

Residency Relations SpecialistTeamHealthWoodbury, NJ Posted: March 14, 2013 View Job Posting

26 Journal of the Association of Staff Physician Recruiters

Also, on June 11 at 1 p.m. EDT, AIR will have an all-member conference call and will finalize plans for our 2013-2014 leadership elections, the AIR breakout session, and membership meeting at the 2013 ASPR Annual Conference in August. AIR is proud to announce that our guest speaker for the AIR breakout session at the ASPR conference will be Visael “Bobby” Rodriguez, vice president & chief diversity officer at Blue Cross and Blue Shield of Rhode Island. Mr. Rodriguez is a dynamic speaker on the subject of diversity. This will definitely be a “must attend” event!

For more information about the Academic In-House Recruitment Chapter, please email Donna Ecclestone, AIR secretary at donna.ecclestone@duke.edu.

Academic In-House Recruiters (AIR) Update

The Academic In-House Recruiters (AIR) Chapter is planning several exciting events for its members. On May 14 at 1 p.m. EDT, Dr. Laura Lieberman, director, Office of Faculty Development (OFD) at Memorial Sloan Kettering, will present a webinar to AIR members. Dr. Lieberman and her staff foster the career development of all Memorial Sloan-Ket-tering faculty members and serve as a resource for recruiting, retaining, and supporting their professional growth. The OFD includes specific initiatives for women (the Program for Women Faculty Affairs, established in 2005, to ensure equal professional development opportunities for women and men faculty), junior faculty, and faculty in their expanding regional networks. The OFD office also builds the pipeline for faculty development with student programs. Dr. Lieberman will incorporate these themes in her presentation.

As no two recruitments are the same, we are finding no two onboarding and retention programs are the same. Despite the differences, many similarities exist and OAR strives to be the go-to resource for best practices whether you are in an academic setting, group practice or large hospital system. Whether you are just beginning to establish an onboarding program or have one in place, we welcome you to join us. For information on joining OAR, please see our website http://onboardretainhealthpros.org/ .

Onboarding and Retention (OAR) Update

The ASPR Onboarding and Retention (OAR) Chapter is excited to report a keen interest exists in onboarding and retention with well over 90 ASPR members officially joining the chapter since its formal inception in January! We are moving at a quick pace in formulating current reference tools and sources for the tasks and duties associated with onboarding and retaining the physicians we work so hard to hire for our organizations.

OAR’s monthly calls include a business meeting and the opportunity to discuss topics of interest while serving as an educational forum. OAR’s Education Committee has planned calls for the next few months to include topics of interest based on membership input to include: Justification for an Onboarding program, Lean Programs and Processes and Tools for Onboarding.

By Kate Rader, OAR President and Manager, Recruitment Coordination Services, University of Texas Southwestern Medical Center, Dallas, TX

By Donna Ecclestone, AIR Secretary, Associate Director, Physician Integration, Duke Medicine

For information, call: Margaret Gardner, (215) 351-2768Maria Fitzgerald, (215) 351-2667 | Marian Monchais, (215) 351-2728

Find your physician

with

THE Society.THE Publications.THE Website for Internal Medicine.

You take your career seriously.Now take it to the next level.

Association of Staff Physician RecruitersFellowship Certification Program.

Visit www.aspr.org/fellowship for complete details

Be the best at what you doWe know the challenges you face on a daily basis, as an in-house physician recruitment professional. That’s why our educational programs are designed and presented by professionals like you, who know the challenges — as well as the rewards of the profession.

We offer the knowledge, tools, and resources at your fingertips to be the best at what you do. ASPR Fellowship Certification lets you stand apart from the crowd because it demonstrates that you have received comprehensive education in all aspects of physician/provider recruitment. You understand the needs of both your healthcare organization and the physicians you are seeking. You know how to match talent with opportunity and do so in the most cost-effective manner.

Spring 2013 29

Gold Corporate Contributor Feature

Steps in creating a successful multimedia campaign

Online advertising Online advertising is the sexy, “new” way to attract physicians! Its popularity is ever- increasing since it typically allows you to do more with less. Again, keep your target audience in mind. Are you posting your jobs where your target is actually looking? Reliable data (Finding the Right Job in Clinical Practice or Academia: Advice for Young Clinicians and Investigators, by Joseph S. Alpert, MD, MACP) suggest that most physicians look for opportu-nities on physician-focused career sites (spe-cialty societies, journal and association sites to which they belong) and not with the masses of new college graduates and other non-healthcare professionals who are searching on generic job boards and/or local newspapers.

A very intriguing selling point for online advertising is that it allows you to include not only the job description but often an organi-zation’s logo, video links, etc., allowing your creative message to be targeted without the cost constraints of a print ad. Many times recruiters wonder just how much information to in-clude in an online ad — just enough to pique someone’s interest, or do you go for broke and include everything they might want to know? It is important to be able to make changes on the fly, which brings me to the next point….does your online advertising site allow you the flexibility to modify your ad anytime you would like? Are you able to determine whether or not the ad needs modification by viewing applicable online analytics? Can you choose to purchase enhancements to your online ad to make it more eye-catching? Spotlight, Featured Posi-tion, Highlight! Where does your ad appear in the search results?

Branding Do you have a career page for physicians on your Corporate Site and is it easily accessible to physicians or do they have to hunt for your link? Does the website you are advertising offer Employer Profiles or Banner Advertising?

Employer Profiles: This is a great way to pro-mote the brand of your organization (mission, values), talk about your community; schools, location, entertainment, (sports/theater) and be able to connect back to your web page for physi-cians to apply to your position. Link to all your job postings on the site.

Banner Advertising: Brand your Institution/Company and be able to link back to the career pages on your corporate site.

Lastly, a few words about accessibility, and I don’t mean yours or your candidate’s (that’s another essay for another JASPR issue). If your main point of contact is not accessible enough for you to make changes relatively quickly and easily, it may be time to re-evaluate where you are advertising. Unfortunately, many times customer service suffers at the hands of revenue goals or budget cuts. What good is it for your ad to be published or seen when it is incorrect or the information has since been changed? It only causes unnecessary pain for you and your candidates.

When it comes to any type of advertising, the biggest takeaway is that you must give your campaign TIME to be successful. Don’t panic and start making changes too hastily. Keep your message uniform and consistent. Build it, and they will come!

A successful multimedia campaign, whether for physician recruitment or institutional brand-ing, is of paramount importance. More than ever before, it is necessary to differentiate your organization from the competition attempting to attract the same candidates and maybe even some you already have on staff. What consti-tutes a successful multimedia campaign?

Print advertisingThere have been many reports and studies heralding the death of print advertising. Not so fast! When it comes to scholarly publishing, people DO still read print journals! That being said, an integral piece of the puzzle is to be sure your print advertising will reach your target audience. How? Look at the publication’s circulation statement. This statement is your road map and will tell you how many physi-cians receive the particular journal, where they live, and in what specialty they self-identify. Look at the frequency of the journal. Do you want the consistency of a weekly print ad, or is your budget allowing something less frequent? Budget and cost are important considerations, of course. Are you getting the best “bang for your buck” with your spend, i.e., are you getting your ad in front of the most number of eyeballs for what you are spending? Does the publica-tion reach your demographic? No sense in advertising for a Neurologist in a Hematology/Oncology-focused journal. Will your ad reach the targeted geographic area? This is another reason to look at a circulation statement. Why burn through your precious budget dollars looking for a surgeon in California when the journal you are advertising in reaches primarily physicians on the opposite coast? Finally, be sure that your creative message is targeted.

By Susan Henning, Senior Sales Representative, JAMA Network and JAMA Career Center

Contact your sales rep at: AMA Classified

Advertising: 800-262-2260 Fax: 312-464-5909

classifieds@jamanetwork.com www.jamacareercenter.com

30 Journal of the Association of Staff Physician Recruiters

Bronze Corporate Contributor Feature

How to avoid conflicts and stop complaints

“We had great feedback from your interview, and we have several other candidates scheduled to visit.”

It’s easy to avoid a confrontation by changing your “but’s” to “and’s.”

End complaints!Ask yourself, “How would I feel if I were the complainer?” It doesn’t matter if you were at fault or not—the goal is to end the complaint and make the complainer feel better.

Avoid conflicts: Stop the “but!”The word “but” negates whatever has just been said. It’s usually used to follow good news with bad news, with the effect of invalidating the good news. By using “and” instead, the emphasis changes so the good news carries equal weight.Say the following sentences:

“We had great feedback from your interview, but we have several other candidates scheduled to visit.”

By Judy Rosman, RosmanSearch, Inc., 216-256-9020

ROSMANSEARCH, INC.TARGETED NEUROSURGICAL RECRUITING

Use the 3 As: 1. Agree: I know it is frustrating that we lost

the candidate. 2. Apologize: I’m sorry I couldn’t get the

site visit dates confirmed. 3. Act (or give a plan for action): I can call

the candidate, let her know how much everyone here really wanted to bring her in, and see if maybe she will change her mind.

Judy Rosman is the President of RosmanSearch, Inc. and would love to answer any communica-tion or recruitment questions you have!

Bronze Corporate Contributor Feature

The value of exhibiting at a professional medical society meeting

Most physicians attend at least one medical meeting annually where they are able to update their CME and refocus on their specialty. Considering the expense to hire a physician, attending a meeting is a cost-efficient way to

recruit, especially a well-attended meeting with additional opportunities for exhibitors to connect with physicians. Many physician meetings now offer the ability to post open-ings in an onsite Career Center. Some even offer CVs prior to, on site, and post meeting enabling you to directly target interested physi-cians. The opportunity for personal interaction with candidates at a meeting can save time and money in your recruiting process. One hire can easily justify the cost of exhibiting. If you haven’t exhibited at a professional society

meeting recently, maybe it’s time to give it a try, especially if you are recruiting for those all-too-elusive internists and hospitalists!

ACP’s Annual Meeting is ranked by HCEA as one of the Top 50 Largest U.S. Medical Meet-ings by Professional Attendance, averaging 7,000 attendees, and offers a Job Placement Center. Internal Medicine 2014 is April 10-12 in Orlando. Please contact Margaret Gardner or Maria Fitzgerald at 800-523-154 for more information.

Charkowski also is involved in the development of ASPR as a member of the ASPR Educa-tion Committee. He said he is trying to be of special assistance this year since the ASPR 2013 Annual Conference will be held in his home town of Tucson.

Charkowski was born in Kalamazoo, MI, and grew up in that area. Prior to relocating to the

southwest, Charkowski and his wife lived in Grand Rapids, MI, where he was a physician recruiter for Spectrum Health. Before entering the physician recruitment profession, he worked in radiology management. Charkowski earned a bachelor’s degree in health studies and a master’s in educational leadership. He and his wife have two children, a step-daughter and a granddaughter. In his spare time, he said he tries to fit in a few hobbies, and added, “You can’t

live in Tucson and not golf and hike. I also still try to play basketball once or twice a week. And home maintenance chores and projects tend to fill in any other free time I might have.”

With the recent passing of his father, Char-kowski was reminded that there is more to life than just your job. He said he pays more atten-tion to a lesson we should all remember: “Life is short, live your life to the fullest.”

Member Profile cont’d from page 12

Spring 2013 31

PresidentScott Manning, FASPR, SPHRDirector, Human Resources & Provider RecruitingDistrict Medical GroupPhoenix, AZPhone: 602-470-5012Toll Free: 877-463-3776Email: scott_manning@dmgaz.org

President-ElectDeborah Gleason, FASPRPhysician Development AdministratorNebraska Medical CenterOmaha, NEPhone: 402-559-4679Email: dgleason@nebraskamed.comBoard liaison to: Benchmarking Committee

SecretaryDonna Ecclestone, FASPRAssociate Director, Physician IntegrationDuke MedicineDurham, NCPhone: 919-419-5057Email: donna.ecclestone@duke.eduBoard liaison to: Fellowship Committee

TreasurerDiane Collins, FASPRPhysician Recruitment CoordinatorHealthPartners Medical GroupMinneapolis, MNPhone: 952-883-5453Email: diane.m.collins@healthpartners.comBoard liaison to: Marketing Committee

Vice President, EducationAllen Kram, FASPRDirector of Physician DevelopmentHealth QuestLaGrangeville, NYPhone: 845-475-9605Email: akram@health-quest.orgBoard liaison to: Education Committee

Vice President, GovernanceFrank GallagherInterim Director, Physician & Advanced Practitioner RecruitmentBaystate HealthSpringfield MAPhone: 413-794-2623Email: frank.gallagher@baystatehealth.org -Board liaison to: Chapter and Regional Relations Committee

Vice President, EngagementLaura Screeney, FASPR, CMSRCorporate Director, Office of Physician RecruitingNorth Shore-LIJ Health SystemManhasset, NYPhone: 516-823-8874Email: lscreeney@nshs.eduBoard liaison to: Journal Committee

Vice President, ResearchShelley Tudor, FASPRPhysician RecruiterHumana Clinical ResourcesLouisville, KYPhone: 765-807-6680Email: studor@humana.com Board liaison to: Membership Committee

ASPR Executive DirectorJennifer Metivier, MS, FASPR1000 Westgate Drive, Suite 252Saint Paul, MN 55114Direct Phone: 651-290-6294Toll Free: 800-830-2777Email: jmetivier@aspr.org

BenchmarkingSuzanne Anderson, FASPRsuzanne.anderson@duke.edu919-419-5003

Shelley Tudor, FASPRstudor@humana.com765-807-6680

Chapter and Regional RelationsChristopher Kashnig, FASPRchristopher.kashnig@deancare.com608-250-1474

Kate Raderkate.rader@utsouthwestern.edu 214-648-9859

EducationJoelle Hennesey, FASPRjoelle.hennesey@mmhhs.com941- 745-7232

Robin Schiffer, FASPRrschiffer@medcentral.org419-526-8059

FellowshipMarci Jackson, FASPRjackson.marci@marshfieldclinic.org 702-240-8944 Lynne Peterson, FASPRlpeters1@fairview.org612-672-2285

Journal Miranda Grace, DASPRmgrace@lewistownhospital.org717-242-7109

Lori Jackson Norris, FASPRlori.norris@dignityhealth.org480-728-3326

MembershipTim Dybeviktim.dybevik@deancare.com608-294-6226 Maddie Wagner, FASPRmadeline.wagner@trhmg.org610-898-5641

ASPR Board of Directors

ASPR Committee Chairs

Call for Committee Volunteers ASPR committees are always looking for willing and eager volunteers. Please consider joining a committee. Contact the appropriate committee chair for more information. Committee Chairs and contact information can be found above and below.

Association of Staff Physician Recruiters

1000 Westgate Drive, Suite 252 | Saint Paul, MN 55114

Phone 1-(800) 830-2777 Fax (651) 290-2266

www.aspr.org