Where the jobs are now.
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Career Mobility↗
Biomedical subjects
S A Cejka
Publications and source records attributed to S A Cejka.
Hospital-physician relations: the recruitment perspective.
One of the biggest problems in the health care industry today is the supply and demand of physicians. As health care organizations scramble to recruit physicians for vital positions, they find themselves in a highly competitive and exhausting battle. As the health care industry changes, so do the needs and desires of physicians, especially young physicians. The heart and soul of a good recruitment program must include understanding who physicians are and what motivates them, selecting the right candidate, and most importantly, retaining them once you have gone to the time, expense, and heartache of recruiting them. Understanding how integrated systems can deal with these factors in the most effective and efficient way is key to surviving and thriving in an era of health care reform.
Economics, Medical↗
Physician recruiting: do you know where your dollars go?
Time and resources spent on physician recruitment are investments that hospitals often overlook. While they may allocate resources for recruitment, many hospitals fail to analyze the value of recruitment dollars spent. By developing a physician search plan, however, a hospital can evaluate market demand for physicians, review ways to reduce physician turnover, and calculate a hospital's return on recruitment investments.
Budgets↗
The increasing challenge of physician recruiting.
Physician recruiting for any group is both difficult and time consuming. For rural groups the task can appear nearly impossible, yet the organization's very survival depends on successful recruiting. Susan Cejka writes about the problems faced by rural groups in recruiting and what some are doing to solve it.
Fee Schedules↗
Before you change the income distribution formula....
Few issues get more attention in a group practice than physician income distribution, according to author Susan Cejka. With the growth in prepaid health plans, the need to restructure the compensation formula is greater than ever. Cejka's article describes how to successfully make these necessary adjustments.
Financial Management↗
Is your doctor a groupie?
What characteristics do you perceive as being most important when recruiting new physicians for your medical group? While technical competence is of course necessary, the medical group must also consider how well the candidate will fit into the group. By understanding the characteristics that will make a candidate fit into the organization and by carefully assessing the prevalence of these characteristics in physician candidates, the perceptive administrator can select the candidate that will best contribute to the long-term success of the organization. A specialist in physician recruitment offers her advice.
Group Practice↗
When is the right time to add a physician?
Does your group base its decision to hire a new physician on a formal assessment process or do you just wing it? This first in a series of articles on physician recruitment presents the results of a survey on the recruiting practices of MGMA member groups. The message is clear--timing is critical to success. Recruitment must be an integral part of both the budgeting process and the long-range plan.
Budgets↗
Finding Dr. Right.
Blind dates may work out, but nobody likes unpleasant surprises. Why then do so many medical groups choose to "fly blind" when it comes to physician recruitment? Once the decision has been made to initiate the recruiting process, the qualities in a new physician that will best enhance the group's ability to deliver quality care must be determined. The next step is a targeted recruiting effort. The relative importance of lay professional and personal factors in a candidate and methods of identifying candidates are also discussed in this second in a series on physician retirement.
Clinical Competence↗