Background
RM Medical Search (RMMS) was approached in November 2021 by a large health system in Florida attempting to recruit a vascular surgeon. The organization’s in-house recruitment team had been looking to fill the position for over a year.
After only a short time, the health system contacted RMMS again in December 2021 to request additional assistance in finding an orthopedic surgeon to perform total joint replacements. This position had been open for several months and they had yet to find the right fit.
Challenge
Simultaneously conduct two nation-wide searches to find qualified candidates for both positions that would align with the organization’s structure and values, while saving the health system money when compared to typical contingency or retained recruiting services.
Solution
RMMS partnered with the organization’s recruitment team to provide targeted marketing and advertising of their positions, candidate screening and presentations. Along with these services, the health system requested that RMMS meet with members of the recruitment team to provide a level of consulting around best recruiting practices.
Results
The physician search process began with a phone call to understand criteria for candidates, compensation structure, other factors unique to the positions and the overall culture of the organization.
Within 3½ months, RMMS had screened and presented six qualified candidates for the open vascular surgeon position and a letter of intent was signed by the organization’s top choice within four months.
Another six candidates were also presented for the orthopedic surgery position, and a letter of intent was signed within just three months of RMMS beginning the search.
Benefits
At the time RMMS conducted these two physician searches, the average contingency search cost $25,000 and retained search cost around $32,000. Since these were two independent searches, the cost for hiring the two surgeons could have cost the health system more than $50,000.
By partnering with RMMS and our unique pricing model, the organization was able to save over 60% when compared to contingency and retained services.
Furthermore, RMMS has a strong belief in finding candidates that align with the core values that have been at the heart of our business since 1995. During our screening process, we strive to find top-tier candidates that personify ethical, principled, honorable, and loyal characteristics.
This allows us to place candidates that will not only fill a vacant position, but that will be an asset both to organizational culture as well as patient care in the community. We recruit for retention.
RMMS continues to work with this organization to fill additional physician needs.