The document summarizes healthcare staffing trends and placement analysis from Fidelis Partners for the second quarter of 2017. Rural healthcare faces challenges with the repeal and replacement of the Affordable Care Act as rural populations tend to be older and poorer. Demand is highest for family medicine, internal medicine, and hospitalist physicians, as well as nurse practitioners. The majority of placed providers relocated for new positions, with an average relocation bonus of over $9,000. An efficient interview process is important for successful hiring.

1. PLACEMENT AND SEARCH ANALYSIS
2017 Second Quarter
© 2017 Fidelis Partners | 1603 LBJ Fwy, Suite 700, Dallas, Texas 75234 | (866) 995-6077 | fidelismp.com
The story that continues to dominate the news is the impending repeal
and replacement of the Affordable Care Act. As different plans are
presented and analyzed in the House and Senate, experts are paying
particular attention to the impact the changes will have on rural
population health. The number of rural hospital closures have increased
in recent years, raising questions about access to health care services in
rural communities. Beyond the shortage of health care providers, the
changes to Medicare and Medicaid with new legislation will have a
great effect on these communities that are made up of generally older
and poorer populations. We will continue to successfully work with
rural clinics and hospitals to hire practitioners to address their growing
needs.
40%
33%
14%
9%
4%
FQHC Hospital Department
Multi-Specialty Group Rural Health Clinic
Single Specialty Group
37.7%
24.6%
14.8%
23.0%
New Graduate 2-5 years
6-10 years 10+ years
59%
33%
8%
1 interview 2-3 interviews 4+ interviews
1,000,000+,
5%
500,001 to
1,000,000, 3%
250,001 to
500,000, 18%
100,001 to
250,000, 3%
50,001 to
100,000, 8%10,001 to
50,000, 25%
Up to 10,000,
38%

2. The top five specialties in demand are Family
Medicine, Internal Medicine, Hospitalist,
Emergency Medicine and Nurse Practitioners
according to online job postings of in-house
recruiters.
As a firm, our top requested searches this quarter
were Family Medicine (22%), Nurse Practitioner
(6%), Hospitalist (6%), Urgent Care (5%), and
Pediatrics (5%).
TOP 10 MOST
POSTED NEEDS
EASTERN WESTERN MIDWEST SOUTHERN
ALL
U.S.
Family Medicine 544 693 836 403 2,476
Internal Medicine 313 507 423 231 1,474
Hospitalist 190 490 374 246 1,300
Emergency Medicine 151 392 275 374 1,192
Nurse Practitioner 180 517 239 145 1,081
Psychiatry 100 369 237 100 806
Neurology 79 235 228 142 684
Physician Assistant 116 312 155 76 659
Obstetrics and Gynecology 51 184 172 94 501
Gastroenterology 69 172 138 112 491
88% of providers placed this quarter will relocate for
new positions. Last quarter we launched the latest
release of our PACER – an interactive tool that
provides the candidate a 360° view of the community
and practice. This tool is crucial to enhancing the
candidate’s experience when considering a relocation
for a job opportunity. The average relocation bonus
was a little over $9,000.
© 2017 Fidelis Partners| 1603 LBJ Fwy, Suite 700, Dallas, Texas 75234 | (866) 995-6077 | fidelismp.com
PLACEMENT AND SEARCH ANALYSIS
2017 Second Quarter
73%
82% 81%
70%
61%
71%
62%
62%
90%
2009 2010 2011 2012 2013 2014 2015 2016 2017
% relocated

3. SET THE TONE FOR SUCCESS WITH AN ORGANIZED AND EFFICIENT
INTERVIEW PROCESS
The landscape and culture of your medical facility are largely determined by the people you acquire
through the recruitment process. Instilling excellence amongst personnel begins before the interview
(your reputation in the community), yet is inspired even more so during the interview process.
When it is time for recruitment to commence, the assessment of the need in your area, finding and
screening candidates are merely first steps. Developing an effective interview process truly lays the
foundation for a successful hire. This area is sometimes fraught with disorganization, poor
communication and misunderstanding -- yet it does not have to be. Establishing a specific set of
protocols can assure that the hiring process is smooth, focused and without bias.
Streamline Your Steps
Avoiding excessive bureaucracy keeps the process on track and helps prevent it getting bogged down with repetition. If a pre-interview questionnaire
is part of the protocol, make sure your candidate has filled it out ahead of time and you have analyzed their answers beforehand. Foisting an
interviewee with paperwork they have already completed not only takes up time unnecessarily, but it could place the idea in their head that perhaps
they are better suited elsewhere.
Plan Your Timeline
An ideal interview day is conducted by following an exact agenda. When organizing the interview itinerary, create a detailed schedule of every phase of
the day and don’t be afraid to extend the interview to several days. Especially, if your candidate is new to the area, a multi-day interview may be
needed. This could begin with a tour of the facility with staff present who are qualified to explain the nuances of each department and answer
questions from the interviewee. These personnel should be scheduled and confirmed prior to the interview so that the subject is not waiting around
for them to arrive at an unspecified time. If relocation is part of the scenario, make sure to begin wrapping up the tour in time for the interviewee to
meet with the real estate agent -- also an appointment that is scheduled ahead of time and confirmed the day before. We also recommend arranging
for all meals ahead of time, and if a significant other is present, time to address his or her needs.
Continued on next page >>
© 2017 Fidelis Partners| 1603 LBJ Fwy, Suite 700, Dallas, Texas 75234 | (866) 995-6077 | fidelismp.com
PLACEMENT AND SEARCH ANALYSIS
2017 Second Quarter
“The interview process is a
courting process and
crucial to making a good
impression that will last
with the candidate
through the noise of other
recruitment efforts.

4. Set the Tone for Success with an Efficient Interview Process| Continued from previous page >>
Make Decisions Based on Relevant Data
Align your interview scoring metrics in direct correlation to the skills you are looking for. If an
applicant happens to share similar hobbies and interests as you, do not let the discussion veer off
into those areas. Stay on task and focus on the only common ground between the two of you that
should matter during the interview process: the fact that you are hiring for direct patient care. This
way you can avoid developing a bias towards one candidate or another and hire purely based on
whom is the most qualified.
Most importantly, physician candidates want to feel needed and wanted. Physician candidates are
typically receiving between fifteen and twenty calls and thirty to thirty-five e-mails a day. With the
exception of graduating residents and fellows, most candidates will only have three days to
interview over a forty-five day period. Based on this tight timeline, our successful clients
understand the interview process is a courting process and crucial to making a good impression
that will last with the candidate through the noise of other recruitment efforts.
You can read our tips for
successful recruiting all
year long by following
Fidelis Partners online
and reading our blog,
fidelismp.com/blog
David Curtis, President
THMED Perm Business Development
949.325.7075 Direct
214.614.5161 Fax
dcurtis@fidelismp.com
www.fidelismp.com
www.thmedstaffing.com
Fidelis Partners is a full
service healthcare recruitment
and consulting firm specializing
in permanent placement
services.
Fidelis Partners’ consultative approach
ensures we are helping our clients every
step of the way. Learn more about our
search process:
Learn More >>
© 2017 Fidelis Partners| 1603 LBJ Fwy, Suite 700, Dallas, Texas 75234 | (866) 995-6077 | fidelismp.com
PLACEMENT AND SEARCH ANALYSIS
2017 Second Quarter