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Where to post job ads for your medical practice

Need to staff your medical practice? Find out where to post your job ads, from healthcare job boards to social media sites like LinkedIn and Twitter.

person looking at medical job posting sites and job boards

At a Glance

  • Building a strong team is critical for a successful medical practice, as staff impact the patient experience at every touchpoint — yet hiring can be challenging due to industry staffing shortages.
  • To attract qualified candidates, create detailed job descriptions, post on niche job boards, leverage networks, and emphasize your practice’s culture.
  • Take time to train new hires properly so they positively contribute to patient care and the practice’s success.

Building a successful medical practice depends not just on your expertise as a physician, but on the strength of your team. The patient experience doesn’t start and end in the doctor’s office. It stretches from when they first hear your name to when they pay their bill and beyond — and your staff is a vital part of that. 

A significant 53% of surveyed patients want welcoming staff from their healthcare provider, according to Tebra’s 4th annual Patient Perspectives report. That means that even as a solo provider, you need a strong team managing all the other tasks necessary to run a thriving practice, unless you want to take on all of them yourself.

The challenge? Staffing a medical practice from the ground up — or even filling new positions as you grow — is no easy feat. But it’s critical to your success. 

To start, you need a job description that’s clear, concise and direct, and a way to get it in front of the right job seekers. Discover where to post your healthcare jobs and how to attract the right people to your growing team.

Patient Perspectives Report

Before you post a job

What should you do before posting a job listing? 

Start with your business plan

Ideally, you’ve laid out your staffing model in your detailed business plan. This should include:

  • What positions you need to fill
  • How many people you need in each position
  • Budget for compensation, including overtime, benefits, and tax considerations
  • Hiring timelines/target hire dates

If you’re just opening your medical practice, you’ll likely start with a few key positions and add on new hires as business increases. Consider hybrid roles, such as an office administrator who handles insurance claims or a nurse who can manage patient files.

Staffing a medical practice from the ground up — or even filling new positions as you grow — is no easy feat. But it’s critical to your success. ”

Hybrid roles may be effective at first, but duties should be separated as you hire additional staff. This ensures there’s no confusion as you add new roles. Make sure to compensate and reward staff members for doing more than their typical role requires of them.

Define the roles you will hire

Once you’ve narrowed down the number of people you’re hiring and have a general idea of their roles, it’s time to get specific and put it in writing. Creating a fully fleshed-out job description will help you define the role and identify quality candidates. Consider the following:

  • The role’s main purpose 
  • Who they report to
  • Specific job duties
  • Skills and certifications

This information will help with both the description in your job ad and also set clear expectations for the person who fills the role.

Spend time crafting the job ad

Where you put the job description is important, but what it says is even more critical. You have to do more than just list job duties and qualifications — you have to sell the position to the right person.

Start with your job description using the information you defined above to inform it. A complete job ad should include:

  • Accurate role title: Label roles accurately, and consider the average salary and compensation for that position. For example, don’t ask for an office manager and plan commensurate compensation when the role only requires entry-level knowledge of scheduling and other clerical duties.
  • Role summary: Include who they report to, the purpose of the role, and how it fits in with your overall practice.
  • Duties and responsibilities: Describe daily and weekly tasks in as much detail as possible. Sell candidates on the position and give them a realistic view of what their day-to-day will look like.
  • Skills and qualifications: Include any licensing they’ll need, along with experience and soft and hard skills.
  • Benefits and compensation: Include a salary range, health insurance, retirement plans, signing bonuses, and any other benefits you offer. Use benchmarks from sources like the Medical Group Management Association (MGMA) to ensure you offer competitive compensation.
  • Practice culture: Share your practice’s mission statement, values, and what sets you apart. Do you want your team members to be independent? Thrive in a team-oriented environment? Really sell your practice in this section, and use it to attract job seekers that align with your philosophy.
  • Equal opportunity statement: Finally, include an equal opportunity employer (EOE) statement to emphasize your practice’s commitment to diversity and inclusion.

Where should you post job ads for your medical practice?

You’ve budgeted for fair compensation, put together a thorough job description, and now you’re ready to post a job. There is no shortage of places to post your job ad, both free and paid. 

Let’s dive into the top places to post your healthcare job ad.

Healthcare job boards

When it comes to how you approach job listings, you can go wide and try to get as many eyeballs on your job as possible, or you can go narrow and try to get it in front of fewer but more qualified candidates. 

Niche healthcare job boards are likely to charge you for posting. But you’ll get a much more curated list of qualified candidates. ”

Healthcare job boards give you a bit of both. While they’re niched down to the healthcare space, there are several options with large audiences. Niche healthcare job boards are likely to charge you for posting. But you’ll get a much more curated list of qualified candidates.

Popular healthcare job boards include:

  • American Nurses Association: A job board for registered nurses, complete with instant access to a database of skilled nursing candidates. 
  • HealthcareSource Job Board: An easily searchable job board to help healthcare candidates narrow down by field, city, and employment type.
  • Career Vitals: Starting at $29.99 per job at the time of writing, Career Vitals shares your posting across 100s of sites, including ZipRecruiter, Facebook, and Twitter.
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Medical schools and universities 

If you’re looking for physicians and nurses new to the field, medical schools, nursing schools, and universities are great resources for quality candidates. 

Start by contacting career centers at local medical schools and universities. They typically have school job boards or newsletters that can share your job listing with their recent graduates and alumni. They may even have a database of active job seekers and can help you curate candidates. 

Posting on medical school job boards is great for when you’re searching for hard-to-find specialties. There are many that have few graduates per year, so you’ll want to jump on potential candidates as soon as possible.

Professional networks and associations

Posting jobs through local and national professional networks and associations can attract high-quality candidates to your practice. For example, the American Medical Association (AMA) has job boards for physicians. You can also find associations for specialties, like the American Academy of Pediatrics or the American Association of Nurse Practitioners.

Many don’t require that you or your business belong to the organization, but not doing so may result in extra fees.

Popular mainstream career sites

You don’t have to limit your search to medical job boards. If you’re hiring for positions that require fewer years of experience or lower expertise, try casting a wider net. There are many free and low-cost options available.

Popular job search sites include:

  • Indeed: Indeed is the biggest job search engine with 70 million monthly users. The audience and filters are unmatched. However, there’s a lot of competition.
  • Monster: Monster is another long-standing generalized job board. Its pricing plans are flexible, so you can choose a subscription or pay-per-click model.
  • Local newspapers and job boards: While not as wide of a net, your local newspaper and other city or county job boards are great options for posting your listing — and fees are typically low, too.

Share on social media

Posting on social media is a great way to share your job openings with followers. Consider platforms like Facebook and Twitter, but don’t ignore TikTok and Instagram if you have a sizable follower count. You can even run Facebook and Instagram ads that target potential candidates in your local area.

LinkedIn comes with robust recruitment tools to help you narrow down your search for the ideal candidate. ”

Don’t underestimate the power of your professional network. LinkedIn is the best social media site for posting jobs since it walks the line between being a professional and a social platform. It also comes with robust recruitment tools to help you narrow down your search for the ideal candidate.

Download the report

Your website

Post job openings on your healthcare practice website. Maintain a separate careers page with a list of open job opportunities so anyone coming across your website can find them. You can even call more attention to your careers page with a banner across your homepage when you’re hiring.

Having a careers page on your website also gives you a place to direct people when they’re searching for more information about you and your practice.

Don’t forget word of mouth

In the tight job market, you should use every opportunity to find qualified candidates. Let your network know that you’re hiring, and share the job description with everyone you know. Even local practices may be able to refer employees who weren’t the right fit for them.

There’s even a trend of practices trading staff when both the worker and the practice are looking for a change. One person may find an office with a better commute time and swap with someone with a more relevant skillset. 

If you’re not ready to hire a full-time position, try sharing an employee with a nearby practice. You’ll both benefit from the extra help, and you’re more likely to attract talent with a full-time opportunity.

Take your time on the right people

Posting job ads across multiple platforms can lead to overwhelm, but it’s important to take your time on finding the right candidate. Once you do, spend adequate time training and acclimating your new hire. Even nurses with years of experience need to be shown the ropes to be effective. Rushing the process can lead to bad or short-lived hires, and your patient experience can suffer. 

Surveyed patients cited a poor experience with the front office staff as a top reason for leaving their healthcare provider. ”

Surveyed patients cited a poor experience with the front office staff as a top reason for leaving their healthcare provider, and 62% of Gen Z patients are the least forgiving. It’s clear who you hire is almost as important as the care you deliver to your patients.

Why staffing your practice is hard right now

If you’ve already attempted a few rounds of hiring and have hit a wall, you’re not alone. Staffing in the medical industry grows more difficult by the year.

Whether hiring for administrative or provider roles, it’s tough out there. Based on Tebra’s recent survey of over 500 medical professionals on the staffing shortage, there are some telling findings:

  • California, Texas, and Georgia reported the most critical staffing shortages in the past year
  • 77% of healthcare workers believe a healthcare crisis will occur within the next year due to understaffing and employee burnout
  • 1 in 3 healthcare workers plan to leave their job within the next year, and 14% plan to leave the industry entirely

If you’re struggling to find the right fit for your independent practice, consider enlisting a recruitment agency to take some of the pressure off. For a price, they’ll help guide you through the hiring process and cut out the middle so you only deal with top-tier, qualified candidates.

Don’t rush the process

Whether you’re just starting your medical practice or need to add to your healthcare team, the hiring process takes time. By putting a hiring plan in place, complete with a plan for posting your job ads, you’ll take the friction out of the process and find staff that will contribute positively to your practice.

Remember, the strength of your practice is defined by the strength of your team. So take your time, and hire right.

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Reviewed by

Lauren Wheeler, BCPA, MD

Dr. Lauren Wheeler, MD, BCPA, is a former family medicine physician who currently works as an independent healthcare advocate as well as a medical editor and writer. You can get in touch with her about anything writing or advocacy at her website www.lostcoastadvocacy.com.

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