As positions for healthcare professionals open throughout the country, All Medical Personnel is looking for locum tenens physicians, physician assistants and nurse practitioners.  Now, our nationwide healthcare staffing firm is kicking off a new provider referral initiative at the Florida Medical Group Management Association (FMGMA)’s annual conference this week in Orlando.

When you introduce your colleagues to All Medical Personnel, you can now make up to $500 per introduction.  With the new program, “The Buck Starts with a Great Referral,” you simply complete a referral form available on our new microsite, – www.locumreferrals.com.  All Medical Personnel will pay you $500 for each introduction to a physician and $250 for each introduction to physician assistants and nurse practitioners who work 20 or more days with our firm or take a permanent position with one of our clients.

Once you make a referral, we will contact the candidate and discuss open locum tenens positions and career opportunities.  When the candidate completes at least 20 days (160 hours) worked with All Medical (within one year of the date of introduction), you will be eligible for your bonus.  We will keep you informed of the candidate’s eligibility status. We reserve the right to cancel the referral program at any time.

For physicians, physician assistants and nurse practitioners, locum tenens assignments offer variety, providing opportunities to practice skills in a new clinical setting and serve a different patient population.  Many locum tenens physicians also enjoy a change of pace in their lifestyle, such as spending a month or two in a vacation-oriented community.

Other advantages include flexibility in scheduling. That might mean working a new shift, taking a temporary assignment for several weeks or moving to a new location for several months or longer.  A locum tenens assignment can also help professionals find a healthy balance between work and family responsibilities.

If you know a professional interested in locum tenens opportunities, contact All Medical Personnel today, and remember, “The Buck Starts with a Great Referral!”

Successful healthcare organizations know that one of the best ways to build a pipeline of strong candidates is to offer a referral program.  That’s because current employees are excellent sources for recruiting new physicians, nurses, therapists and other healthcare professionals.

Since employees have a firsthand understanding of the mission, people and culture of the healthcare organization, they are likely to refer candidates who are a “good fit” for a vacant position.  That can lead to longer tenure with the organization and decrease overall turnover, producing cost savings as well as improved performance.

When developing a referral program, it’s important to consider how best to reward employees.  On the tangible side, it may make sense to offer a financial incentive such as a $100 or $200 bonus for referring a new hire. But cash isn’t the only type of incentive.  You could offer an extra vacation day, a gift certificate from a local department store (perhaps purchased at a discount) or a “goodies” basket delivered to the employee’s work location.

In fact, the value of the reward may be less important than providing some type of recognition for the referring employee. For instance, you might thank the employee in a monthly newsletter or email message.  That’s a nice way to honor the employee, while reminding other people about the organization’s reward program.  In general, there’s no need to mention the name of the new hire - the focus should be on the current employee.

In today’s competitive job market, it makes good sense to offer an employee referral program.  It’s a small investment that can make a big difference in future performance!

One of the best ways to get a new job in the healthcare sector is through a personal referral from family members, friends and associates. Therefore, it makes sense to reach out to everyone in your social media network.  After all, one of your contacts may know of an immediate opening, an organization that’s hiring or a temporary staffing position.

Since there are significant differences among largest social media sites, you should adapt your job-hunting strategy to each one. For instance, Twitter is best used for updates about your professional activities and accomplishments.  No one wants to get a series of tweets about your interviews or plans – that gets old very quickly.

Now, Facebook is ideal for posting a direct appeal to your closest friends, like “Help me find a job now!” But you don’t want to broadcast your request to everyone – especially if your boss or co-workers are also your Facebook friends. Instead, you may need to tweak Facebook’s privacy controls or send out individual messages. That can be a time-consuming process, and there’s always the risk that someone will post an embarrassing message that others can see: “Now you can leave that terrible place you work, because I’ve found the perfect job for you.”

Those kinds of risks are why many job candidates use LinkedIn, which has a different, professional ambiance.  By posting new information about your activities and updating your profile, you can build visibility with everyone in your LinkedIn network.  For instance, if you’re looking for a nursing manager position, you could add a line about your supervisory skills and qualifications to your profile.

It’s a subtle way to catch the eye of a potential recruiter without having to tell everyone that you’re looking for a new job. You can also join LinkedIn groups related to the healthcare sector and take an active part in those discussions. Again, this will raise your profile with potential employers, and build new online relationships. Good luck with your job search!

Many U.S. healthcare organizations offer their employees an incentive for referring job candidates.  They understand that employee referrals often generate high-quality applicants who would be a good fit for the position.  Typically, employees like to refer a friend, neighbor, associate or family member who has the skills, the experience and the personality to be a good match for the open position.

Offering referral incentives can benefit a healthcare system, hospital, physician’s group or laboratory company in a number of ways.  An employee referral incentive program frequently accelerates the hiring process and reduces recruiting costs.  In addition, these new hires are likely to get up to speed more quickly, enhancing organizational productivity, and stay in their positions for a longer period, improving overall retention and reducing turnover.

For job candidates, having an “inside” connection at a healthcare organization can also be highly beneficial.  Personal networking has always been one of the most effective ways to get a new job, even in an era of social media and online job search sites.  A friend or neighbor may learn about a new position before it’s advertised, and provide advice about how to contact the organization’s recruiter. In addition, that person could provide a personal reference, helping to smooth the way to a quick hiring.

Whether a candidate is seeking a full-time healthcare position, locum tenens employment, or a flexible temporary position, personal networking can play a key role in opening the door to a new job and a more satisfying career.