Our 2010 survey of more than 150 physician respondents and with clients who utilized Online Job Tour productions, revealed physician openings were filled 20% faster, Online Job Tour reduced the number of onsite interview visits needed by 33%, and they saved 1 in 7 third party recruiter fees due to improved response from advertising and referral business from candidates who used Online Job Tours.
We then took calculations from a 2006 Merritt-Hawkins survey and a May, 2008 study by The Advisory Board, and placed the calculation of revenue lost by a hospital due to unfilled physician openings, at $100,000 per month and $25,000 for Director-level, the cost of onsite visits at $1500, and recruiter fees were calculated at $20,000 per placement.
At these calculations this is what an organization would save using Online Job Tour®:
10 MD and 10 Director Positions: Financial impact of Online Job Tour: $315,667 per year.
20 MD and 20 Director Positions: Financial impact of Online Job Tour: $633,333 per year.
80 MD and 80 Director Positions: Financial impact of Online Job Tour: $2.53 million per year.
Consider these figures include only the above factors and their estimated financial value – this study does not add staff recruiting to the annual total, nor the value of retention improvement, benefits from hiring better-qualified candidates, among other documented employer benefits from using Online Job Tour.
(On Left) Carl Brickman with Mary Bobo of Clarksdale Regional Medical Center – after year one using Online Job Tour, the hospital closed 7 of 10 physicians who visited and interviewed (70% closing record) after the prior year of 2 out of 28 (7%) – on right is Doug Arnold, CEO of the hospital, who would use Online Job Tour again at his next hospital in Midwest City, Oklahoma, and then in Alabama at Helen Keller Hospital (with recruiter, Jenna Brewer)
In year one using Online Job Tour at Doug’s Clarksdale hospital, the savings alone of interview visit costs (18 trips at $1,500 estimate) more than offset the investment of Online Job Tour, plus $7,000. Two of the 10 physicians were placed without the need to pay a third party recruiter fee, saving the hospital $50,000. The hospital estimated the physicians started between 3-6 months sooner than had they needed multiple trips before signing. These earlier starts meant the hospital could start billing a total minimum of 30 months sooner (10 physicians), resulting in millions of dollars of income. Additionally, only two of the ten physicians were entering their first hospital job (the previous year, both physicians were new doctors).
During his tenure at Midwest City Regional Medical Center, Doug’s team recruited dozens of physicians and his administration grew the hospital to being the most profitable of more than 50 in its company, Health Management Associates, Inc.
Doug’s recruiting teams successfully utilized Online Job Tour at three hospital campuses: in Mississippi (280 beds), Oklahoma (450 beds), and Alabama (130 beds).
Based on how our culture and jobseekers have evolved and grown comfortable with online content, and the comprehensive nature of our Online Job Tour productions, more and more candidates are now indicating a willingness to commit to client careers without the need for a site visit
In addition to the surveying of physicians and our clients, we have reviewed more than 3,000 Interview Prep Emails (like above) completed by physician jobseekers/candidates, which are communications directly via the Online Job Tour productions. Over the course of more than a decade, our research and this feedback has allowed us to continually hone our work to be as effective and efficient as possible.
Between 2013-2014 discussions with candidates revealed they are more confident and willing to pursue client careers after use of Online Job Tour, including their willingness to commit to careers upon their first arrival and only interview. Additionally, client on-boarding efforts are almost eliminated because new physicians and their families arrive to client areas with complete knowledge of them and with enthusiasm. This promotes both parties to get the physician licensed and working as quickly as possible.
In rare cases, physicians and other candidates indicate to our clients they do not need to visit their campuses or service areas before engaging in advanced discussions about careers.
We feel there are numerous reasons for the overwhelmingly positive responses from clients and jobseekers, which include how professionals today “grew up online” and are more willing to accept virtual content as reality, as well as improvements in our Online Job Tour productions, which now can reach 400 pages and 75 videos with 4 hours of video time.
Being able to bring a better interview visit experience to all jobseekers and their families additionally affords our clients to be far more selective while now motivated jobseekers are aware of their need to commit to jobs.
Particularly with studies showing many physicians listing “location” as their top career search criterion, our productions are promoting less need to offer wild sign-on bonuses to compel interest and commitment from jobseekers, because the productions sell them – not the financial incentives; this promotes a better long term placement because the physicians are where they want to be.
By dealing with pre-qualified candidates, we now believe clients can fill open positions in 33%-50% less time. Client HR professionals and recruiters cut time dealing with jobseekers by 50% or more because they no longer need to spend time educating and informing, but instead closing them. Orchestrated efforts of marketing Online Job Tour is providing compelling advantages regarding quality hires and even more solid long-term placements.
During his tenure at Lake Cumberland Regional Hospital, based in Somerset, Kentucky, Jason Scott, Director of Physician Relations, recruited 60 doctors – the most in Lifepoint Hospitals, Inc. during that time (50+ hospitals) After three years with Online Job Tour as his only recruiting product, Jason also had a 100% retention rate, which far surpassed the company average
While the success stories indicated on this page are not unusual, Promo Web Innovations makes no express guarantee of benefits and past experience is no guarantee of future success.
The Best Product: The successes of our clients, and our loyalty and repeat business from them, are no accident. They saw the results first hand and achieved benefits while we continually attempted to improve Online Job Tour through technology and market changes.
We have produced and continue to refine a turnkey innovation that almost works by itself, that merely needs to be placed properly and set in motion. Jobseekers follow simple instructions and almost naturally negotiate through our user friendly productions, and they are educated and influenced without realizing it. Online Job Tour is an asset for BOTH the client and the jobseeker. By transporting jobseekers to our client facilities and their service areas better than the limited and expensive real trip, Online Job Tour is far better than a short recruiting video or DVD, or referring jobseekers to a handful of websites that aren’t made for recruiting and jobseekers take time to try to hunt things down to sell themselves.
We are former sales professionals. We are writers. We are techies. We are passionate. We insist on delivering the best recruiting product to our clients to support their efforts to compete for the top talent and make great relationship. We make the best recruiting product.