Hiring Firing

Here are four physician recruitment and retention related trends you can expect next year, and what your practice can do to stay ahead of the curve.

Make sure the locum tenens staffing company your medical practice is considering provides these three essential services to better protect your business.

Physician recruitment for private practices will only become more challenging in the years ahead. Use these three strategies to improve your recruitment efforts.

Your front office is the face of your practice, therefore, it should be a top priority to hire and retain quality staff members.

The most important factor in hiring your next practice manager is matching the style of that manager to the needs of the medical practice.

Noteworthy items from Physicians Practice.

Locum tenens physicians can do a lot more for your practice than fill in for physician vacancies. Here's why.

Physician practices must prepare for more patients. One not-so-new idea that has merit is hiring more nonphysician providers.

When you are looking to bring in a new hire to your medical practice, are you comfortable with how you screen? Here is a great addendum to your current process.

Locum tenens physicians share their tips for how practices can ensure a smooth transition when using temporary physicians.

Despite training and numerous resources on good customer service, the opposite occurs regularly in medical practices. Here’s my theory why.

When hiring for your medical practice, you want staff to treat patients as if they were the patient themselves. Here are three traits to look for.

Recruiting new physicians is challenging due to healthcare reform and the physician shortage. Here's how to make your practice stand apart.

At many medical practices the risk of employee turnover is high. Here are four ways practices can better retain staff.

Why prioritizing personality and cultural fit is becoming more important when hiring at medical practices.

When you are letting someone from your staff go, you must exercise caution.

The secret to getting reimbursed from federal and private payers for temporary physician coverage isn't such a secret after all.

When you are on your way to burning out, and if you can't add a new hire to your medical practice, at least learn to delegate.

You should only be adding exceptional people to your practice. Here’s how to find and hire them.

The most successful medical practices in the future will be those that prioritize finding and cultivating physician leaders.

Is it appropriate for health systems to conduct random drug and alcohol testing of doctors, as well as after adverse patient outcomes?

Medical practices must screen prospective providers to identify those excluded from federal healthcare programs.

Legal interpretations on corporate social-media policies are in flux. Here's what you need to know to keep your practice safe.

How to use an orientation program to position new physicians for success at your medical practice.