When it’s time to expand your provider team, hiring the best Orthopedic Physician Assistant is critical.

The recruitment process needs to be as precise and detailed as the care your patients expect.

With patient health and office morale on the line, selecting the best qualified candidate to join your practice is critical regardless of if you’re seeking a seasoned PA or a promising new grad.

Navigating the hiring process this way will ensure you hire a physician assistant who not only meets the criteria but also enriches your provider team substantially.

Key Takeaways and Best Practices

  • Efficiently hire an orthopedic physician assistant by focusing on specific qualifications.
  • Streamline your recruitment strategy to attract qualified candidates.
  • Ensure the chosen physician assistant candidate integrates well into your team’s dynamics.
  • Invest in a recruitment process that respects both the medical professional’s time and the practice’s resources.
  • Understand that the right healthcare professional is crucial for maintaining and elevating patient care standards.
  • Embrace the gravity of the decision to hire a physician assistant and its long-term impact on your practice.

Why Hiring the Right Candidate is Critical to Your Organization

The quality of patient care and the strength of the team rest heavily on the shoulders of each PA you hire.

Recognizing the significant impact that a single hire can have on the dynamics of your organization is essential; it goes beyond individual competence – influencing workplace culture, team morale, and even financial stability.

Improve the Morale of Your Medical Staff

Expertly chosen employees do more than fill a role; they enrich the overall environment of your practice. They commit to the team in ways that add energy.

The American Academy of Physician Assistants (AAPA) has shown that when medical staff work alongside qualified candidates who demonstrate a genuine commitment and aptitude for their role, morale – consequently, job satisfaction, rises.

This harmony within the team ultimately translates into improved patient experiences.

Reduce Cost to Hire

Financial prudence in the hiring process is not just a temporary benefit, but a part of a strategic approach to maintaining the health of your medical practice.

By investing adequate time and resources into securing qualified candidates who align with your practice’s ethos – you reduce your cost to hire in the long term by avoiding the need to re-hire.

Healthcare recruitment experts agree – a high turnover rate is a cost-intensive cycle that can be mitigated by meticulous candidate selection. Less frequent needs for recruitment and training keeps expenses low and allows more funds to be allocated to areas that directly enhance patient care.

Integrating these insights into your recruitment strategy will serve as a strong foundation that supports not just the operational aspect of your practice, but the interpersonal and financial facets as well.

As you move forward, keep in mind that the individuals you choose to bring into your fold will play a substantial role in shaping the future of your healthcare services and your ability to foster a thriving medical community.

Build Your Ideal Candidate Profile

Remember the most important habit from the famous book, 7 Habits of Highly Effective People – start with the end in mind.

When you’re on the hunt for a new orthopedic surgery PA, it’s not just about filling the position – it’s about finding a candidate that embodies the expertise, cultural harmony, and the interpersonal dexterity to deliver top-tier patient care.

Think back through existing or previous PAs who have worked for you:

  • What was it about them that left you with such a positive memory?
  • Was it their work ethic, ability to care for patients, or calm demeanor when their day was stressful?
  • Write a list of attributes that would know are helpful to your workplace’s environment. Make it clear what skills you need a candidate to possess.

What Skills, Experience, and Expertise Do They Need on Day One?

Consider first who the new PA is supporting and the needs of your office before you search through a database of healthcare professionals.

What skills, extensive experience, or expertise do they need to have on day one at your healthcare organization?

This list can help you determine the type of experience, preferred skills, and amount of experience that you require. Some supervising physicians want to train specifically their way of doing things and would prefer someone with little experience at other healthcare jobs.

Others may have a heavy work load and need the candidate to do certain tasks on day one. They need someone who can offer a high level of care to patients from the start.

Building this list help you craft out the job description with very specific words that can be must have or optional items.

Your ideal physician assistant will arrive on day one with the required technical skills and experience. They should be ready to jump into action – navigating treatment plans with precision and providing follow-up care without missing a beat.

Create a written representation of the key skills and qualifications required for a top-notch orthopedic physician assistant – including expertise in diagnostic imaging, surgical assistance experience, patient education, rehabilitation support, etc.

Identify which of these attributes are must have, nice to have, or something that you can train the right person to do. Then, specify your requirements in your job description.

Consider Using AI to Sort Through Incoming Resumes and Cover Letters

Using artificial intelligence software, you can specify keywords in an applicant’s resume or cover letter. These keywords can be related to education level, soft skills, software knowledge, etc.

As specific as you want to be, you can train your AI to be. However, be careful heavily filtering candidates with keywords. You may miss many candidates who are highly qualified for the position who just didn’t happen to phrase their experience the way you imagined or the way you programmed your AI.

Identify Your Corporate Culture – Especially if Assigned to One Surgeon

A cultural fit is the glue that binds your medical team together. It’s crucial when your new hire will work closely with patients under the direction of the orthopedic surgeon.

To find a physician assistant who will mesh with your culture, think about the values that define your practice. Are collaboration and openness non-negotiable? Does your workplace thrive on continuous learning?

Define what your practice stands for – then, you can identify it, communicate it, and interview for it.

What Soft Skills Does the Orthopedic Physician Assistant Need?

Now, beyond technical prowess like knowledge of software and procedures, you must sift through qualified candidates to highlight those with exceptional soft skills like empathy, communication, teamwork, problem solving, work ethic, and more.

These skills are the backbone of patient care and the cornerstone of trust within your team. Identify candidates who demonstrate the required soft skills, as they are more likely to fit within your practice and stay over the long-term.

Keep your eyes on the goal: your ideal candidate profile is your compass in the sea of potential hires. Use it to navigate towards that perfect fit who will not only meet but exceed the expectations of both your team and patients.

Soft skills are also important for interacting with other employees at the practice and interacting with patients. If you want great Google reviews and reviews left elsewhere with good feedback, you need the kind of staff that is so supportive and caring that someone would take the time to write a positive review.

Assess Your Social Reputation

Having spent some time considering what the ideal candidate looks like – also understand that the ideal candidate will do the same with your business.

The digital era magnifies the importance of an organization’s social reputation. With social media and the ability to complain anonymously, no practice is immune from unhappy patients, prior staff, or current employees (pretend, exaggerated, or honest).

The wide range of sentiments expressed online by patients and medical staff play a significant role in the physician assistant job market. As an employer, understanding and managing your reputation can be a critical component of the recruitment process.

What are Your Patients Saying About Your Practice and Practitioners?

In the healthcare industry, patient care is at the forefront of every decision. Patient outcomes matter when it comes to medical care.

Prospective physician assistants are keenly aware of this – often turning to patient reviews and testimonials to get a sense of the quality of care provided by your organization. They want to make sure they are joining the ranks of a winning team.

The insights PAs get from reading reviews of your practice can be an invaluable resource – offering a window into your healthcare practice from the patient’s perspective.

Consider this feedback as powerful leverage in the hiring process for your next healthcare professional — positive reviews can attract top talent while highlighting areas of improvement, while poor reviews can be what the candidate uses to not move forward in the hiring process.

If you are not already doing so, review your online comments and rating on public sites like on your Google Business Profile or through a website such as Healthgrades.

What are Your Employees Saying About Your Practice?

Have your checked your reputation on sites such as GlassDoor?

The voice of your medical staff can echo throughout the healthcare community. They may be talking online about your practice settings and company culture.

Employee testimonials are a testament to your work environment and can significantly influence a candidate’s perception of your practice.

A positive endorsement from current or former staff can enhance your employer reputation and make your physician assistant job opening more appealing.

In contrast, negative feedback can deter potential applicants.

Transparency in the recruitment process assures candidates that they are making an informed choice about joining your team, potentially leading to long-term engagement and retention of quality medical staff.

Here are a few real comments from employee reviews of an existing Orthopedic practice:

Most doctors and staff are great, but management makes it a difficult place to work.
Completely disorganized.
Do not work there if you don’t want to be constantly stressed.
Work at this place is not as bad as people think.

If your practice has comments or reviews that are negative, it is important to address them if you can. Showing that you respond to negative feedback is a great way to gain back a good reputation when someone attempts to derail your practice’s success online.

Write a Non-HR Job Description

When looking to hire a PA, your job description will help attract candidates. and provide the first insight prospective qualified candidates have into your organization.

The better your job description, the less unqualified candidates that will apply.

You will also receive resumes and cover letters that give you solid insight into candidates based around the needs of specific healthcare facilities.

Also, a well written job description will help attract top candidates who are better suited for the role.

It’s your opportunity to stand out in a sea of job openings and attract candidates who are better suited for your opening.

Remember, a job posting is really an advertisement and the description should include a summary of the practice, location, and role.

To craft a physician assistant job description that speaks directly to what these professionals seek, it’s imperative to delve deeper than the usual corporate speak. Let’s look at some basic items a Physician Assistant job description should include.

Include Details and Benefits That Candidates Want Most

Today’s healthcare professionals are looking for roles where they can make a real impact—not just follow protocols.

Your job listing should paint a vivid picture of how a physician assistant will contribute to patient care, collaborate with the team, and develop their skill set within the context of your facility.

Remember, they are interested in how they can grow professionally and personally while being part of your mission. Let them know what additional physician assistant training your practice may offer as a benefit.

Compensation, Work/Life Balance, Benefits

Transparency in a physician assistant job description is crucial; clarity around the physician assistant salary range is key.

Including a salary range helps candidates gauge what they can ask for so that both parties have mutual expectations.

With the current focus on work/life balance, it is also beneficial to highlight flexible scheduling, on-call expectations, and opportunities for personal time.

Finally, an attractive benefits package can often be the deciding factor, so be sure to focus on any unique perks or strong compensation elements such as health insurance, retirement plans, professional development allowances, and perhaps wellness programs that your facility offers.

Emphasizing these aspects can make your offer stand out and help secure the interest of the best qualified candidates.

Sell Your Practice to Potential New Hires

Use your job description as an opportunity to toot your horn. Do you have great reviews? What is your scope of practice? Do you offer exceptional care in an area such as primary care, postoperative care, urgent care, wound care, or surgical procedures?

Are you listed as a top doctor in your specialization? Identify items that bring praise to your practice generally indicate a practice where people want to work.

Don’t be shy telling prospective candidates that you have achieved excellence!

Post to Job Boards

Job posting in todays digital age is a must. Many advanced practice providers will fill the majority of their jobs through job postings, but often the posting is not enough.

Why? Estimates are that some 70% of potential candidates are not looking for a job through job sites. There is a physicians assistant and physician shortage in the United States.

If your practice isn’t getting a great response to your job posting there could be a few different reasons.

One reason is that you practice fails to meet one of the three key qualifications that PAs look for: Location, Salary, and Specialty. While orthopedics is a top specialty – bad salary or location can result in either poor candidate flow or an inability to get candidates to accept the job.

Always Be Recruiting

Finding qualified individuals in a day is not easy. When you are looking for a new PA, you need a ready candidate pool and when you need an orthopedic Physician Assistant it is great to already have in place a pool of possible candidates.

As you develop your professional reputation, constantly connecting with candidates can play a vital role.

Consider adding a Nurse Practitioner job posting to double your candidate pool size.

Also, talk to your existing staff and ask if they know any Physician Assistants they would recommend. Attending job fairs at local PA schools can also be a great way to find an orthopedic physician assistant.

Respond to Your Candidates

When you’re looking to recruit a stellar physician assistant for your medical team, remember that the recruitment process is a two-way street.

Your ability to engage and maintain a timely candidate response can make all the difference – even if it is just an email letting them know they are not qualified.

From the moment a resume is received to the final stages of extending an offer, every interaction you have with potential candidates should reflect the professionalism and urgency.

Let’s face it, physician assistant jobs are in high demand, and the top candidates will likely have multiple options. That’s why tactful and prompt communication is key. It shows that you not only value their time but are also eager to involve them in your team.

Whether it’s a confirmation email for a received application or a friendly reminder about upcoming interview, being on the ball can set you apart as an employer of choice.

“A speedy response is a sign of respect and interest. It makes you stand out as an employer and can speed up the entire hiring process.” – The Effective Recruiter

  • Analyze each application and acknowledge receipt within 24-48 hours.
  • Be clear about the next steps, offering convenient interview slots to show your flexibility.
  • Take the time to answer any questions thoroughly, adding a personal touch to your replies.
  • Follow up promptly after interviews to keep candidates in the loop regarding their status.

In the competitive hunt to recruit the best talent for a physician assistant job, your timely and thoughtful candidate engagement can transform the application experience, ensuring that you attract and hire the best potential candidates for your practice.

Get Ready for the Interview

As you approach the final phase in the recruitment process for a new physician assistant job, setting the stage for an effective interview is critical.

The quality of your preparation can significantly influence the hiring process, helping to identify the best fit for your medical staff.

Here’s how you can prepare to make the interview a resounding success.

Have a Schedule for the Interviewer

Maintaining a strict schedule is a sign of respect and efficiency. It demonstrates to the candidate that their time is valuable, and you’re serious about the hiring process.

Plan the interviews beforehand – allocating ample time for each segment of the meeting, including introductions, office tours, and the interview itself. This organization is a key component of successful interview preparation.

Alert the Front Desk Staff

Your front desk staff are the first point of contact and play a pivotal role in creating a welcoming atmosphere for potential medical staff members.

Ensure they’re aware of the interview schedule so they can greet candidates warmly and direct them promptly, contributing to a seamless experience from the moment they step into your facility.

Ensure the Staff Can Clear Their Schedule and Focus on the Candidate

Distractions during the interview process can detract from the meaningful engagement with the candidate.

Guarantee that the staff involved in the interview can focus entirely on the potential new hire without interruptions. This allows for thorough assessment and shows the candidate that they are a priority in your physician assistant recruitment efforts.

Consider Using Behavioral Interview Questions

To gain deeper insight into how candidates might perform on the job, incorporate behavioral interview questions.

These questions aid in understanding a candidate’s problem-solving skills, teamwork capabilities, and how they’ve handled patient care scenarios in the past.

Preparing these types of questions is an integral aspect of your interview preparation strategy, ensuring a more holistic evaluation of the candidate’s fit for the physician assistant job.

Build a Detailed Job Offer

When it’s time to extend a physician assistant job offer, being precise and thorough can make all the difference.

A well-crafted offer presents the full magnitude of what you have to present and expresses your level of interest and commitment to the candidate.

Let’s delve into the elements that can turn a standard offer into an irresistible opportunity for top talent in the medical field.

Candidates Want Important Details

It’s essential for candidates to grasp the full scope of what the role entails and the rewards it offers.

They are not interested in mundane details about how many pounds they must be able to lift.

Whether it be the salary range, compensation package, benefits, schedule, call, or employment terms, your transparency can foster trust and generate enthusiasm for becoming an integral part of your team.

Here are the strong components of an offer letter:

  • Salary Range: Clearly outline the compensation with figures or ranges, as well as any potential for bonuses or raises. When it comes to variable compensation (Bonus, etc), explain what the level of input by the candidate is to get the bonus. Nothing is more frustrating than thinking you will get a bonus only to find out that something out of your control is preventing you from hitting the bonus thresholds.
  • Compensation Package: Describe the full compensation package, including any monetary and non-monetary benefits such as continuing education allowances or professional development opportunities.
  • Benefits: Specify the benefits available, including health insurance, retirement plans, and any unique perks that your institution offers.
  • Employment Terms: Detail the role’s expectations, work hours, shifts, coverage specifics, and any flexibility offered.
  • Detailed Job Offer: Include clear information about job responsibilities, reporting structure, and advancement opportunities within the organization.
  • Sample Employment Contract – Include a sample employment contract (if you use one) with the offer. This allows the Physician Assistant to fully evaluate the terms of employment.

By presenting a comprehensive and detailed job offer, you show the candidate that you are committed to their long-term success and happiness within the practice. This approach sets the stage for the future growth and engagement of your new employee.

Be Willing to Negotiate

In the realm of healthcare recruitment, particularly when aiming to hire a skilled orthopedic physician assistant, it’s paramount for your practice to remain adaptable during the offer negotiation phase.

Understand that the hiring process is not solely about you finding the right candidate, but also about them discovering an employer who acknowledges their value and expertise.

Your number one candidate will likely have multiple job offers on the table, making it imperative that you are ready to negotiate terms that are mutually beneficial.

Expect Your Number One Candidate to Have Multiple Job Offers

With the ever-growing demand for medical professionals, those in the physician assistant job market, especially the most qualified candidates, often find themselves evaluating several proposals.

Recruitment for such positions should not only be expeditious but also should account for this reality.

When you come across a potential match for your facility who fits the bill perfectly, bear in mind that a rigid physician assistant salary or inflexible work conditions can tip the scales away from your offer. Instead, your readiness to negotiate can significantly elevate your attractiveness as an employer.

Engaging in offer negotiation is much more than just hammering out the numbers; it’s about demonstrating respect for the extraordinary capabilities the candidate brings to the table.

By showing a willingness to adjust job offers, be it salary or additional benefits, you convey a clear message: you value your medical staff and their contributions to patient care.

Therefore, as you navigate the delicate nuances of recruitment, remember that the art of negotiation may well define the success of your hiring process.

Consider a Dedicated Physician Assistant Recruiter

At any one time, most well qualified candidates are not actively looking for a new job.  That means that no matter how well you execute a job description and posting strategy, your job will not be seen by 75%+ of the most eligible candidates.  To get your job in front of candidates, consider hiring a Physician Assistant Recruiter.  Physician Assistant Recruiters learn and understand your specific requirements and can leverage their pool of candidates for people who are willing to consider a new opportunity.  A second reason to work with a recruiter is that Physician Assistant Recruiters speak with candidates every day and actively look for medical practices for those candidates.  When you have a relationship with a recruiter, expect proactive calls when a great candidate pops-up.  Never miss the opportunity to say yes to the very best candidates!

Are you ready to hire a standout orthopedic Physician Assistant?  Click here to schedule a quick call to see how Linkpas can help.

FAQs

How Do I Ensure I’m Hiring the Right Orthopedic Physician Assistant?

Your recruitment process should involve a rigorous assessment of the candidates’ ability to provide patient care, manage treatment plans, and integrate into your medical staff while aligning with your practice’s values.

Why Is It So Important to Hire the Right Candidate for My Organization?

Hiring the right healthcare professional not only improves patient care but also positively impacts the morale of your medical staff. This alignment with your team and values helps to reduce the cost to hire by minimizing turnover rates and training costs for new recruits.

What Should Be Included in a Physician Assistant’s Job Description?

A comprehensive physician assistant job description should detail the necessary skills, experience, and qualifications – from managing patient care plans to conducting follow-up care.

It’s also essential to include expectations related to soft skills and cultural fit, especially if the assistant will work closely with a specific orthopedic surgeon.

How Can My Organization’s Reputation Affect the Recruitment Process?

The reputation of your practice is crucial as potential candidates often assess patient and employee testimonials to gauge job satisfaction and the quality of care provided. A positive social reputation can attract better-qualified candidates to your physician assistant job openings.

What Information Should a Non-HR Job Description for a Physician Assistant Include?

Beyond standard duties, a non-HR job description should outline elements most valued by candidates – such as impact on patient care, team integration, physician assistant salary, work/life balance, and benefits packages. Providing this information helps to attract qualified candidates who are looking for a fulfilling role within your organization.

How Should I Respond to Candidates During the Recruitment Process?

Prompt and clear communication with candidates is key. Respond quickly to applications, answer questions they may have about the position, and provide timely updates on their application status to keep high-quality candidates engaged and demonstrate that you value their interest in the role.

What Are Some Best Practices for Scheduling and Conducting Interviews for a Physician Assistant Position?

To conduct effective interviews for a Physician Assistant role, create a structured schedule, inform your front desk staff to ensure a welcoming experience, and ensure that your interviewing staff can focus on the candidate without distraction. Utilize behavioral interview questions to gain insight into how candidates may handle real-life scenarios they will encounter on the job.

What Details Should be Included in the Job Offer for a Physician Assistant?

A detailed job offer for a Physician Assistant should include all facets of the role and employment terms, such as a clear salary range, comprehensive benefits package, work expectations, and career progression opportunities. Transparency in the job offer is crucial for setting mutual expectations and contributes to a smoother onboarding process and long-term satisfaction.

Should I Be Prepared to Negotiate with Potential Physician Assistant Candidates?

Absolutely. Be prepared for your top candidates to potentially have multiple job offers. Flexibility in terms of salary, benefits, and work arrangements can be crucial in securing the right candidate for your practice. Willingness to negotiate reflects a commitment to value and invest in your medical staff.

 

 

 

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Having the right physician assistant recruiter on your side can help you land a position with a great salary in a town you’d love to explore.

 

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