| in any other staffing profession, the physician recruiters | | | | in continuing education programs and re-certify every |
| too have a responsibility to understand the legal, | | | | three years. Secondly these certifications ensure that |
| professional, and technical aspects of the physician | | | | the recruiter will conduct the recruitment professionally |
| recruiting industry. When a recruiter begins the search | | | | in accordance with the highest professional placement |
| for a new physician, the recruiter should have the skills | | | | standards. The rigorous laws too lay down that in |
| and the knowledge to represent the medical fraternity | | | | order to remain certified, physician recruiters must |
| properly. In other words the recruiter should have all | | | | complete 50 contact hours of professional |
| the latest knowledge related to the medical community. | | | | development or training experiences in every three |
| The recruiter needs to match a physician with the | | | | year period after certification. If the required contact |
| proper job requirement and similar to any other | | | | hours are not met every three years, the |
| profession, manage hiring and retention issues with | | | | recruiter’s certification rights will be revoked until |
| specialized skills and experience. | | | | the credits are achieved. |
| While there are many job search recruiters and firms | | | | The recent Sarbanes-Oaxley regulations act has |
| in the physician recruitment industry, physicians and | | | | ensured that credentials in staffing due to its |
| organizations need to make sure that the recruiter | | | | specialized nature are given more credibility. However |
| they choose is board certified. This is understandable | | | | there are hiring organizations that do not pay heed to |
| since everyone view certifications as a mark of | | | | credentials, since their primary target is to recruit |
| excellence. Insisting on knowing if a recruiter is certified, | | | | physicians. But there are reasons why hiring |
| stresses the fact that the recruiter has taken time to | | | | board-certified recruiters is important. |
| study the body of knowledge that leaders of the | | | | The first and foremost of these reasons being: |
| physician recruiting industry, have firmly laid down as | | | | Able to answer the pertinent query posed by |
| tenets for this profession. | | | | anyone are your hiring sources credible’. |
| When a recruiter is certified, he or she must agree to | | | | Secondly the insurance provider of that |
| uphold the National Association of Personnel Services | | | | organization might question the staffing or recruiting |
| (NAPS) Standards of Ethical Practices and certification | | | | decisions, while the hirers need to justify that they are |
| program rules. In addition, the recruiter must participate | | | | utilizing skilled certified recruiters. |