Why Are Certified Physician Recruiters the Best Choice?

Physician recruiters are responsible for understandingemployment law and regulations, business situations,
the legal, professional, and technical aspects of thestandards of business practice and certification
physician recruiting industry, just as with anyprogram rules. The CTS examination will test
professional. When a hiring manager begins the searchcandidates on their knowledge of discrimination law,
for a new physician, or a physician chooses to embarkfamily leave, ADA, drug testing, joint employee,
on a job search, they need to be able to rely on thecontract issues, standards of business practices and
physician recruiter to have the skills and knowledge tocertification program rules. The PRC examination
represent them properly. The ability to match acovers such subjects as physician training, licensing,
physician with the proper opportunity and to managecredentialing and referencing of physician recruiting
hiring and retention issues requires specialized skills andlaws, and regulations. Candidates who seek the PRC
experience. While there are many job search firmsdesignation must complete two exams to qualify. They
and recruiters in the field, not all recruiters are createdmust pass either the CPC or CTS exam, along with
equal. There are relatively few barriers to entry inthe PRC exam.
becoming a recruiter. With so many choices, how canWhen a recruiter is certified, he or she must agree to
physicians and organizations find the best recruiter foruphold the National Association of Personnel Services
their job needs? Make sure they are board certified!(NAPS) Standards of Ethical Practices and certification
The business community, and the industry as a whole,program rules. In addition, the recruiter must participate
view certifications as a seal of excellence. In Fortunein continuing education programs and re-certify every
magazine's July 20, 1998 issue, they recommendedthree years. The continuing education requirement
that one way to choose a recruiter is to ask if they'vehelps keep recruiters current with legal, business and
been certified. Board certifications tell clients andrelated practices. To remain certified, staffing
physicians that the recruiter has taken the time toprofessionals must complete 50 contact hours of
study a body of knowledge that the leaders of theprofessional development or training experiences in
physician recruiting industry have determined to be theeach three year period after certification. If the
crucial knowledge for this profession. The certificationscontinuing education requirement is not met every
can reassure clients that the recruiter will conduct himthree years, the recruiter's certification rights will be
or herself professionally; certification provides therevoked until the credits are achieved. The continuing
knowledge and the guidelines to perform according toeducation expectation requires recruiters to complete
the highest professional placement standards.50 hours of learning, which can be face-to-face
Certifications hold the industry to a higher standard, astraining, conferences, training materials, or even
well as the individual. "It is imperative that everyseminars with industry leaders.
recruiter understands the laws that govern ourYears ago, recruiters were required to work in the
industry," says Conrad Taylor, President of the Nationalindustry for two years prior to being certified. Now,
Association of Personnel Services (NAPS).recruiters can work toward certification as soon as
Today, more than any other time in the history of thethey begin the job. Anyone can begin learning the
staffing profession, credentials are well-recognized inknowledge base for certification from day one. This is
the industry. The idea of credentialing is being givenprovides new recruiters with the benefit of credibility
more credibility. This has come about throughfrom the start, as they can explain to clients that they
recognition of the specialized nature of staffing, as wellare going through the certification process developing
as recent regulations such as the Sarbanes-Oxleygood habits from the beginning.
Act.As certifications become more common and
However, some hiring organizations may not carewell-regarded, those recruiters who have become
specifically about using a recruiter with certifications;certified can serve as ambassadors for the
they are just looking for physicians. They mightcertification program. "I always let my clients know that
question why they should use certified recruiters.I'm a certified recruiter," says Taylor. "It's a symbol of
There are several specific reasons why hiringexcellence that gives credibility. It also instills the value
board-certified recruiters can prevent problems.of personal accountability that you've got to deliver to
Hospitals and organizations must be able to answeryour clients." Many physician recruiters now designate
the question, "Are you using outside sources that aretheir certification levels on their business cards or on
credible?" The rigorous education requirements forconference name tags. It's important to note that not
certified recruiters ensure that the organization isall professionals understand a designation such as
working with a reliable, credible provider.CPC or CTS, and that the certified recruiter may have
Additionally, organizations are taking a risk that theirto educate clients or colleagues. If a recruiter lists that
insurance provider might question the staffing orthey are a "Certified Personnel Consultant", he or she
recruiting decisions. They might have provideis more likely to entertain questions about the
justification to an insurance provider on who they'recertification than if the designation is simply CPC.
using, and being able to show that they've utilized theBoard-certified recruiters have a responsibility to help
skills of certified recruiters will help in justifying theireducate others on the certifications of their profession.
choices.The entire industry is helped by helping physicians and
Finally, using certified recruiters will help the entireclients know what to look for in board-certified
staffing industry, thus giving clients access torecruiters, as well as helping other recruiters
professionals who are held to high standards. Untilunderstand how they can enhance their skills and
organizations are accountable for professionalknowledge to remain at the top of the game.
standards through regulation and certification, anythingThe future of staffing profession certification will be a
goes. It is important for recruiters to adhere totime of change. Recruiters must respond to new
credentials and best practices, but it is also importantchallenges in the profession as a whole. Retention is a
to become a member of trade association where thelarge issue in the physician field; the challenge for talent
recruiters are answerable for their behavior andaffects the ability of recruiters to find the best
business practices.placement for a client. For every ten professionals
Since 1961, the National Association of Personnelwho leave the workplace, only four or five physicians
Services has been certifying recruiting and staffingare replacing them. Certified physician recruiters can
professionals nationally. Today, there are more thanhelp alter outcome if they precipitate discussions with
10,000 professionals designated as Certified Personnelclients on retention issues and best practices, while
Consultants (CPC) or Certified Temporary-Staffingproviding solid advice on managing the workplace to
Specialists (CTS). Over 300 professionals hold bothminimize attrition. Those recruiters who are certified
certifications, since the market and demand dictatesthrough NAPS have the advantage of a wide network
more blended capabilities in recruiters. NAPS alsoof information and resources to remain on top of
offers the first staffing specialty certificationcurrent issues and trends. To address the retention
designation, the Physician Recruiting Consultant (PRC).issue, NAPS has most recently added a fourth
NAPS certification initially provided a vehicle forcertification:Certified Employee Retention Specialist
self-regulation in the staffing profession, helping(CERS). This certification is based on the
professionals stay abreast of current legal laws, ingroundbreaking work of Roger Herman, Joyce Gioia
addition to providing ongoing training and education. Theand Tom Olivo in the book "Impending Crisis: Too Many
association now provides the opportunity forJobs, Too Few People."
professionals to expand the industry knowledge baseCertified recruiters can be a source of guidance and
in employment law, changing regulations, best businesscounsel for HR professionals and hospital
practices and the highest standards of ethics.environments as they work with personnel issues.
There are several different certifications offered byWhen a physician leaves one practice to join another,
NAPS. The CPC certification focuses on direct hirethis career decision affects them deeply - especially if
placement, CTS certifications pertain to recruitersthey are relocating. By making sure procedures are
specializing in temporary or contract staffing (e.g. locumfollowed when a physician is hired, and by making sure
tenens), and the focus of PRC is the skills on thethat no steps are missed during the process,
physician side of the business. The CPC and PRCphysicians are assured of a smooth transition and a
candidates should be experienced in direct hirefavorable impression of the new organization. Ongoing
physician placements. They might obtain thisreviews of the situation, with both the client and the
experience through roles as an owner, partner,physician, can help uncover problems with the position
manager, recruiter, placement consultant within athat are more easily resolved if caught early on. The
private firm, or corporate human resources orphysician recruiter is a key part of retention and
employee relations professional within a largesatisfaction in the client/physician relationship.
corporation. CTS and PRC candidates should beIn fact, board certified recruiters can be seen as the
experienced in physician temporary/contract staffing.ultimate professionals in the personnel arena. Just as
Roles that provide this experience include owner,someone would go to an accountant for tax issues or
partner, manager or staffing professional working fulla mechanic for car problems, if someone has staffing
time in a temporary service business.questions, they should call their recruiter. By calling a
Individuals seeking the CPC, CTS or PRC designationcertified recruiter, the caller is assured that they are
must display their knowledge of the content of thecontacting a professional who has gone the extra mile
applicable manual written for the NAPS certificationto learn all he or she can about the profession. The
program. After studying the knowledge base for theclient is working with a true professional with high
desired certification, the recruiter must take an exam.standards and an up-to-date education about the
The CPC examination will test candidates onindustry.