Locum tenens recruiters who want their job descriptions to be noticed by providers should make them succinct but highly detailed. This may seem like an oxymoron, but that’s what providers say they want to see when browsing job listings on job boards or agency websites.
Locumpedia gained this insight recently after surveying nearly 500 registered candidates on our new locum tenens job board. Our simple, five-question study highlighted four locum tenens hospitalist job descriptions posted by four staffing agencies on Locumpedia. The survey removed any unique identifiers from the job description to prevent respondents from allowing preconceived notions to influence their answers.
We found that after removing an agency’s name, providers focused more on job transparency, benefits, and agency reputation. The results also gave us a framework to build the “perfect” job description that reduces the need for follow-up questions outside of “When can I get started?”
Let’s dive into what we found!
Question 1: Job Format
Hospitalist job No. 1 (“The Categorizer,” as we called it) featured a quick, one-sentence introduction and three sets of five bullet points separated by short subheadings. The description included the provider’s expected schedule, the number of shifts per month, the general location, and details about how providers are paid.
The description outlines that a recruiter would be available 24/7 should the physician need assistance, and lists specific awards the agency has won in a nod to its credibility.
Job descriptions 2 and 3 both feature most of the same job details, each has more than 10 bullet points, and the details aren’t categorized under specific headings, so requirements and benefits are grouped in a long list. We dubbed these jobs as Laundry List #1 and #2. These descriptions are more general about the location and don’t mention the agency’s awards.
Job description No. 4 was the shortest of the four. We called this one “Short, but Sweet?”). It featured a brief paragraph followed by five bullet points. The paragraph itself includes all the needed job specifics. It first specifies the location and it mentions the location once more. The description then lists the shift schedule and credentialing and licensing requirements. It didn’t touch on how the agency supports its providers through the credentialing and licensing processes as the others did.
So, which job description was preferred by our survey respondents?
- 50% chose No. 1 (The Categorizer)
- 22% chose No. 2 (Laundy List 1)
- 22% chose No. 3 (Laundry List 2)
- 6% chose No. 4 (Short, but Sweet?)
The Categorizer was the clear favorite. What does this mean for locum tenens agencies? Simply put, providers prefer jobs with an information hierarchy and descriptive headings that help them quickly scan the job details.
The second question attempts to understand the job details that resonate most with providers.
Question 2: What Stood Out?
Respondents said these job factors stood out the most:
- Detailed job requirements: 72%
- Agency reputation: 17%
- Assignment benefits: 11%
Job requirements overwhelmingly matter the most to providers. It might go without saying, but we’ll say it anyway – it’s important to clearly outline the specific responsibilities, qualifications, and expectations associated with the position. For locum tenens staffing agencies and facilities, this highlights the need to present comprehensive and accurate information regarding the job’s scope like clinical duties and any unique requirements.
Likely because this was a hypothetical exercise, the position location wasn’t identified as something that stood out. Nonetheless, location is certainly accounted for in the job requirements. Medical licenses aren’t portable and providers must have a valid state license to practice. In fact, all of the job descriptions except “The Categorizer,” specified a state license as one of the requirements, although it’s possible this agency could help the provider secure one.
The survey results also revealed that slightly more than a quarter of our respondents looked at the agency’s reputation and the assignment’s benefits ahead of the job’s core requirements.
“Agency reputation” was defined loosely with examples such as:
- Whether the agency is a NALTO member
- The agency’s size, which is often connoted with trustworthiness
- The agency’s awards, such as ClearlyRated’s “Best of Staffing”
A job’s benefits may include the number of admits they can expect each night, whether or not they will have to conduct rounds, pre-paid travel and hotel expenses, and details about how providers are paid.
Question 3: Features
Providers ranked these job features as most important:
- Patient volume: 38%
- Compensation method: 22%
- Shift length: 22%
- Agency support: 17%
A plurality of providers said they value patient volume. As many readers may be aware, 54% of physicians experienced severe burnout in the past year, according to CHG’s “State of Locum Tenens” report. That’s down from previous years but still high. Burnout comes in many forms: working long hours, seeing too many patients, and being forced to handle administrative tasks. Setting patient volume expectations can appeal more to a provider looking for respite from a permanent position’s challenging schedule and administrative demands.
Compensation methods and shift length were each chosen by 22% of candidates. Because locum physicians are independent contractors, they’re typically paid a higher rate than their hourly counterparts. Including “competitive pay” in a description can indicate that an hourly rate is negotiable and that the agency may help a provider earn that higher rate.
Detailing how soon payment will show up in their bank account and how long each shift will last can help a provider plan how they will pay their bills, how much time they’ll have to explore the area outside of work, and whether they will have free nights and weekends.
Finally, 17% prioritized how staffing agencies will support them during their locum tenens assignment. The choices for the third question seem to follow a common trend: Our providers like to feel cared for, too. Docs spend all of their time caring for others, but they need to know there is someone who offers them unwavering support.
Agency and facility support comes in many forms, but giving them undivided support helps sell to providers the idea that they are a top priority, that agencies understand their concerns over burnout, and have considered those things when partnering with different facilities on these assignments. A well-rounded job description for locum tenens assignments can emphasize these things while communicating the compensation method, payment schedule, and any negotiable aspects of pay to help providers plan their finances effectively.
Question 4: Length
In terms of length, candidates said:
- The more details, the better: 68%
- Brevity is best: 21%
- It doesn’t matter: 11%
These results show that the majority of providers want to see as much detail in a job description as possible. But two in 10 providers prefer them short and sweet. Each of the four descriptions we supplied included job details, and all but the last description, “Short, but Sweet?” had more than 10 bullet points detailing job requirements, benefits, and other reasons why candidates should choose to work with that agency.
The Short, but Sweet? listing included just five bullet points in total. Looking back to question one, we also see Short, but Sweet? received the least votes from our providers as the “preferred format.“
In the end, most providers appreciate the detail in each of these job descriptions, but 21% prefer a concise description and said they’d follow up if they have questions. Brevity, in this instance, doesn’t just mean “shorter job descriptions,” though. It means being conscious of the words included in a job description.
The job description’s length likely won’t be a deciding factor in a decision to apply for a job, but by taking the details that we know do matter and presenting them clearly and concisely, we can help give a provider what they need to feel informed enough to apply.
Question 5: Assignment Benefits & Perks
Respondents ranked the benefits and perks as follows:
- Fast and easy credentialing: 73%
- Housing and travel accommodations: 67%
- Weekly pay: 44%
- 24-hour access to a recruiter: 37%
- The agency has a portal: 32%
- NALTO membership: 21%
- Agency size: 11%
- Award-winning agency: 5%
The results from question five offer valuable insights for providers, staffing agencies, and facilities that engage locum tenens providers. The data shows us there’s a set of benefits that can significantly influence providers’ decision-making when it comes to job descriptions.
At the forefront of the top benefits for providers is their desire for streamlined credentialing, with a remarkable 73% of providers emphasizing its importance. The results highlight our providers’ challenges in credentialing and how much they value speed and efficiency.
Additionally, 67% of our providers surveyed prioritize complimentary housing and travel arrangements, indicating the importance of logistical support for a seamless transition to new assignments. Timely compensation also matters significantly, with 44% expressing their preference for weekly pay. Just over a third of candidates valued having 24-hour access to recruiters and their full support on all things related to their assignments.
Another third expressed interest in agencies’ online portals, demonstrating the importance of efficient digital tools for managing assignments, timesheets, paystubs, travel info, and more
Honestly, it’s somewhat surprising (in a good way!) that 21% of providers cared about an agency’s NALTO membership. In years past, NALTO was completely unknown to physicians. As the association has surpassed 100 member agencies, more and more providers are becoming aware of the importance of agencies valuing transparency and ethics in recruitment.
The size of the agency (11%), and whether an agency is award-winning (5%) are less critical factors, but they do influence decisions for more than one in 10 providers.
The Framework: TL;DR
From our survey, we can imagine a superior job description framework that demonstrates a clear summary of the job requirements, a high-level outline of the position’s benefits, and some kind of reference to the level of service providers can expect when working with a staffing agency.
The benefits of locum tenens often sell themselves — it gives providers greater professional flexibility, better work-life balance, and a golden opportunity to expand their networks, travel the world, and earn higher income.
The perfect job description should sell these value propositions and your agency to candidates. Based on our survey findings, Locumpedia recommends a job description framework that looks like this:
- A job title that stands out, rather than a boilerplate format
- Themed sections with subheadings and bullet points to make your jobs easier to scan for busy providers
- Include the following details of the assignment:
- Board certification and state licenses required
- Special skills or procedures
- Shift schedules
- Patient volume, if applicable
- Third-party validation, such as NALTO membership, distinctions, or awards to reinforce your firm’s professionalism and credibility.
- Important assignment’s benefits, such as:
- How compensation will be handled
- How your agency helps with licensing and credentialing
- Travel and housing/travel stipends
- How much support providers get from your staff
- Type of medical malpractice insurance offered
Bottom line?
Job descriptions matter. What’s included can be the difference between filling an assignment or prolonging the search and potentially losing a facility client’s business.
Compelling job descriptions can help attract new providers to a company. By following these tips and putting a little bit of care and consideration into each job posting, you can potentially elevate your listing over your competitors.
So, what do you think of these findings? Let us know on LinkedIn!
And if you haven’t tried Locums AI, our AI-powered locum tenens job description generator that helps you automate compelling job descriptions, give it a whirl. It’s free!
