Point of contact
We are organized by geographic territories so a single individual can handle your healthcare solutions contract for all specialties.Clinical practice description
We will ask you the questions necessary to build a clear picture of the opening and the type of physician you need.Expert matching
As we identify physicians with the skills, experience, and time available to meet your needs, we will present their CVs for your approval.Credentialing and privileging support
We will assist in the gathering of documentation to assist with your credentialing and medical staff privileging.Licensing
MSI assists physician for all licensing activities.MSI Medical Seolutions’s TCMS™ Services Profile
Medical Services International is designed to offer the maximum level of service to both our clients and candidates. Our success formula is simply attention to details partnered with attainable goals.
Based on the profile of your community and our mutually agreed upon candidate parameters, we begin our sourcing campaign. Sourcing is the lifeblood of our mutual success. Direct mail, creatively packaged, with a strong offer, and a clean mailing list remains the #1 “tried and true” channel to attract physicians. Other media such as telemarketing, journal advertisements, in-house database, individual networking and targeted job boards, are conducted on a nationwide scale.
We call it Client-Focused Search, and it looks like this:
- MSI is flexible in pricing and search method, in order to accommodate the client's objectives.
- MSI partners with every client to produce maximum results within parameters established by the client.
- MSI performs like a top-tier national retained physician search company, at half the cost.
- MSI delivers consistent, quantifiable, reportable results on its search efforts for all clients by email and our web based recruitment software.
- MSI is selective in its dealings with both clients and candidates – the association must be beneficial to both.
Medical Services International avoids placing itself in a position of over-promising and under-delivering; we must decline a search assignment if the practice opportunity is unattractive, under-compensated, politically charged, abnormally unstable, or perhaps too risky. Our rationale is simply to work with the best clients and the best candidates.
Additionally, we will enter into a search with the mindset of filling the opportunity – and not for a "quick hit" or hoping to collect some upfront fees and never anticipating success in actually finding a physician for the group. Our services are professional, extensive and effective, our interview to placement ratio for MSI is 2:1 - one of two candidates who interviews for our clients will accept the position.
Look at some of the popular methods used to search and discover what is missing from the equation:
Internal Recruiting/Human Resources - Internal people are well intentioned but often overburdened with searching for any and all openings within an organization, usually including all types of clerical and administrative support, and ancillary staff in addition to provider positions. They are normally stretched too thin, with too many pressing demands. It is commonplace that these individuals are neither market experts, nor specialty experts with physician practices, which hinders their abilities to source and screen the right people. They often recruit physicians and surgeons in the same manner they would recruit for secretarial openings within the facility.
Typical Contingency Recruiters - Contingency search simply means that there is no obligation, financial or otherwise, to a recruiting firm by a client unless the firm secures a physician for the client's open position. This is convenient and attractive for the client, because it is easy to enter into and get out of a search process...it offers maximum latitude for the client, and contingency search has some merits worth consideration. However, non-commitment works both ways. Contingency recruiters have no obligations to perform to any level with their clients and may abandon the client's needs at will, as is often the case, if something more lucrative appears on the scene. Typically, contingency recruiters send over what available CV's and resumes they have at the ready, disregarding candidate's qualifications and/or suitability for the opportunity. No real recruiting is actually done for any one particular client or position. Rather, unsolicited candidate referrals occurs where any promising candidate whether contacted or not is subsequently "shot-gunned" out to any and all clients with an immediate opening. Where the highest bidding client may or may not get the physician. Contingency recruiters have one loyalty themselves.
Typical Retained Physician Recruiters - Retained simply means that a medical organization will pay a retainer, similar to the retainer to secure an attorney, to have this recruiting firm engage service. For the top physician search groups, engagement fees are commonly well above $17,000, running up to $50,000 and higher - before a physician is even secured. Ultimately, a tail-fee is charged at the end of the search process for finally securing a physician - usually $20,000 to $30,000. Many retained searches go absolutely unfilled and abandoned, after the first 90 days of the search - very similar to a contingency search firm's efforts.
Learn More: Contact MSI to Learn More
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