Board-Certified Physician Recruiting, Part 3
Certification is a process that benefits the recruiter, the client, the physician, and the recruiting profession as a whole. In the first blog post of this series, I talked about why this certification is important to a physician or hiring manager. The knowledge that a recruiter absorbs in the certification effort pays big dividends to their candidates and clients, because they are the tops in their professional knowledge. In my second post, I outlined the various certifications and which specialties are most likely to benefit candidates and clients. In this post, I’d like to explain the process for a recruiter to remain certified, and how that assures you, as either a client or physician, that your recruiter has a strong working knowledge of today’s trends, legislation, staffing issues, and current events in the staffing profession. Certified recruiters are always the most educated leaders of the field.
To remain certified, staffing professionals must complete 50 hours of professional development or training experiences in each three year period after certification. The NAPS certification states that if the continuing education requirement is not met every three years, the recruiter’s certification rights will be revoked.
However, the continuing education can be met in a variety of ways. There is no standard procedure or specific course of study to retain the certification. This benefits recruiters as they can take advantage of the educational media and subjects that suit their individual growth plans, local issues, and specialized interests. Anything that recruiters learn to enhance their ability to perform professionally and serve their clients and candidates can be submitted for continuing education credit. For example, a recruiter might study personal productivity books or read industry-specific training magazine. Studying a book is worth 5 hours or .5 Continuing Education Credits (CEUs). Recruiters are expected to complete 50 hours of learning, which can be satisfied by a number of learning opportunities. They can complete classroom training, attend seminars or conferences, study training materials, or meet with industry experts.
These requirements ensure the public that the recruiter remains up-to-date on all aspects of his or her profession. Rather than just responding to industry changes, the recruiter becomes an industry leader who helps guide his or her clients and candidates through new issues in the field. These specialists have resources and knowledge at their disposal that go beyond the reach of the average non-certified recruiter. To answer the question – How do you choose a recruiting professional? The answer is ask if they are a board certified recruiter!
About Eskridge & Associates. Eskridge & Associates is a service disabled, veteran owned, small business (SDVOSB), recruiting Physicians of all specialties for locum tenens and permanent employment opportunities in hospitals and practices nationwide.
Bob Eskridge, CPC, CTS, PRC, CSP, CERS
Board Certified Physician Recruiter
Eskridge & Associates
Member – National Coalition of Healthcare Recruiters
Member – National Association of Personnel Services
“A Service Disabled, Veteran-owned, Small Business”