In my previous post, I talked about why medical facilities and physicians should work with board-certified physician recruiters. Today I’d like to explain the different certification designations and what each one indicates.
The National Association of Personnel Services (NAPS) is the board that provides education and the certification process for recruiters. There are several types of recruiting certifications. Currently, there are more than 10,000 professionals designated as Certified Personnel Consultants (CPC) or Certified Temporary-Staffing Specialists (CTS) through NAPS, while more than 300 professionals hold both certifications. The Physician Recruiting Consultant (PRC) is a third certification that focuses exclusively on the nuances of placing physicians in both permanent positions as well as contract or locum tenens positions. These recruiters are thoroughly familiar with physician training, licensing, credentialing and referencing of physician recruiting laws and regulations. A recruiter is required to take either the CPC or the CTS prior to being allowed to take the Physician Recruiting certification. The NAPS certification helps recruiting professionals become knowledgeable about employment law, changing regulations, best business practices and the highest standards of ethics in the industry.
The CPC certification focuses on direct hire placement. If you are a physician looking to join a hospital or new practice, you will do well to find a recruiter who has studied and become certified in this field. Hiring managers for an organization will also benefit from the experience of a CPC/PRC combination.
CTS certifications pertain to recruiters of locum tenens placements. Physicians looking for locum tenens work or clients who want to fill contract or temporary positions will appreciate the specialized education of CTS/PRC-certified recruiters.
Certification also requires candidates to have experience in the field in which they desire to become certified, whether that experience comes through employment as a recruiter, manager, HR professional, or other related role. In the past, recruiters were required to have two years of experience in the field before working toward certification, but now even a new recruiter can begin the certification process. If your recruiter tells you that he or she is working through the certification process, you know that the person is making an investment to grow and excel in the profession.
When a recruiter is certified, he or she must agree to uphold the National Association of Personnel Services (NAPS) Standards of Ethical Practices and certification program rules. In addition, the recruiter must participate in continuing education programs and re-certify every three years. The continuing education requirement helps keep recruiters current with legal, business and related practices.
As I mentioned in my previous blog post, certification enhances the recruiter’s career and aids in professional growth. Those recruiters who achieve certification stand out from all the other recruiters, and have the advantage of knowledge that makes their job easier than the average professional. Though the path to certification takes additional effort, the end results are well worth it.
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”