RSSAuthor Archive for Lori Schutte, MBA

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Lori Schutte is president of Cejka Search, a nationally recognized physician and executive search organization providing services exclusively to the healthcare industry for more than 25 years. Lori brings extensive healthcare and operational experience to the Cejka Search Division, including the development and implementation of strategic plans, team building, and client relationship management and program development. Lori joined Cejka Search in 2004 as vice president of client services. In this role, she was responsible for defining and executing initiatives which were vital to successful service delivery by providing strategic direction, guaranteeing internal performance and quality standards, and exceeding client expectations. Lori was presented with the Cejka Search Leadership Award in February 2010 in recognition of her outstanding service to the organization during 2009. Prior to joining Cejka Search, Lori was vice president of Mid-America Transplant Services in St. Louis. During her 15-year tenure, she managed the development and implementation of organ and tissue donation systems within a hospital setting and is a recognized leader in the organ procurement community. Lori holds a Master of Business Administration degree from the John M. Olin School of Business at Washington University in St. Louis, and a Bachelor of Science degree from Saint Louis University.

Will forcing docs to work full-time take pressure off the shortage?

Dr. Karen Sibert’s recent New York Times Op-Ed has been raising some eyebrows in the medical community. In her article, Dr. Sibert contends that physicians (particularly female physicians) should practice full-time to help meet increasing shortages. Dr. Carolyn Anderson, a contributing writer for the Huffington Post, recently published a response to the article, arguing that obligating physicians to work full-time is a “band aid solution” to meeting shortages and only results in burnt-out doctors.

Evidence from the Physician Retention Survey we conduct annually with American Medical Group Association shows that providing flexible work options for doctors is key to keeping them employed through all stages of the career cycle. Part-time options are a viable solution for keeping more physicians in practice, while providing them the chance to lead well-balanced lives. 

What do you think? Would requiring physicians to work full-time help meet shortages while still providing quality care?

The candidate’s face on Facebook: Should a hiring decision be based on social media conduct?

Would you hire a physician who posted questionable photos or comments relating to his or her personal activities on a social media site?

With escalating frequency, hiring managers are confronted with information about candidates that pushes them into uncharted waters. Do you know what information you can legally, ethically, and practically consider as part of your hiring decision?

Sharpen the tools in your interactive recruitment marketing kit

In the physician recruitment cycle, we are at a critical stage when residents and fellows who completed training in 2010 have started practicing, and the members of the class of 2011 have started searching for their dream jobs in earnest. Our current Cejka Search focus group of 2011 residents and fellows revealed that more than half of residents and fellows have already started, or will begin, to interview before the year’s end, and more than one-third say they hope to sign a contract by that time.

The urgency for reaching out to these young recruits is high, and the channels with which to reach them are diversifying with every new technology that emerges. Manhattan Research stated that the “professional use of smartphones and online user-generated content are no longer early adopter activities of a tech-savvy few; these types of activities are the norm for the majority of physicians today.”


The deciding recruitment factors: Location, environment, compensation

It is an honor to be asked to share my opinions with HCPro’s readership, and I look forward to sharing my thoughts and ideas with you over the next year. Our time together will be more interesting if we dialog about topics of interest to you, so please feel free to share your opinions and ideas. Since recruitment is what Cejka Seach does, I thought I would begin by sharing some thoughts about the state of recruitment today.

A wise consultant once told me that the odds of filling a physician opening were significantly influenced by three factors: the location, the practice environment, and the compensation package. To be successful, two of these three factors must be in your favor. This leads me to ponder two questions – What can we control? What can we change?