Company overview

Learn more about how our vast array of solutions and best-in-class technologies are powerfully serving the healthcare workforce. 

Our brands

They say you can’t choose your family – but we did. We think you will, too. Our family of companies can tackle problems of any size, big or small. 

Our role in healthcare

Learn more about how we use our unrivaled staffing experience, best-in-class technology, and strategic consultation to help your organization succeed.

Executive leadership

Meet our team of executive leaders who are guiding our efforts to make life better for providers, patients, and healthcare organizations. 

Core values

See how our core values guide all our business decisions and drive us to find new ways to make life better for those we serve in the healthcare industry.

Community impact

Learn more about how we give back to communities both near and far through fundraisers, team activities, medical missions, and more. 

Solutions overview

See how we’re delivering customized workforce solutions that are doing right by our healthcare partners and improving how healthcare is done. 


Check out our suite of high-tech solutions that perfectly complement our high-touch approach to a future-ready workforce. 

Advisory services

We’re creating customized solutions that support cost containment, drive meaningful results, and pave the way for a more successful future. 


See how our experts draw from the industry’s largest locums database to deliver customized solutions such as locum tenens, permanent placement, and telehealth.

Advanced practice

Get insights into how our team of APP-specific experts use in-house credentialing and licensing to deliver the right candidate to your facility.

Allied health

Learn more about the process we use to connect your organization with qualified therapists, technicians, technologists, assistants, and more.


Find out what makes our nurse staffing truly stand out in the industry, and how we’re constantly looking for new ways to make the process smoother.


Tap into the nation’s largest network and deepest specialty bench of multi-state license providers to keep your virtual care strategies on track.


Visit our blog to get workforce insights, catch the latest company updates, and hear important stories from within the healthcare industry.


Get industry insights, workforce strategies, and more from our resource section. Each video, article, and tool has been created with your success in mind. 

Careers overview

Get the details on how a career at CHG fast-tracks your success and lets you play a role in helping 25 million patients receive care each year.

View jobs


Get all the details about our various locations nationwide. We have expanded our operations to better serve the needs of the healthcare community.


Browse our benefit and wellness programs and learn how our team handpicks the best options to support you as a whole person.

Diversity, equity, and inclusion

Learn about the DEI goals we’re embracing to make our company¬–and healthcare industry at large–a better home for everyone.

Learning and development

See how our award-winning team of trainers can help you develop new skills and pursue the career path that makes you feel the most alive.

Employee stories

Check out stories from our people’s lives that highlight how CHG supports personal growth and helps you make a positive impact in the world.


Learn more about how our commitment to workplace flexibility puts you in the best position to be happy, comfortable, and effective.

Talent network

Visit our Talent network page to apply for a job, communicate with our talent acquisition team, or refer someone else for a job at CHG.

Recruiting process

Learn more about our hiring process and how we seek out the best opportunities for you to make an immediate impact.

8 ways to reduce your days to fill

Physician smiling and standing outside in front of hospital entrance

When it takes too long to fill a physician vacancy, it not only affects patient care but also negatively impacts an organization’s bottom line. Each day without a provider in place has a cost, both in terms of inability to provide care and in lost revenue. The financial impact on your bottom line can be significant. An effort to reduce your physician hiring days to fill by only 5% can bring your facility millions in net revenue.

Altru Health System in Grand Forks, ND, has successfully recruited talented physicians in record time despite its rural location. We talked to Jennifer Semling, Altru’s manager of recruitment and performance, to learn more about the strategies she is using to reduce physician hiring days to fill while still ensuring a good fit.

1. Contact potential hires quickly

Recruiters at Altru are proactive about contacting applicants who show potential as quickly as possible. “We’re reaching out within the first 24 hours of receiving a candidate to set up that phone interview,” says Semling.

To make the process easier on candidates and eliminate wasteful back-and-forth communication, recruiters use Calendly, which allows physicians to self-schedule their interviews.

Semling admits that this approach can sometimes work against them. “I can’t count how many times I’ve heard, ‘You’re the first people who have set up an interview, but I have more interviews,’” she says. To compensate, she says recruiters — and sometimes even medical directors — stay in touch with candidates they’re interested in. It helps keep their experience with Altru at the top of their minds.

2. Use an applicant tracking system

While it sounds simple, implementing an applicant tracking system is one of the easiest ways to reduce your days to fill. It will keep you more organized and help you provide a better experience for candidates.

According to Emerson Moses, a board member of the Association for Advancing Physician and Provider Recruitment (AAPPR). “It’s a one-stop shop where you can go for all your activity. A tracking system is essential, so you have something to measure your work,” she says.

At Altru, Semling says they retired their old Word documents and spreadsheet system and now use PracticeMatch to track their applicants. They’re looking to eventually upgrade to an HRIS system that includes applicant tracking, but they plan to keep PracticeMatch because it’s a valuable sourcing tool.

Search smarter: Healthcare staffing technologies that can make your life easier (CompHealth)

3. Don’t make site visits a requirement

After the pandemic sent many interviews online, Altru decided not to require candidates to do a site visit before accepting an offer.

“If we feel strongly enough about a candidate based on the virtual interview and the vetting we’ve done, we’re not going to hold off and make it a condition of a visit. If they want to come and visit, we’ll support that, but we decide based on that virtual interview,” Semling says.

4. Move quickly on making the offer

By not requiring site visits, the process of making an offer can move quickly.

“We’re not going to wait and say, ‘Okay, we’ve got a few more candidates we’re still vetting. Let’s see what happens there.’ We move on making that offer,” Semling says.

“We don’t necessarily put in a hard deadline because we don’t want the candidates to feel pressured, but we also want them to know we’re going to continue to recruit until the position is filled, so there is a soft deadline there.”

Speed up your search: 7 ways to shorten the recruiting cycle for hard-to-fill physician specialties

5. Have open communication with stakeholders

To keep things moving quickly, recruiters keep open lines of communication with stakeholders, ensuring everyone is comfortable with the process.

“They know that if they get a candidate from us, we feel they’re a strong possibility. We may not know all the technical work that a surgeon does, the tools that they've used, or the types of surgeries, but we know this person is legitimately interested in our position, meets the requirements, and has their license,” says Semling.

She says recruiters typically ask internal stakeholders to provide feedback on candidates within 48 hours so they can make a quick decision about scheduling an interview or making an offer.

6. Get approval in advance

One thing that allows the recruiters and stakeholders to move quickly is that many details are confirmed before a job posting goes live.

“We have our contracts all arranged. We’ve got our compensation put together in advance. We have an approval process, so we know we have an opening. There’s no question about it,” she says. “We’ve got to have a clear definition of what our true, approved need is before we bring in a candidate.”

Attract the right candidates: 5 proven ways to attract top candidates to your community

7. Partner with staffing agencies

Altru keeps in touch with several staffing companies that work on contingency to increase the odds of filling a position faster.

“I like to have some of those contingent firms ready to go and the contracts in place because if we can fill it quickly, we will pay that fee, and there's no cost if we don't fill it through that firm,” says Semling.

She notes that this method is most successful when her team has a genuine partner relationship with the agency, which increases trust and the probability of receiving candidates who will be a good fit.

8. Know when to bring in temporary assistance

Sometimes, bringing in a new hire can take time, even after using all the above steps to speed up the process.

When a gap needs to be filled at Altru, Semling says her team puts together a request for a locum physician and a financial analysis. “When our departments start doing that exercise, they think about different ways they can cover. Sometimes other physicians jump in, sometimes we bring in APPs that can support and offload some of the work, and sometimes we just have to open a locum search to help provide coverage.”

Simplify your search: 5 reasons to use the same staffing agency for permanent and locum tenens jobs (CompHealth)

Persistence and patience pay off

Semling offers this final advice to recruiters looking to reduce physician hiring days to fill: “Sometimes you’ve got to think about different ways to get to the endpoint, so you might have to take some different paths. But be persistent and patient with the process, and don't sacrifice what you need to fill something quickly.”

Downloadable PDF

Thumbnail image of a PDF document that distills the 8 ways to reduce your days to fill article
Click image to download PDF

This article first appeared on CompHealth is a division of CHG Healthcare. Let us know how we can support your facility’s staffing needs. Give us a call at 866.588.5996 or email to learn more.

About the author

Alisa Tank

Alisa Tank is a communications coordinator at CHG Healthcare. She’s passionate about making a difference in the lives of others. In her spare time, she enjoys hiking, road trips, and exploring Utah’s desert landscapes.

See all articles from this author

Post Archives

Thanks. We received your message and one of our strategic advisors will contact you shortly.