When it comes to the process of physician recruitment, it can be difficult to find ways to stand apart from your competition.
Whether you’re a seasoned recruiter looking to sharpen a refined skill set or taking your first step into the field, there are a few key factors that separate good recruiters from great ones. Read on to learn how to reduce costs, manage client expectations and create a finely-tuned system of successful recruitment methods that benefit you and your business for years to come.
1. Know what you have to offer, and operate inside those perimeters
Before ever beginning to court a potential candidate, have a good understanding of exactly what you are able to offer them in terms of salary, benefits, job transition assistance, office location, department supervision, and potential career advancement. The more information you are able to articulate in the early stages, the more quickly you will be able to align your search with the correct people, avoiding difficult discussions later on and saving both time and money.
2. Create an itinerary and share it with the candidate
Not only will creating an itinerary and rough timeline of the process help you to stay on top of your commitments, but it will also help your recruit know exactly where they are in the process at all times, saving you from fielding various phone calls and redundant questions about confirmation and clarification. Additionally, having a plan laid out in the early stages shows your recruit that you mean business and will set the tone of professionalism early on, ensuring them that they aren’t wasting any time engaging with you.
3. Communication is everything
At every stage of pursuing a candidate, prioritize communication. Make yourself accessible for the candidate and set reasonable expectations for when and how they will be able to reach you – and then make sure you remain available. When you have an update, share it. If changes are made to the job criteria, relay the information in detail. Stand by for questions, check-ins, interview reminders, and when in doubt – over-communicate. With so many candidates moving rapidly through the job search process, one missed call could mean the loss of a great recruit. Avoid this by keeping the lines open.
4. Arrange on-site visits and in-person interviews as quickly as possible
After you’ve determined that your recruit is a good fit for the position at hand, begin the process of arranging for an on-site visit and face-to-face interview with the client hospital or clinic. The sooner this step is taken, the better; the longer your recruit is caught in the waiting stages, the greater the chance they will be picked up by another agency. Work with your client to determine when and where your recruit will be met when they arrive, and arrange for a tour of the facilities along with an orientation to put them at ease from the very first moment.
5. Follow up promptly, regardless of the outcome
After an on-site visit/interview with the candidate has been performed, follow up within 24 hours. Work to determine if the candidate feels the visit was successful, and gather any information you can to provide feedback to your client. From here, you may work to schedule a secondary visit, extend an offer, or you may decide not to pursue any further steps with your recruit. Be up front in your communication, and relay any gratitude on behalf of your client for taking the time to meet in person, no matter the outcome.
Final considerations when pursuing a physician candidate
Just like no two people are exactly alike, no two recruitments are going to unfold exactly the same way. By learning to anticipate needs, communicate clearly and remaining available for your recruits as they navigate the placement process, you can ensure that what was once a tedious search ends in a win-win for everyone involved – every time.
