Medical Recruiting Insights
Adaptive Medical Partners is leading the way for physician recruiting; in both placement and thought leadership, we are industry pioneers.
Avoid These Common Scenarios in the Interview Process
In a recent dialogue with Dan Jones, Associate Director of Recruiting here at AMP, we discussed several scenarios in the interview process that occur on a regular basis that doesn’t serve the candidate or employer well. Below are some things that may prevent success during your hiring process.
5 Scenarios to Avoid
1. Not engaging the staff and key personnel in the interview process – Candidates like to meet with potential colleagues to gain insight into the practice. Similarly, if someone is involved in the decision process, they need to meet with the candidate.
2. Poorly organized itinerary or a complete lack of an agenda altogether – A “fly by the seat of your pants” approach for interviewing signals dysfunction within your practice. It also muffles your company vision and seeds doubt in the candidate’s mind about your seriousness in hiring them.
3. Not engaging the spouse – If relocation is involved, you are recruiting the spouse as well as the doctor. Find out what the spouse needs are, and do your best to accommodate those needs while they visit onsite.
4. Not addressing concerns about a candidate – If you have questions about a candidate, the interview is the time to address those concerns. By the end of the interview, you should have enough information to know if you are going to move forward with an offer of move on to other candidates.
5. Not providing a professional, insightful community tour – When providing a tour of the community for the candidate and spouse, it needs to be conducted by someone who can provide accurate and pertinent information, i.e., demographics, school ratings, state of the real estate market, etc. Just pawning a candidate off on someone to drive them around town for a while will not impress candidates.
As much as you are interviewing them, candidates are evaluating you as well. They are trying to determine if your opportunity and community are a good fit for their family. Spend time curating a detailed interview process, and you will see it pay dividends. While not an exhaustive list, based on candidate observations, these are the most common mistakes which lead to negative interview feedback. If you have questions about your interview process, please reach out to Dan at firstname.lastname@example.org or 817-506-3246.
You can also download our Physician Retention Guide here.