Competition within the field of physician recruitment is at an all time high. As our country falls deeper into a physician shortage, it is important to master any and all advantages to successfully recruit and retain quality physician candidates. Certain factors like location, employment model, even compensation and group dynamics are static and cannot be used to gain an advantage while recruiting. However, one thing that can be controlled and used to positively impact recruitment efforts is the physician candidate experiences.
This article points to a few key elements that can positively impact the candidate’s experience with your organization, thereby giving you a competitive advantage while recruiting. I would add the following three suggestions:
- Be prepared – establish the financial package and contract prior to beginning recruitment; do not wait until after the interview and scramble to prepare these items. Make sure that your staff is prepared to meet with the incoming candidate and has knowledge of their specialty and background.
- Don’t forget the small things – include activities for the spouse and family during the site visit, leave a care package in the hotel room, have the candidate meet with current staff members who share similar background and interests, etc.
- Be honest – Every candidate is not a fit for every opportunity, and vice versa. Accurately share the goals and expectations of the position for which you are recruiting.
Have your own tips for improving candidate experiences on interviews? Tweet us @FidelisMP or comment below.
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by Dan Jones, Director of Recruiting at Fidelis Partners
Email: djones@fidelismp.com
Phone: 949-325-7067
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