Professional Recruiting Tips
1. Get Your Current Team Involved.
Interviewing potential candidates can be time-consuming. You can save yourself a great deal of time and energy by screening potential candidates and only interviewing those with legitimate hiring potential. No one knows your facility's value and culture like your current physicians and other staff members, so let them use their knowledge to help you. Ask your team if they know anyone who might be a good fit for your facility and would be interested in looking for a new opportunity, and interview those candidates first.
2. Recruit The Spouses, Too.
Our spouses have a huge impact on our major life decisions, and your candidates are no exception. If a candidate's spouse is majorly supportive of your offer, he/she will be much more likely to consider your position. In the same vein, a candidate will be less likely to consider your offer if his/her spouse is unsupportive. By dedicating some of your recruitment efforts to the spouses and the families, you will likely see much better results.
3. Offer Enticing Signing Bonuses.
The physician shortage is already upon us, and experts estimate that it is only going to get worse over the next decade. With so many open positions and so (relatively) few physicians, recruiters are having to work extra hard to attract the best candidates for their opportunities. Offering a generous signing bonus is a great way to make your opportunity stand out from your competition.
4. Design A Generous Compensation Package.
With so many different positions to choose from, physicians today can be extra choosy about which offers they accept. If you want to attract (and retain) high-quality physicians, you have to have a generous compensation package. Even if you need to keep their annual salary in line with your competitors would offer, you can still make your compensation package stand out by offering great benefits, such as flexible work weeks, holiday bonuses, extended vacation time, and/or a great call schedule.
If you want to attract a large pool of candidates to choose from, you have to first get word about your opportunity out to a large pool of job-seekers. At our medical recruiting company, we use all forms of communication to market our clients' opportunities, including print advertising, email, text messages, voice calls, social media, websites, and more. By incorporating multiple methods into your advertising strategy, you will be able to reach a wider demographic.
6. Check Your Candidates' References.
This tip might fade more into the actual hiring process than the initial recruiting process, but its importance cannot be overstated. During the interview process, you only have a set amount of time to get to know your potential candidates. What you do (or do not) learn about them during that time can impact your healthcare facility for months or years to come, so it's important to make the most out of interviewing time you have. Your candidates' references can offer valuable information about the caliber of people and physicians they are.
7. Be Flexible On Your Start Date.
Physicians looking for new opportunities face any number of unique challenges. If they are married, for example, they will have to move their families and get everyone settled into the new city before they start working for your hospital. As a result, they may have limited flexibility on their available start dates. You don't want to risk losing the right physician for your opportunity simply because you were unwilling to compromise on your start date.
Overwhelmed? You Don't Have To Do This On Your Own!
Recruiting physicians can be a challenge, and many in-house recruiters get overwhelmed by the challenges facing them. If you think you would like help with your medical recruiting efforts or would simply like more information about how an professional medical recruiting company can help you, contact The Hire Connection. Our team of experienced medical recruiting experts would be happy to help you!
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