The New Year is upon us. As we prepare to enter 2016, it's time to critically evaluate your business practices to identify which ones are worth continuing in the coming year. Since physician recruiting is the lifeblood of your hospital's success, it seems only natural that we pay extra attention to our recruiting strategies. The Hire Connection, LLC is here to help you plan a successful 2016 with these tips for revamping your healthcare recruiting strategies.
Rewrite Your Position Descriptions
Your position description is typically the first line of contact a potential candidate will have with your position. Take a few moments to put yourself in your candidates' shoes and carefully read over the descriptions for your open positions. Do they look like something that would inspire you to submit your application? The phrasing you use can have a major impact. For example, simply calling your positions "opportunities" rather than "jobs" can make them much more appealing.
Proactively Seek Out Candidates
If you want to fill your position quickly, you shouldn't have to wait for the right candidates to come to you. You can actively seek out candidates by pulling resumes on job hunting websites, culling through candidates on LinkedIn, and directly reaching out to potential candidates via the phone and snail mail. Using a wide variety of different strategies and communication methods can help you access a wider pool of applicants more quickly, which will increase your likelihood of reaching the candidates with true potential.
Advertise Your Opportunities Online
Posting your opportunities on your website is a great way to make your information easily accessible to potential candidates. If your hospital hires frequently, you may want to consider dedicating an entire page on your site (or possibly even a stand-alone website) to your open opportunities. Regardless of where your opportunity information is located, be sure to include links back to your practice's website so candidates can learn more about your facility. If they have the opportunity to see first-hand all of the great services you offer and the values you live by, candidates may be more interested in your facility.
Appeal To Your Candidates' Personal Needs
When searching for a new job, applicants have two equally important (yet entirely separate) needs to fill. First, they need to choose a job they find fulfilling, stimulating, and enjoyable. Second, they need to find a community that will serve as a safe, enriching home for their families. When advertising your opportunity, it's important to market to both of these needs. Advertising your benefits and excellent call schedule is important, but don't let that distract you from promoting your community's unique selling points.
Hire A Recruiting Firm To Aid In The Process
A professional healthcare recruiting firm can be valuable resources for a hospital looking to hire a new physician. In-house recruiters have important roles to play, but they face some limitations. As a dedicated physician recruiting company, The Hire Connection can stay abreast of the latest recruiting strategies and technologies. If you are looking to expand your practice in 2016, check out our website or give us a call at (866) 661-4473 to learn more about how we can help with your recruiting needs.
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Recruiting top-quality physicians to fill your open opportunities is a full-time job. The success of your healthcare facility depends heavily on the quality of doctors you have on your staff, and as a result, recruiting has a lot of responsibilities. In-house recruiters may not be as up-to-date on the latest technology and techniques that professional medical recruiting firms have access to, but The Hire Connnection, LLC is here to help!
We now offer a free download with eight essential tools every medical recruiter must have to succeed. Click here to download these free medical recruiting tips. Here is a quick preview of three of these tips to help you get started.
8 Simple & Inexpensive Recruiting Tips
There is no "silver bullet" in medical recruiting; you have to use a wide variety of sourcing tools and creative thinking if you want to attract the right candidate to your facility. Here are a few tips to help you get started:
1. Facility Website
Make sure your website is being utilized to its full capacity. Create a unique page on your site that is dedicated to your physician practice opportunities. In addition to creating a page, humanize the page with a testimonial from a current provider. Let providers sell providers!
Also, don't use generic email addresses on your opportunities page, like info@abchospital.com or humanresources@abchospital.com. Put an actual name and a cell phone number if you want candidates to contact you.
2. Chamber Link
Your local Chamber of Commerce can be a powerful tool in your recruiting efforts. Remember, it's not just about the job... it's also about what your community offers the physician and family. Reach out to your local Chamber of Commerce and see if they will allow you to create a link to their site related to your practice opportunities and vice versa. Selling your community is just as important as selling your opportunity.
3. Don't Pay For The Booth
If you are tired of shelling out a bunch of cash for job fairs and conventions, let's talk about some ways to get incredible results without emptying your wallet. If you know where the convention is located, take a trip and plant yourself in the hotel lobby or the hotel bar. Everyone has name tags on and they can be easily identified. There is no law against you sitting in a public place trying to speak with physicians about your practice opportunity.
Access Our Free Download For All 8 Tips!
These tips will get you started on your medical recruiting efforts, but don't stop there! Our free download offers all eight crucial medical recruiting tips, including how to use social media and cold calling to your competitive advantage. We also have some great information about residency programs.
Need Recruiting Help? The Hire Connection Is Here For You!
As a professional and experienced physician recruiting firm, The Hire Connection, LLC has the skills and the expertise you need to bring the nation's top candidates to your opportunity. We will be here to help you with every step of the process - we can help you design an incentive package, market your opportunity, and screen potential candidates. Contact The Hire Connection to get started!
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Recruiting new physicians to join your staff is no small task. As we mentioned earlier this week, experts estimate that between recruitment and training expenses, hiring a new physician for your practice can cost anywhere from $30,000-$200,000. With so many dollars involved, it is crucial that you make sure you are attracting the right candidates! The Hire Connection is here to help with these tried-and-true professional recruiting tips.
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.
5. Advertise Your Opportunity Everywhere.
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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