With the growing physician shortages throughout the country many hospitals, groups and practices are having to get creative in their physician recruitment efforts to overcome the revolving door epidemic.
As a physician recruiter it is crucial not to make the common mistake of thinking that once a contract is signed the placement is a success. The real indication of a successful placement is the physician retention rate. If the correct process is followed, a physician is more likely to find an ideal physician job that will encourage a long tenure.
There are many key aspects that master physician recruiters will tell you come in to play in a successful placement. To retain a physician in today's market the answer is not as simple as selling a physician on a physician job that meets a minimum of his/her criteria or offers a phenomenal physician salary.
Communication is vital to the success of a physician staffing agency. Not only does a recruiter have to administer thorough interviews with the physicians, detailed conversations with in house physician recruiters, medical directors and group administrators are just as important to matching doctors with ideal physician job opportunities. Although sometimes a time consuming task, any successful physician recruiter will tell you that it is time well spent.
When discussing physician job openings with clients, recruiters need to pay attention to several details that could make or break the prospect for some physician job seekers. Asking questions about the community, patient base, nursing staff, group dynamics and benefits are highly important details that are vital to a physician considering a change in employment.
Having these discussions with a client will also give a physician recruiter a clear picture of what type of personality and communication the physician will encounter should he/she make it to the interview stage. Obviously communication is a huge aspect of an interview, and if the client contact is uninformative or informal, preparing a physician accordingly can make an impact on the outcome.
Having a physician recruiter that is focused on one specialty as opposed to severl specialties is an advantage. This allows the recruiter to gain a vast knowledge of the specialty and they are able to focus on one specific market. Making a physician fully aware of any circumstances surrounding his/her decision plays a big part.
Because no two physicians are alike, physician recruiters need to get creative. Turning to the internet to provide attractive details about a community that the physician may not have known could be a huge help. If the physician has a growing family with school-aged children, doing research on the area schools is highly beneficial. There are countless ways a physician recruiter can acclimate a physician with a physician job if they are willing to go that extra step. Thinking outside the box will lead to success in the physician recruitment market.
As a physician recruiter it is crucial not to make the common mistake of thinking that once a contract is signed the placement is a success. The real indication of a successful placement is the physician retention rate. If the correct process is followed, a physician is more likely to find an ideal physician job that will encourage a long tenure.
There are many key aspects that master physician recruiters will tell you come in to play in a successful placement. To retain a physician in today's market the answer is not as simple as selling a physician on a physician job that meets a minimum of his/her criteria or offers a phenomenal physician salary.
Communication is vital to the success of a physician staffing agency. Not only does a recruiter have to administer thorough interviews with the physicians, detailed conversations with in house physician recruiters, medical directors and group administrators are just as important to matching doctors with ideal physician job opportunities. Although sometimes a time consuming task, any successful physician recruiter will tell you that it is time well spent.
When discussing physician job openings with clients, recruiters need to pay attention to several details that could make or break the prospect for some physician job seekers. Asking questions about the community, patient base, nursing staff, group dynamics and benefits are highly important details that are vital to a physician considering a change in employment.
Having these discussions with a client will also give a physician recruiter a clear picture of what type of personality and communication the physician will encounter should he/she make it to the interview stage. Obviously communication is a huge aspect of an interview, and if the client contact is uninformative or informal, preparing a physician accordingly can make an impact on the outcome.
Having a physician recruiter that is focused on one specialty as opposed to severl specialties is an advantage. This allows the recruiter to gain a vast knowledge of the specialty and they are able to focus on one specific market. Making a physician fully aware of any circumstances surrounding his/her decision plays a big part.
Because no two physicians are alike, physician recruiters need to get creative. Turning to the internet to provide attractive details about a community that the physician may not have known could be a huge help. If the physician has a growing family with school-aged children, doing research on the area schools is highly beneficial. There are countless ways a physician recruiter can acclimate a physician with a physician job if they are willing to go that extra step. Thinking outside the box will lead to success in the physician recruitment market.
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