It's a well-known fact that many hospitals, groups and practices are suffering physician shortages in astounding numbers. Rural markets have 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.
During these vital interviews it is imperitive for a physician recruiter to ask questions about the community, patient base, nursing staff, group dynamics and benefits. These are key aspects of a physician job and could be a determining factor when considering a physician career change.
When having these discussions with their client, the physician recruiter will gain perspective on what type of personality and communication the physician will encounter on an interview. Preparing a physician for this phase is highly important and the more infomration you have the better.
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.
No two physicians are alike, and when all else fails physician recruiters need to be creative. Enlist the use of the internet to provide attractive details about a community the physician may not have known. If the physician has a family with school-aged children, researching schools and education systems in the area can be useful information that a doctor may not have time to look in to. Investigate the personalities of physicians within the prospective groups and relay your findings to the physician. There are a number of ways a physician recruiter can acclimate a candidate with an employment opportunity. Every situation is unique; thinking outside the box will lead to success in the physician recruitment market and higher physician retention rates.
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.
During these vital interviews it is imperitive for a physician recruiter to ask questions about the community, patient base, nursing staff, group dynamics and benefits. These are key aspects of a physician job and could be a determining factor when considering a physician career change.
When having these discussions with their client, the physician recruiter will gain perspective on what type of personality and communication the physician will encounter on an interview. Preparing a physician for this phase is highly important and the more infomration you have the better.
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.
No two physicians are alike, and when all else fails physician recruiters need to be creative. Enlist the use of the internet to provide attractive details about a community the physician may not have known. If the physician has a family with school-aged children, researching schools and education systems in the area can be useful information that a doctor may not have time to look in to. Investigate the personalities of physicians within the prospective groups and relay your findings to the physician. There are a number of ways a physician recruiter can acclimate a candidate with an employment opportunity. Every situation is unique; thinking outside the box will lead to success in the physician recruitment market and higher physician retention rates.
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