Recruitment Strategy

Searching for a Physician to join your facility can be a long and confusing process. Here is a suggested Recruitment Strategy.

 This information is available in downloadable PDF format at the bottom of this page.

Plan a Recruitment Strategy

  • Who will be involved with job search?
  • Speak with Admin, Department Heads, Physicians
  • What is the criteria for your ideal Candidate?
  • What is your recruitment budget?

Prepare Marketing Strategy

Write Your Marketing Piece

  • What type of Physician and Employment Model?
  • Who is your target audience?
  • What is your marketing budget?
  • Strengths of your Hospital / Practice / Community
  • Which publications / websites will you use?

Launch Your Search

  • Engage a Recruitment Agency
  • Place Journal Ads
  • Send Mailers
  • Talk with Your Network

Screen Candidates

  • Decide who will be responsible for screening the candidates
  • On-line job boards often offer CV access
  • Have an “Ideal Candidate Profile” to use while screening candidates
  • Respond to All Inquiries

Phone Interview

  • Set a script and assign one person to perform phone interviews
  • Explore why they want your geographical area
  • Find out their time frame for making a decision
  • Talk about others involved in the search
  • If candidate looks good on paper and on the phone, schedule on-site interview

On-Site Interview

  • Schedule staff to be available for interviews
  • Have a set itinerary for each visit
  • Have a comprehensive interview
  • Treat each Physician as if you want to hire them
  • Make accommodations for those involved in the search

Make an Offer

  • Present the Whole Package not Just the Salary
  • Know What is Negotiable and What is Not Negotiable in Your Contract
  • Know What Your Best Offer Can Be
  • Have a point of contact

Complete The Paperwork

  • Have one point of contact to assist the candidate in completing all paperwork
  • Assist with licensure, credentialing, insurance panel, etc.
  • Stay in touch with your new employee
  • If relocating, introduce new employee to a realtor and other community resources

Prepare the Practice

  • Follow up on credentialing and other paperwork
  • Establish a realistic start date
  • Establish Office Space and Schedule
  • If necessary, market to the community

Month of Start

  • Welcome new Employee to the Practice
  • Welcome Physician's family

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