Recruitment Strategies for 2010 Searches

The 2009-2010 recruitment season has proven to be a very competitive field for physicians. Not only do the best and brightest candidates have multiple offers, but due to the shortage of providers today, nearly all candidates receive multiple offers. If you are recruiting physicians for the summer of 2010, now is the time to implement your best practices.

According to a recent study by The New England Journal of Medicine (NEJM) and the Association of American Medical Colleges (AAMC) Center of Workforce Studies, the most important factors influencing young physicians as they choose their first positions are location and lifestyle. Knowing this, how is your recruitment strategy affected?

Location
If you are recruiting physicians who are finishing training, think local. Almost 65% of graduating residents and fellows choose a position less than 50 miles from their training programs. Contact your regional residency programs to let them know you are recruiting and to inquire about potential candidates.

And, even though this is a prime time to work with 2010 residents or fellows, do not forget there are many practicing physicians who will consider a job change. Most physicians take their first job based on location, but later in life other factors may be more important. This could make your opportunity the perfect fit!

Be prepared – identifying quality candidates who meet your criteria can be a time-consuming task. If you need assistance with your recruitment project, consider partnering with a professional physician search firm. A reputable firm has the skills and resources and will dedicate the time to attract physicians to your opening, including those who may not have otherwise considered your community or practice environment.

Lifestyle
Work schedule is the second most important factor that young physicians listed in the study. Since most young physicians receive multiple offers and report that compensation is usually comparable among offers, what drives their decision is the perceived quality of life. Take the time to review your opportunity with an eye toward these issues – is the call schedule reasonable, will you provide compensation for extra call, or can you offer a four-day work week? Not only will these steps likely improve your ability to attract quality candidates, but you may also see improved retention rates.

Show an Interest and Do It Quickly!
In order to make your opportunity stand out, immediately respond when you receive an inquiry from a candidate. Try to respond to the inquiry within 24 to 48 hours or you may lose their interest. Arrange for the first telephone interview no later than one week following initial contact. To underscore your interest in them as well as to keep your opportunity at the top of their list, try to also set the on-site interview for a time period within 3-4 weeks after the initial contact.

Be Prepared to Make an Offer
After a successful interview site visit, be ready to make your best offer. The most successful recruiting entities make this offer within 48 hours after the site visit. And, don't low-ball the offer, as you may lose your candidate's interest or give someone else time to make a more competitive offer. Remember to have your contract ready in advance, so you will be able to make a firm offer almost immediately.

Most Important – Don't Leave Success to Chance!
In these competitive times, success with physician recruitment cannot be left to chance. Instead, it requires a best practices approach with a great deal of forethought, planning, and careful implementation.

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