Is it Too Late to Hire a 2010 Resident or Fellow?

In a word, "No!" Just as all of the "good" physician jobs aren't filled by the end of winter, all of the "good" physicians aren't committed to a job either. Why is this?

First, many residents and fellows are extremely busy in their final year of training. Whether it is due to Chief year responsibilities, research projects, or other duties, some do not start looking for positions until the first quarter of the year.

Second, because of competition, some residents and fellows will learn in the first quarter that the job they thought they had was offered to another candidate, or a hospital, group or practice they were considering may have decided not to recruit after all. So, don't worry – have confidence that the right physician is likely still available.

Even though it's not too late to hire a resident or fellow, you may expand your possibilities for success by considering that your job opening could be filled by a physician who has been in practice just a year or two – relatively fresh out of training, but ready to make a move. Now is a great time to approach them or even more experienced physicians about your job opening. Early spring is when many of these physicians may start contemplating relocation, as most contracts come due in mid-to-late summer and it is also a good time of year to relocate.

Now that you know there are still excellent candidates seeking a position, what should you do next? To begin with, move quickly! If your work demands do not allow you to devote the necessary time to recruitment, consider hiring a professional recruiting firm that can make your search a top priority. They will conduct a personal phone call campaign, place ads in multiple venues, and email and network with active and passive candidates about the position.

Once a candidate has been identified, you or your recruiting firm must continue to act quickly and:

Contact the candidate immediately upon receipt of his/her CV/resume to conduct a telephone interview
Invite screened candidates to set an interview date within the following two weeks if possible
Coordinate a quality interview itinerary for the candidate and his/her spouse or significant other
Conduct references, credential verifications, and background checks so that an offer of employment will not be delayed
Prepare a post-interview survey of those who interviewed the candidate so there will be no delay in pursuing the next steps
Prepare a letter of intent so that it can be presented to the candidate at the close of their site visit or be e-mailed within a day or two of the interview
Assure that an up-to-date employment contract is ready to be completed and e-mailed to the candidate
Once the signed contract is received, it is important to maintain communication with your new physician through his/her transition and after employment has commenced

Please contact us for with any questions or to see what physicians may be available in any specialty.

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