13 Keys To Effective Physician Recruiting
2. Self-diagnose An initial step when recruiting physicians, and perhaps the most important one, is to examine the opportunity to determine what it offers. Healthcare facility leaders cannot control where the practice opportunity they are offering to physicians is located, the weather, or the cultural amenities of the area. They can determine how the practice is structured, equipped, and administrated, its culture, and how physicians are compensated. It is the quality of the practice being offered that will be decisive in the effort to attract candidates. Make sure that what the practice is offering reflects the realities of the market and the type of workplace most physicians today seek. 3. Have a vision The healthcare system continues to undergo a transition from a volume-based model of reimbursement to a value-based model. Candidates will want to know where the practice is heading in the context of these changes. Is it converting to quality-based reimbursement metrics? Will there be mergers or partnerships with other larger entities? Will it incorporate team-based medicine, population health management, the patient- centered medical home, or become part of an Accountable Care Organization? Why will there be a need for a new physician? Is the culture of the practice going to be entrepreneurial and revenue-based, or will lifestyle be the primary emphasis? It is important to have a roadmap showing physicians where the practice is going and what sets your opportunity apart from others.
4. Formalize expectations In addition to knowing where the practice is heading, candidates should know exactly what will be expected of them. Before beginning the search, healthcare facilities should formalize in writing the hours candidates will be expected to keep, number of patients they will be expected to see, types of patients they will see, relative value units (RVUs) they will be expected to generate, governance responsibilities, and additional expectations. Confusion over expectations (a feeling of “this is not what I signed up for” ) is a primary cause of physician turnover and should be avoided. A practice
opportunity description should be shared with all stakeholders so that when the candidate speaks with each member of the recruiting committee, they will hear a consistent message.
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