13 Keys To Effective Physician Recruiting
7. Prioritize the “workshop” It is important that the practice offers the type of day-to-day work conditions that most physicians prefer. Today, this may include user-friendly EHR systems, particularly if the practice is part of a larger, integrated network. To the greatest extent possible, billing, coding and compliance data entry duties should be handled by scribes or otherwise minimized. The more physicians can focus on what they were trained to do and want to do (i.e., see patients) the more attractive the practice will be. In an era of high physician turnover, it is essential that physicians are comfortable with the day-in and day-out conditions in which they practice and therefore are not seeking other options where they perceive that “the grass is greener.” 8. Agree on candidate parameters Healthcare facility leaders should know on the front end the type of physician they are looking for in terms of professional background and personal characteristics and put these characteristics in writing. They should consider all candidates who meet the required parameters without respect to gender, age, race or country of origin. The right candidate is one who is qualified and wants to join the practice. Once a candidate is sourced who meets these written specifications an offer should be made once the vetting process is cleared. By agreeing on candidate parameters on the front end, delays and “comparison shopping” can be avoided that often can derail the search process, frustrating both candidates and the recruiting facility. 9. Cast a wide net Once the steps outlined above have been taken, and the practice opportunity has been set up for recruiting success, the facility can then proceed to actively seeking candidates. Facilities need to cast the widest net possible, posting on physician job sites, networking with residency programs, advertising in journals, using direct mail and contracting with physician search firms to identify candidates and guide the search process when appropriate. The facility also should include a recruiting page on its web site, with video testimonials from staff physicians extolling the amenities of the practice and community.
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