13 Keys To Effective Physician Recruiting

10. Screen candidates effectively The process of screening candidates should be a rigorous one, in which all details regarding practice hours, duties, governance, culture and the community are reviewed. The candidate’s spouse should be involved in these initial discussions, which typically will require multiple hours of phone time. The goal is to provide candidates with all the information they need in order to make a decision after the first interview - and to avoid the misperceptions and mistaken expectations that can lead to physician turnover. 11. Make the interview social as well as professional When candidate screening has been properly conducted, the interview becomes a forum for confirmation of details, not for explanation. Rather than devoting excessive time to fact-finding, the interview allows the facility and the candidate to determine if they are both philosophically and personally compatible. The interview therefore should include social engagements such as dinners to help determine if the candidate and practice leaders are likely to mesh. Ideally, the candidate will walk through the practice and hospital and have an opportunity to meet administrators, fellow physicians, chief nursing officers and others who will impact his or her practice, and to visualize themselves working in the facility and with their future colleagues. It is vital to involve the spouse in the interview process, often through a separate itinerary which will include real estate tours and visits to local schools. During the pandemic, interviews often were held through video, and much can be accomplished by this method. Moving forward, it is likely that virtual contact through Zoom and other channels will continue to be used for candidate interviews as healthcare facilities and candidates both appreciate the time efficiency and travel cost savings.

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