An Innovative Approach to Assessing Your Recruitment Strategies

By: Allison McCarthy, MBA |

“Balancing hopes, desires and an appreciation of the possibilities with a clear-eyed assessment of the limitations; that is the art of choosing.” – Sheena Iyengar

The midpoint of the annual recruitment cycle has arrived.  That means it’s the right time to assess progress so far and make the adjustments to improve recruitment results. When time, energy and resources are limited, it’s critical to focus on the sourcing resources that yield the highest lead generation results.

An innovative business planning technique called mind mapping can help organize the sourcing of resource selections for specific searches.  Here’s how it works:

  • With a piece of paper or whiteboard, draw a circle in the middle and name a specific search.
  • Draw spokes to circles from the primary search goal and label those circles with sourcing categories such as websites, databases, journals, conferences, networking and outreach.
  • For each category, draw additional spokes for the specific tools available such as:
    1. Databases – PracticeLink, PracticeAlert, DocDelta, Doximity, etc.
    2. Websites – Your, HealtheCareers, specialty associations, etc.
    3. Conferences – CareerMD, specialty associations, PracticeLink, PracticeMatch, etc.
    4. Outreach/Lists – Profiles, MMS, SKA, state licensure, etc.
    5. Search firms – retained, contingency, other
  • Go back and highlight the resources currently being used for that search. Then color code the effectiveness of those resources to date.
    1. Green – generated solid leads
    2. Yellow – generated some leads
    3. Red – generated very few leads
  • Next, decide which of the current resources are ineffective for this search and will be discontinued. In making this decision, consider the cost of the tool versus results – where cost could mean actual dollars or the time investment required to manage and implement the resource.
  • Finally, identify those resources that will be added to the search strategy based on both the time and dollars available to deploy those new tactics.

Here is an example based on a client’s current search assignment.


With a quick look, it is easy to identify which sourcing tools have generated leads and which ones have not.  This is not to say that any specific resource is good or bad overall.  It’s more about which ones are working for specific searches – based on your organization’s experience.  The goal must be to identify which tools work most effectively for each search situation to maximize the limited time and resources available.

The benefit of this exercise is to make objective choices on the sourcing tactics used for each individual search.  This quick assessment eliminates other influencing factors such as what works for other specialties, a deal offered by a vendor, or tactics suggested by internal constituents.  It also builds a history log of your organization’s experience in the recruitment market with a specific specialty which can act as case material when defending a recruitment budget item.

With a simple piece of paper and coloring tools, you have a quick visual assessment of your sourcing approach to date and what will be implemented during the remaining months of this recruitment season.