By: Betsy Finkelmeier, MBA and Debra Pickup, RN, MS
Experienced physician recruiters know the importance of clearly defining the position offering as a prerequisite to finding the right candidates. Spending time delineating the what, when, where and why of the position is the foundation for determining who you will be targeting. As you craft the story of your position offering, be sure to consider a physician candidate’s point of view. What information will help a candidate make the right decision? Think through your answers and align your responses with your interview team so candidates get the clear and consistent information they need. To ensure that your position offering stays top of mind, remember to highlight three key components:
- Professional attributes
- Personal offerings
- Compensation
Also, be sure to answer the questions physicians are really asking. Hundreds of physicians have shared their thoughts and experiences with us and their feedback is consistent. These days, physicians are most concerned about the following:
1) Job Description
Does the job description accurately reflect the responsibilities? Is it relevant to the evaluation process?
2) Professional Colleagues
What is the reputation of the practice or department? If there has been turnover, what are the reasons?
3) Goals and Culture of the Organization
Is the practice/organization strong clinically and financially? Are there plans for expansion or merger? What sets the organization apart from the competition?
4) Expectations of physician in support of the practice / organization
What behaviors, involvement or activity are expected beyond the clinical responsibilities?
5) Coordination of Care and Clinical Support
What is the availability of specialty physicians and services? Is there an opportunity to be mentored? Is the nursing and/or ancillary care team competent and supportive?
6) Opportunity for Professional Advancement
How will their performance be evaluated? What future opportunities are likely to evolve?
7) Compensation and Benefits Structure
Is the salary competitive? What are the productivity expectations? Is there opportunity for compensation growth? Are the benefits comprehensive?
8) Personal offerings
What does the community offer? Will they achieve their desired work/life balance?
Are you prepared to accurately and thoroughly speak to these concerns? If you can effectively tell the story of each of your position offerings, you’ll greatly increase the odds of recruiting physicians whose professional, personal and financial needs match the organization’s offering. The better they’re aligned, the stronger the foundation for physician retention.