By: Mitzi Kent, RN, BSN | mkent@barlowmccarthy.com
What got you here won’t get you there. Most of us are familiar with this phrase. I often think about it when I have been tasked with a project that I have done many times, but now the results I am getting are different from before. It makes me question my approach and how I can elevate my strategy.
Recruiting physicians today and in the future is not the same as before. What got physicians to join your organization before will not get those physicians today.
Most of us reading this article consider our organization a leader in our respected competitive marketplace. Still, lately, getting that physician to commit based on repetition has been harder and harder. Perhaps we need something different in our strategy. Here are a few ideas that may help when things feel stuck:
Communicate your organizational vision and goals: Business leader Jack Welch said, “A good organization creates a vision, articulates the vision, passionately owns the vision, and relentlessly drives it to completion.” Getting candidates on board to choose your organization must begin with clear and deliberate communication of the organization’s vision. What your organization is all about? Do you have a marketing piece that articulates your organization’s value proposition? Beginning this conversation with the candidate early in the interview process helps to show them how they will fit culturally. Think about using a multi-channel approach to communicate this vision to your candidates. Sending videos about your organization is a great way to start. Throughout the interview process, have the CEO send an email explaining why they would want to be part of your organization. Think about physician champions already in place in the organization who can be part of the onsite visit to meet and greet.
Prepping your candidate for an interview with your leaders: As recruiters, preparing candidates for their interviews can be invaluable to both the candidates and your organization. How you present the prep to your candidates greatly determines whether they will be receptive to the process. They will likely push off this call if they think this only benefits the organization. They need to see the “what’s in it for me?” opportunity.
Here are a few items to prep them on:
- Review the reasons for leaving past employers. Stress what they learned and the importance of keeping these reasons as positive as possible.
- Tell them as much as you can about the interviewer: their hot buttons, interviewing style, personal interests and personality.
- Share reasons why other candidates have been screened out. You want your candidate to avoid making the same mistake.
All of these tips will increase your candidate’s confidence and make them better prepared.
Build long-term relationships with your candidates: Be sure you’re developing long-term relationships with the candidates and assess the candidate’s short-term and long-term goals. The best way to do this is to ask probing questions that identify their needs from their point of view. Ask for both short-term and long-term goals so that if this particular role is not a good fit, maybe there will be a fit down the road. Remember, a “no” may be just a “no, right now.” Be available to your candidates. Establish and constantly reaffirm your desire to build and maintain a lasting relationship. Become an extension of them and serve as their confidante. Be somebody to whom they want to refer potential candidates. Always ask yourself, “What make me indispensable to my candidates?”
These are difficult times to recruit for your organization. And, no one can predict the potential impact of physician shortages. But, as recruiters, we can ensure our candidates feel supported and prepared and, when the opportunity is right, want to practice at our facility.
Do you feel like your results aren’t what they used to be? Are you searching for answers and coming up empty? It might be time for someone from the outside to take a look. At Barlow/McCarthy we help recruitment teams find their way with a good strategic approach. We would love to help you too! Reach out to info@barlowmccarthy.com for more details on how we can help.