Physician recruitment is only going to become more and more difficult as the demand for physicians increases each year. According to the Annals of Family Medicine, the United Stated will need 260,687 primary care physicians by 2025, which is an increase of 51,880 more positions to fill in about 12 years. That number is a little intimidating. So here are some ways to make your physician recruitment process a bit easier.
1. Automate the Screening and Reference Process
The more candidates that need to be screened, the more you need to keep everything organized. According to Mike Fitzner, Physician Recruiter at War Memorial Hospital, “Finding doctors is a numbers game.” Therefore, it’s important for physician recruiters to stay organized while they’re identifying the best candidates. Fitzner utilizes a physician applicant tracking system to keep everything in one place, allowing him to review past conversations with candidates and flag those candidates who are worth following up with. Applicant tracking software also makes it easier to show the administrative team candidate data – including pipeline reports.
2. Make Sure your Healthcare Organization Really is the Best Fit for the Physician
A pre-credentialing questionnaire emailed to the physician candidate early in the process will help both the organization and the potential hire learn as much as possible about each other. Remember, you can teach some things, but you can’t teach a physician how to believe in the same values that your organization does.
3. Prevent Physicians who don’t want to Move from Relocating in the First Place
One of the main reasons physicians are relocating is due to financial considerations. Ensure that relocating physicians are content with the financial decisions incurred by moving and the actual location of the job. Also, before hiring, make a point to provide the candidate with information about your community, as well as anything that’s helpful to the relocation process. Jason Crepeau, Product Manager for Physician Recruitment Manager at HealthcareSource, observed: “Once hospitals hire physicians, they have to make sure they’re happy. As a result, retention is becoming as important as recruiting.” Physician recruitment software is perfect for scheduling a checkup list and a basic retention survey, which will let the physician know the organization truly cares about their satisfaction. Fitzner noted that it’s easy for physicians to move because so many hospitals are looking for doctors, which is why helping new physician integrate with their new community right away is essential.
4. Be prepared to hire a top candidate quickly
According to 3 Costly Physician Recruitment Mistakes by Heather Punke, it’s important to hire that awesome physician within two weeks of the interview. If you wait any longer, you might end up losing a potential asset to your organization. It’s considered best practice by many physician recruiters to have a base contract drawn up before an interview in order to be well-prepared to move quickly and hire a physician when you find the right one. Don’t prolong a hiring decision if you know the candidate will be a good fit.
5. Stay open minded
Punke believes organizations need to think outside the box because the demand for physicians is increasing. One example given is to hire physicians who are further along in their career or consider a nurse practitioner for a family practitioner position.
Squeezing that stress ball of yours won’t remove your anxiety of recruiting the right physician candidates. However, staying organized with a physician applicant tracking system, hiring for fit, improving retention and thinking outside the box will be sure to decrease your stress level. With the increase in demand for physicians, it’s crucial physician recruiters do not fall behind!
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