By Craig Fowler, Senior Vice President Recruiting, Pinnacle Health Group
Watching a great physician candidate slip away due to a communications breakdown, especially when it appeared the physician was an ideal fit for the opportunity, is painful to the say the least. A 2016 report released by the Association of American Medical Colleges and prepared by IHS, Inc. shows the physician deficit is only growing. By 2025, it’s expected that the shortage will be between 61,700 and 94,700 physicians, so maximizing every recruiting opportunity is critical.
With the trying physician shortage, you have more flexibility in where you choose to work and live. Recognizing a good cultural fit and solid alignment with the hospital’s goals and administration isn’t always an easy task. You can save yourself a great deal of time, and avoid accepting a position that isn’t right for you, by committing to an equal role in the recruitment process.
Is everyone clear on the goals of the role?
Whether working with your own in-house recruiting team or an external recruiter, it’s essential that everyone understands the caliber of physician needed, agrees to the key deliverables expected of the candidate, knows the compensation package, as well as commits to timely communication throughout the recruitment process. Transparency is key. Ask questions if anything remains unclear. And, if you discover you’re not the right fit for the role, politely decline further engagement early.
Think like a partner
The best recruiters have a clear vision of the ideally suited physicians they’re in search of, where to find them and how to capture their attention. They’ll find you. Your role is to decide if you’re interested and what it will take to persuade you to make a move.
You’re far more likely to enjoy the experience and have a better outcome when the recruiter uses a formal recruitment and communications process that is action-oriented, transparent and collaborative. How can you tell?
- They’ll ask you early what you value most about a potential opportunity. Is it location, compensation, work/life balance or a strong, collaborative leadership philosophy? Once they’ve asked and are sure the opportunity provides a long-term match, they’ll communicate those details to everyone involved in the interviewing process. You’ll know your best interests are accounted for during each interaction with the recruiter and the leadership team.
- They’ll focus on creating realistic expectations. Market realities can be a bitter pill for everyone. Proven recruiters are objective about the attractiveness of the role and are honest in what they can offer. Is the compensation appropriate for the location? What about the schedule demands?
- They’ll impress you with a comprehensive site visit and consistent communication. Often enlisting a variety of people in the process, they’ll create a vision of what daily work and life will be like for both you and your family. By knowing what you value most, they’ll customize the site visit accordingly. You’ll see personal touches that can put you and your family at ease. Where will you live? What schools will your kids attend? What social activities will help you acclimate quickly?
Lastly, the best recruiters will communicate with you often. Once the site visit has happened, follow up calls and emails from the recruiter and the leadership team should help to reinforce with you their commitment to an outstanding relationship.
Are you looking for a new opportunity? Visit phg.com to learn about positions we’re recruiting for now.