So far, you’ve rolled out the red carpet and maximized the site visit experience for the candidate. Now you’ve got the close the deal!
Offers – The Package
1. Do not wait until you have interviewed a candidate to start talking about the package you plan to offer!! This happens more often than you think.
2. Before you even start recruitment, carefully evaluate what the package will look like. Consider the following aspects:
· Compensation
· Call Schedule
· Benefits
· Malpractice
· Will there be a buy-in? If so, what will be the amount?
· Will you offer partnership? If so, in what timeframe?
· Relocation Assistance
· Student Loan Assistance
· Signing Bonus
Timeframe
1. Your biggest enemy in recruitment is time! The longer it takes to schedule an interview, make a hiring decision, turn around a contract, respond to candidate questions, etc, the less your chances of hiring the candidate.
2. Keep in mind, you are not the only one recruiting and there plenty of hospitals and physician groups that will “beat you to the punch”.
3. The best way to show a candidate you level of interest is by responding promptly.
4. This is the most important factor in recruitment. You can do everything right but if your turnaround takes too long, you will loose the candidate. I can’t stress this enough!
I have a signed contract. Does that mean I am done!
1. Recruitment does not stop just because you have a signed contract. You’ve spent a lot of time and money to hire this physician. Keep him happy!
2. Stay in touch with candidate as his start date approaches. It is great when a physician leader can reach out to the candidate too.
3. Have an orientation plan for the new physician.
4. Assign the new physician a mentor to answer any questions as they come up and to check in to make sure everything is going well.
We are always recruiting! Plan ahead by anticipating the challenges of your recruitment strategy and you will be successful.
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