Personalize Your Recruitment Strategy
Likewise, Muminovic paid special attention to the ancillary staff during her interviews. "I won't be spending all my time with the CEO, even if he or she is a great person," she says. Muminovic also wanted to see whether there was an investment in facility and equipment maintenance.
"A complete tour is very important. It was nice to have contact information for other physicians in the practice to ask questions at a later time," she says.
Additionally, Muminovic appreciated when groups showed an interest in her family and made sure they were involved in the interview process. "Having a community liaison or Realtor to tour the town and schools was a big help in making a decision about moving to a new state," she says.
Geiger admits that location is a huge factor and advises practices that aren't in ideal locations not to shy away from this fact. "Acknowledge this up front and give multiple options and suggestions for the candidate to deal with this," he says.
Medical groups can improve their chances of successfully recruiting physicians by heeding the following advice:
Carrie Vaughan is a senior editor with HealthLeaders magazine. She can be reached at firstname.lastname@example.org.
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