Physicians
e-Newsletter
Intelligence Unit Special Reports Special Events Subscribe Sponsored Departments Follow Us

Twitter Facebook LinkedIn RSS

Personalize Your Recruitment Strategy

Carrie Vaughan, for HealthLeaders Media, July 20, 2010

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.

Recruitment advice

Medical groups can improve their chances of successfully recruiting physicians by heeding the following advice:

  • Don't try to hide problems. Transparency and honesty is the best policy. "It is obvious during the interview when questions are avoided or ignored that serious problems exist," says Amy Muminovic, DO. "Physicians make a huge commitment when they accept a position. Hiring a person with false expectations will create mistrust and contention early in the relationship."
  • Don't call or e-mail constantly. Applicants don't want to be bombarded with e-mails and calls. However, reaching out post-interview to answer follow-up questions is fine, says Muminovic.
  • Don't seem desperate. "Recruiting physicians is like dating or recruiting a professional athlete as a free agent," explains Tracy Geiger, MD. "You don't want to seem too desperate, which makes you appear flawed, but you want to make them feel as if they are the only person right for the job and you would do anything within reason to have them be a part of your practice."
  • Don't use rehearsed language, but make sure tour guides are knowledgeable. When tour guides don't know the answers to basic questions, the tour and interview process can seem "plastic" and "pre-fabricated," which is a huge turn-off, says Geiger.

  • Carrie Vaughan is a senior editor with HealthLeaders magazine. She can be reached at cvaughan@healthleadersmedia.com.

    Follow Carrie Vaughan on Twitter.


    1 | 2 | 3 | 4

    Comments are moderated. Please be patient.