The Competitive world of Physician Recruitment

Physician recruitment has become increasingly competitive. Organizations that recruit physicians need to establish a systematic recruitment approach that includes determining the organization's recruitment objectives, using various recruiting sources, assessing the skills and "fit" of all candidates, explaining the benefits to candidates early in the process, checking references carefully, and acting quickly to make an offer. Following a systematic physician recruitment plan can help healthcare organizations hire the best person for the job.

For most provider organizations, physician recruiting is an ongoing process. An organization's need to recruit physicians can grow out of a desire to increase market share, meet market demand, expand its complement of services, satisfy HMO contract terms, or fill current or anticipated job vacancies. And given the dynamic nature of today's healthcare marketplace, physician recruitment should be conducted systematically to improve the chances that a stable, long-lasting relationship between the physician and the organization develops.

Several factors should be considered by physician recruiters. The organization should determine its recruitment objectives, use various recruitment methods, assess the skills and "fit" of all candidates, explain the benefits, check references carefully, and act quickly to make an offer. If a recruitment agency is unable to meet all these goals, it can not be considered to be a good recruitment company.

Candidates can be recruited through various means. Networking and word-of-mouth referrals are traditional methods used for recruiting candidates. The high demand for primary care physicians has caused provider organizations to rely on innovative recruitment methods, including buying solo practices, recruiting residents early in their training, cultivating the interest of medical school students, and even retraining specialists to act as primary care physicians.

The physician recruiter should explain benefits carefully rather than ask open-ended questions about candidates' expectations. The recruiter should clarify candidates' time schedule availability, compensation range, benefits packages, and income/overhead split, if there is one. Similarly, compensation arrangements, buy-in/pay-out structures, and compatible business goals are critical to successful partnership recruitment.

Commonly used financial incentives to get recruits to join the organization include a signing bonus, guaranteed income subsidies, paid relocation expenses, malpractice tail coverage, and paid continuing medical education. A standard package of life, health, disability, and malpractice insurance is usually included.

Helping recent graduates repay medical school loans can create a recruitment advantage. Usually, school-debt assistance is offered with an agreed-upon pay-out period, typically four to five years, and a maximum benefit ranging from $20,000 to $40,000. An initial lump, sum payment of a portion of nongovernment high-interest debt can be an irresistible benefit to offer recruits.