Single-Source Physician Recruitment Partnership
Benefits
Benefits for an organization include both tangible and intangible results. Here are some of the many benefits cited by organizations that are using a single-source recruitment partnership model to build their success:
Powerful recruitment engine backing each on-site recruitment professional
Organizations that partner with a single-source recruitment firm gain the experience and backing of an entire recruitment firm, bringing that experience in-house to guide and lead the organization’s recruitment efforts.
Efficient recruitment efforts led by a single point of contact
Recruitment is no longer scattered throughout the organization and subject to an array of strategies that may or may not be working.
Establishment of best interviewing and hiring practices
A full-time, on-site recruitment professional can effectively evaluate candidates; conduct reference checks; interview; coordinate candidate and spouse travel; provide interview preparation and itineraries; and help to transition new hires. This person also serves as an informal spokesperson for the organization, reinforcing organizational goals throughout the numerous daily interactions that occur with candidates, new hires and existing physicians. Several of the organizations using the recruitment partnership model say having thoroughly prepared and prescreened candidates with completed paperwork has changed the nature and quality of interviews. The interviews scheduled are efficient, organized and worth the interview team’s time, removing any negative connotation to recruitment.
A steady supply of good candidates
The recruitment partnership model can use all the resources available to find qualified candidates, even in specialties with shortages, or in geographic locations that are less desirable for candidates. An experienced recruitment partner maintains an extensive database of candidate prospects, matching each candidate against the organization’s current and projected recruitment needs.
Screening for quality and future leaders
Under a recruitment partnership model, recruitment is lifted above the level of reacting to the immediate need of filling empty positions, and shifted to a level of proactively recruiting the best physicians with retention and future leadership potential in mind. Because the recruitment professional is on-site, the need is seen before a formal search is even activated.
Consistent professional representation to physician candidate market establishes an organization as an “Employer of Choice” and improves physician satisfaction
When focus is placed on the recruitment process, more time can be given to details that add up to building a local, regional and national reputation. Candidates can be presented with a consistent message that reflects the best possible view of an organization, leading to greater candidate interest in interviewing, as well as more candidate referrals to the organization. A dedicated recruitment and communications effort can positively impact the external reputation of the organization, as well as the impressions of existing physicians and candidates alike.
Recruitment training and daily consultation
A single-source recruitment firm and on-site recruitment professional are also able to focus on training, coaching and providing consultations to an organization’s leadership and interview teams. A highly experienced company, with experience in recruitment outsourcing can improve an organization’s recruiting capabilities, leader by leader, physician by physician. Slowly (or in some cases, very quickly), an organization can stand on its own capabilities, with an effective recruiting engine and process in place. The recruitment firm can bring an organization out of isolation about the regional and national state of recruiting, sharing best practices with the organization about hiring trends and other factors that influence the candidate’s selection and retention, making the organization more competitive at acquiring and hiring physicians.
Cost savings
The cost savings of a recruitment partnership model are reported by participants to be both direct and indirect. Money is saved by improving interview-to-hire ratios, thus lowering travel and interview expenses. Less time is wasted by the interview team in interviewing undesirable candidates or candidates who pose retention risks. Desirable candidates are more effectively acquired and consistently assessed through extensive screening. Interview visits include the spouse and tours of the location. There is a prompt offering of a contract and quick, uniform follow-up. Money is also saved through quicker recruitment to fill vacancies and through a reduction in physician time spent on day to day recruitment tasks.
Improved focus on retention as part of recruitment
Healthcare organizations known for best practices in recruitment often begin putting processes in place for retention. These include staying in touch with the new hire before the start date, revising orientation programs to better meet today’s new physician hires and creating significant communication opportunities within the new hire’s first 120 days and at periodic intervals afterward to ensure job satisfaction, and ultimately, retention. The very best retention method is making the “right” hire the first time.
Additional Information
For more information on our Single-Source Recruitment Partnership Model, contact us at info@cejkasearch.com.
Read more about the benefits of this innovative recruitment model in our white paper.