Single-Source Physician Recruitment Partnership
Large, Multi-Speciailty Medical Group
Description of Client’s Business
This large, multi-speciailty medical group is one of the largest, private practices located in New England with more than 250 physicians practicing in 27 locations and staffed by more than 1,700 employees. The client is physician-directed and physician-owned and provides comprehensive care for more than 1.2 million patient visits a year.
Client’s Challenges
Prior to hiring Cejka Search, the client faced several physician recruitment issues:
- The client was dissatisfied with the number and quality of physician candidates apply forpositions.
- Their trade advertising, use of independent recruitment firms and recruitment staff were not improving lead generation.
- The clients physician staffing needs were growing due to a transition from a capitation to afee-for-service model.
- The community surrounding the client was experiencing steady growth, thus increasing patient workload.
Cejka Search’s Solution
Cejka Search launched its innovative Single-Source Recruitment Partnership Model to meet the client's need for proactive recruitment and retention strategies. Outsourced physician search services would provide best practices in current physician market hiring trends, proven recruitment methods, a steady flow of qualified candidates, and a dedicated professional to train and educate the client's entire staff on both retention and recruitment. For the client, the model would mean less time finding, screening and interviewing physicians and more time delivering high-quality health care services to its patients.
The Single-Source Recruitment Partnership placed a dedicated recruitment professional on-site to bring immediate expertise and the broad candidate acquisition capabilities of Cejka Search into the client's oranization. The on-site professional, and supporting Cejka Search team, was fully integrated into the client's staff, operations and strategies. The outsourced Partnership model provided one point of control with maximum accountability for results, maximizing the return on investment.
Objectives
- Increase the number and quality of physician candidates applying for positions.
- Establish a dedicated recruitment and retention program to improve productivity, efficiency and end results.
- Improve the recruiting and interviewing skills of the client executives, administrative partners, physicians and administrative staff.
Execution
To achieve the clients specific goals, Cejka Search employed the following tactics:
Recruitment Audit – A core team of Cejka Search consultants conducted a recruitment audit, working with the client to identify the organization's main objectives and barriers to successful recruitment.
On-site Recruitment Professional – The client selected a Cejka Search employee to work on-site at the organization. This recruitment professional brought immediate expertise and the broad candidate acquisition capabilities of Cejka Search into the client's group practice. The Cejka Search on-site professional became a key member of the client's recruitment team, integrating into the day-to-day business practices and culture of the organization.
Recruitment Program – Cejka Search and its client developed best practice applications of Cejka Search's interviewing and hiring models. The on-site recruitment professional efficiently identifies, screens and recommends potential physician candidates based on both clinical and cultural fit. Interview preparations are made, reference checks are done, candidate evaluations processed and contract negotiations are conducted. The goal is to reduce the amount of time the client's decision makers spend during the pre-interview and interview process; and to improve the caliber of candidates hired.
Training Program – Cejka Search developed a recruitment training program for the client's physician leadership and their administrative partners that included: 1) effective interview techniques, 2) process improvements for extending offers efficiently and 3) recruitment practices that more positively promote the Clinic to desired candidates.
Results
Since employing Cejka Search, Fallon Clinic has experienced the following recruitment successes:
- Greater access to a higher caliber, more diverse range of physician candidates.
- Productivity of the recruitment process has improved. The client's physicians and administrative staff are saving time during the screening and interview process and open positions are filled more quickly as a result of a shorter recruiting cycle.
- Engaging staff physicians in the recruitment and retention process has positively changed their outlook on colleagues and the practice as a whole.
- Established a Physician Services Department that provides a range of support services for newly hired physicians and their families.
- Plans to roll out the new behavioral interviewing model for both executive and staff recruitment efforts.
| Large Multi-Specialty Medical Group | May 1, 2004 - April 30, 2007 |
| • Solid recruitment results and conversion rates – candidate volume, interview, hiring and time-to-fill metrics | • 84 hires |
| • Retention | • 333 candidates presented |
| • Customer service for departments, candidates and new hires | • 248 selected to interview |
| • Assistance with new hire assimilation | • 2.9:1 interview-to-hire ratio |
| • 148 days average time-to-fill | |
| • 5.5% average annual turnover of placed candidates |
For more information on our Single-Source Recruitment Partnership Model, contact us at info@cejkasearch.com.
