Single-Source Physician Recruitment Partnership
Testimonials
Built “best practices” recruitment engine
“We find that we can achieve the greatest efficiencies in our business when we focus on our core strengths. The single-source physician partnership model that we use to attract high caliber physicians has helped us develop a coordinated recruitment plan and educate physicians as to how to recruit. The number of candidates is increasing, the quality of physicians is improving and the interview to hire ratio has been cut. Less time is spent screening candidates and we are more productive.”
“Before we engaged in the single-source recruitment partnership model, our internal program was in chaos. We had a great need for structure and an organized strategy. We were looking for a high level of integrity that we came to find in our partnership with our recruiting firm.”
Enhanced reputation as “employer of choice”
“Through exit interviews we’ve found that recruiting the spouse is probably the most important key to recruiting a candidate. Our recruitment specialist shows a candidate’s spouse our town, real estate, and is on a first name basis with the principals of all the schools, both public and private. Mortgage bankers and realtors are all very aware of our growth and the impact our growth is having on our community, and this has all helped to build our reputation. I attribute this to the work done through our recruitment specialist. She has brought attention to us and to the new doctors we’ve hired. This is a positive intangible benefit we never dreamed we’d be getting out of this recruitment partnership.”
“The effect of the recruitment partnership model on our culture is that our doctors are beginning to see that they have something to be proud of here. They see that we are attracting very highly qualified people. Our staff sees that we are not just recruiting good doctors, but good doctors to fit our practice.”
Increased pipeline of qualified, first-rate candidates
“We lost an entire department at one time, which could have made us vulnerable because of the situation we were in. But our recruitment partnership model changed all that. We went from having no department, to having five new amazingly qualified doctors. At some point, we have to say we are going to hold off and don’t need another. But each candidate that is presented is just as good, or better, than the last one. It is a really nice situation to be in; to have so many good physicians to choose from.”
“We have established a reputation in the physician community as delivering top quality care, but we find that to continue as an innovative leader in health care delivery, we must do more. We have a clear objective to not only continue to enhance quality, but to become the gold standard for service excellence in health care delivery. We partner with our recruitment firm to help us achieve this objective by improving our recruitment and retention of the right physicians. As we grow and refine our service culture, physician credentials and technical competence are only part of the criteria. Our recruitment firm helps us source physician leaders who help us drive our service culture. We believe the benefits to us and to our patients as a result of this partnership are immeasurable.”
Ensured a positive physician-candidate experience
“I was very pleased with my recruitment experience. Of all the 30 or so recruiters I’ve dealt with, this was my best experience by far. Everyone was so pleasant and professional. What impressed me the most was the efficiency and the promptness. I spoke with the on-site recruiter on a Monday morning. By Monday afternoon, a member of the medical staff had already called me. The next morning, the interview was scheduled. There was, and continues to be, excellent follow-up. And if that’s how I was treated during the recruitment process, it speaks volumes for how efficient the organization must be.”
We want new recruits to have a chance to put their feet under the table and get involved in decision-making from the start.
Saved direct and indirect cost of filling vacancies
“When you include estimates of indirect value, such as a shorter recruiting cycle, higher caliber of physician recruits, greater physician retention and revenue and membership growth as a result of selecting talented physicians, then our physician recruitment partnership model has resulted in financial gain for our company.”
“When all of the physicians in one of our departments left a year ago to create their own business venture, we lost an annual $4 million off the bottom line on a total of $15 to $20 million. With our recruitment partnership we had the first candidate placed within the shortest amount of time in our history.”
Increased retention
“Our physician turnover has gone from 13.5 percent in fiscal year 2003 to eight percent in fiscal year 2004, to 5.0percent in fiscal year 2005, so there’s clearly a tangible financial piece to our reduced turnover. Last year we spent a lot of time on retention strategies and combined those with our recruitment firm’s recruitment strategies. So, we are not just recruiting physicians that stay, but they are being encouraged to stay by members of our departments.”
“People say, `what’s the worst that can happen if you hire a physician who doesn’t like your culture? He or she will just leave.’ But that’s not what happens. Before they leave, they drive other physicians in your organization out.”
“Bringing in the right physicians through our single-source recruitment partnership has increased the morale of our organization and helped us retain our physicians who are happy to be associated with other talented physicians.”
For more information on our Single-Source Recruitment Partnership Model, contact us at info@cejkasearch.com.
Read more about how successful our clients are with this innovative recruitment model.