The healthcare industry is one of the sectors with the highest demand. There are various independent firms as well as government organizations that are always recruiting physicians. Despite this, experts still predict a looming shortage in the coming years, which means organizations will have to tighten their belts when it comes to recruitment.
Getting healthcare workers at your facilities will not only depend on what the candidate can offer but also what you as an employer can give them. Well, for this to work for you, we have a few recruitment strategies here that you might be of help you get the best physicians to work with.
Identify the Qualities
With the high demand, you don’t need to work with a physician who’s not committed to their work. You must identify important qualities, such as dedication and commitment. Your ideal candidate must be prepared to stay in that career long enough to be of service. Also, look at their communication skills and commitment. Healthcare is a demanding sector, and someone who’s not flexible enough will not fit the mark.
Work on the Compensation Package
So, you want to retain a physician long enough? How much are you willing to offer them for that? And when it comes to compensation, it’s not just about the basic salary. Consider other benefits, including those that are not monetary. Track their performances over time and appreciate the good work with bonuses, retirement benefits, vacation packages, etc. These are one of the things that lead to job satisfaction, and your physician won’t leave easily when they get a better offer.
Create an Environment of Trust
One way to ensure that there is trust between the organization’s stakeholders and the physicians is to ensure transparency. No one should hide crucial information from each other, and you should not crucify anyone for sharing what’s in their minds. This should start right from the interview process. Consider employing technologies such as the use of virtual office tours or video interviewing. This way, you will engage your candidates in the best way and create a long-lasting impression even if they don’t work with you for long.
Response to Inquiring
When recruiting, the interview should not just be about the candidate, but all parties present. Start by responding to candidate queries the best way possible. Ensure you communicate to the candidates in advance about all the steps involved in the recruitment process and what their work will entail. Be flexible enough and quick to answer all the queries and responding to all concerns in the best way possible. If you’re responsive enough during your physician recruiting process, the whole thing becomes easy and less time-consuming.
Don’t Ignore the Life-Work Balance
Exhaustion at work is something no one can escape, especially if you’re just buried at work with no time for yourself or your family. Creating a balance between work and life is one of the best strategies to combat work-related stress and restore focus. You should, therefore, consider this important aspect during your physician recruiting process. Part of your compensation should include paid time off. 21 days off work should be available to all physicians. They should also have some days when they leave work earlier than usual or have at least a day in the week to rest.
The physician recruitment process should not be stressful if you understand what the workers want and balance it with what your organization can provide. Evaluate your candidates well to find out their motivations in life, their career goals, and their definition of success. This way, you will easily figure out how to work with them.
