Whenever you find yourself needing to hire a new physician, you’ll often feel a combination of excitement at the prospect of bringing on a new team member paired with the dread of knowing that it won’t be easy. With the physician shortage in full swing, even highly desirable employers in popular locations are finding it difficult to find that elusive “perfect candidate.” Because of constraints that nearly every recruitment effort needs to deal with, you’ll likely find that there are some things you will need to sacrifice during a physician recruitment effort to source and hire the right candidate.

 

Based on the constraints you have, you may find yourself needing to be flexible in one or more of these areas in order to get what you need. Below are the three most common trade-off’s you’ll likely have to make at some point during a physician recruitment effort in order to hire the candidate your organization needs.

 

1. Time

With most recruitment efforts, time is often of the essence. Whether it’s due to a departing physician, a new location scheduled to open at a certain time, or an otherwise urgent need, recruitment needs often need to be filled as soon as possible. But when it’s necessary to recruit a physician quickly, you’ll often find yourself needing to be flexible with one or both of the below trade-off’s.

 

 

2. Quality

Every organization wants to hire the highest quality candidate possible to fill a given physician. Whether it’s top tier training, a set amount of experience, or a specific set of skills, finding the candidate that checks all the boxes for quality will often mean that it will take longer to find them, or you’ll have to compensate them higher than your budget allows. 

 

 

3. Money

It’s extremely rare that a physician recruitment assignment doesn’t have a budget for the prospective hire’s salary or the recruitment expenses. When the hiring organization’s budget for physician compensation is below average, finding high quality candidates quickly can be next to impossible. Additionally, if the recruitment effort has a small budget, sourcing candidates can become exceedingly difficult.

 

This is why financial constraints can cause a recruitment effort to go on long past the desired start date, and why it could be difficult to find the type of candidate the position demands. 

CONCLUSION:

 

 

Every physician recruitment effort will face some trade-off’s and it’s up to the organization to decide what they really need versus what they simply want in relation to what they have available.

  • If time is limited and you need to hire a physician immediately, you’ll likely need to be flexible in terms of candidate quality or be willing to spend more to get the right candidate on board quickly.
  • If you’re list of required qualifications and candidate quality is non-negotiable, it will take more time and/or more money to get that unique candidate to join your organization.
  • When you’re organization is unable to compensate physicians competitively or is unable to adequately fund a recruitment effort, you will find that your candidate sourcing efforts will take far longer – or you will need to lower your expectations of the quality of candidate you’re looking to hire.