RejectedThe site visit is complete, the offer is on the table, and it seems like your ideal physician candidate will be taking a position with your organization. And then the candidate lets you know that they have decided to decline your offer. After getting so close to bringing on this physician, many physician recruiters are left wondering what could have gone wrong. While there are many factors that can contribute to a candidate declining your offer, there are three reasons that can and should be avoided when recruiting a new physician.

 

Below are three of these reasons, and steps that you can take to keep them from derailing your physician recruitment effort.

 

1. There’s no clear vision for the position

When beginning a new physician recruitment effort, it is essential for the recruiting organization to have a clear idea of what the position will look like. But all too often, this isn’t the case. When the recruiting organization fails to provide a detailed description to prospective candidates and show that the necessary support will be present, highly qualified physician candidates will be reluctant to accept the position. Because of this, it is crucial for organizations to create a thorough practice profile prior to beginning a physician recruitment effort. Not only will this help in creating the sourcing strategy, but it can also help define the position and keep prospective physician candidate’s from taking a job elsewhere.

 

2. The site visit was poorly executed

The physician site visit is one of the most important aspects of a successful physician recruitment effort. The site visit provides candidates with the opportunity to meet with their potential colleagues, see the facilities, and make sure that the team they are considering is well organized. When done well, a physician site visit can close the deal with a prospective candidate, but when botched, the same visit can ensure that the candidate will turn down any offer. 

 

In order to make sure that this doesn’t derail your recruitment effort, it is essential that the physician recruiter create a well designed itinerary and carefully select which physicians and administrators the physician candidate will meet with.

 

3. Taking too long to make the offer

The site visit is completed and your organization has decided that the candidate would be an excellent addition to your team. It’s at this point that all parties involved should make every effort to get a solid offer to the physician candidate. But when there is confusion regarding what offer to make the candidate, the resulting delays can cause the candidate to seek employment elsewhere.

 

To keep this from occurring, physician recruiters should ensure that qualified candidates are presented with a term sheet/letter of intent at the end of a successful site visit. By doing so, the employer ensures that the candidate has an offer in hand and deters them from beginning the recruitment process with a competitor.

 

Key Take Aways:

  • Make sure to have a clear vision of the position to share with candidates
  • Carefully plan and execute all site visits, ensuring candidates are provided with a full schedule and given an excellent idea of what working with your organization would be like
  • Get great candidates an offer right away or risk losing them