When it comes to establishing a candidate pipeline, some physician recruiters assume a “more is better” attitude. While having more options can seem like an ideal situation, too many options can create confusion, just as much as too few options can create frustration. Because of this, it is important for recruiters to establish and maintain a candidate pipeline that allows for enough options to meet your goals without causing confusion.

But what steps should a recruiter take to ensure that their pipeline is large enough – or not too large. Below are the three steps physician recruiters to follow to make sure that their candidate pipeline is the right size to meet their goals.

 

1. Do Your Research

In physician recruitment, knowledge is power. Before advertising a position and beginning to actively source candidates, recruiters should research the past performance of similar searches.

 

Recruiters should know:

  • The percentage of physician candidates that are selected for a phone interview
  • The number who go through the phone interview stage to be invited for a site visit
  • The number of site visits, on average, it takes to get a candidate an offer
  • The number of candidates who decline an offer compared to the number that accept an offer

 

By knowing these figures, physician recruiters can decide how aggressively they need to source candidates and whether or not they need to continue marketing the opportunity for the time being.

 

 

2. Set Realistic Goals

Once you know roughly how many candidates move from stage to stage during the recruitment process, you can begin setting realistic sourcing goals. It is important for recruiters to take into account things such as geography, type of practice, candidate specifications, and the size of the specialty sought when creating these goals. The number of candidates a physician recruiter will be able to generate for Pediatric Surgeons will likely vary greatly from the number of Cardiologist they will be able to source. By taking these aspects into account, the recruiter can set their goals and also help set realistic expectations with other parties involved in the recruitment effort.

 

 

3. Create a Comprehensive Sourcing Strategy

 

Depending on the results your research generated and the realistic goals you were able to set, you will need to create a comprehensive sourcing strategy that will allow you to generate sufficient candidates at the early stages of the pipeline. While difficult searches and organizations with low conversion rates will need to create a robust, multi-pronged aggressive sourcing strategy, others may not need to be quite as aggressive.

Some points to consider when creating your sourcing strategy:

  • How many physicians of that specialty exist nationwide?
  • Do your candidates need to have a certain level of experience?
  • Where does your ideal candidate likely look for opportunities?

 

By creating this strategy prior to engaging in the search, a physician recruiter can approach the sourcing process in an organized and efficient manner.

 

Key Take Aways:

  • Know your success rate for past searches
  • Learn how difficult recruiting for a certain specialty/area will be
  • Set goals for each stage of the process to hold yourself accountable
  • Use your research and goals to inform your sourcing strategy