When recruiting physician candidates, many believe that it is the recruiter’s responsibility to “control” a candidate’s actions throughout the recruitment process in order to ensure a placement. Everything from making sure a candidate doesn’t miss an interview to convincing them to take this position over any other is considered part of good “candidate control.” But while many recruiters wish that they could control their candidates, they find that it is impossible to control another human being. So instead of looking at the process through the lens of candidate control, recruiters should instead be viewing the end goal of candidate control from a different perspective.

 

Instead of trying to control the candidate, recruiters should instead seek to control the process – getting to know the candidate, communicating with them throughout the recruitment process, and ensuring that they have an excellent candidate experience.

 

 

1. Candidate Motivation

Instead of viewing candidates as individuals that need to be controlled and manipulated into taking a certain action, physician recruiters need to take the time to learn what is truly motivating a candidate. Why now? Why this opportunity? Why this location? Ultimately, candidate’s are looking out for their own best interests. Knowing what is driving their search and what their ultimate career goals are can help a recruiter make sure that the candidate would be a good fit for the position – and that both the physician and the hiring organization are benefiting from the situation.

 

 

2. Candidate Communication

In physician recruitment, nothing is more important than open lines of communication. In order to establish and grow relationships, it is essential to maintain communication with your candidates during the recruitment process. This relationship you build with the candidate will in turn cause them to place more trust in you and your suggestions. Additionally, a candidate with whom you have constant communication is more likely to be engaged throughout the recruitment process. 

 

 

3. Candidate Experience

More than just the opportunity you’re recruiting for, a candidate’s experience in the recruitment process can make or break a placement. Everything from the initial application through to signing the contract is part of the overall candidate experience. At the end of the day, it doesn’t matter how fantastic your opportunity is if your candidate has a terrible experience during the recruitment process. Instead, seek to make the process as simple and convenient for the candidate as possible, and make them see just how important an addition they would be to your team.

Key Take Aways:

 

  • Instead of attempting to control the candidate, find out their motivating factors and ensure that the move to the new opportunity would be in their best interests
  • Keep lines of communication open to help develop your relationship with the candidate
  • Ensure that the entire recruitment process – from application to signing the contract – works to ensure a superb candidate experience