Anyone can tell you that being on the ground floor in a recruitment process is a key to success, yet many recruiters (both in-house and third party) don’t take the time to see what a specific practice’s needs and culture are truly like. In order for a recruitment process to be successful, it is key for a recruiter to make contact and get to know the individual practice that they are recruiting for. 

Below are four ways that a recruiter site visit can improve the likelihood of a physician recruitment effort’s success.



1) Ability to speak knowledgeably with candidates regarding practice specifics


Highly qualified physician candidates often have a very specific idea of what they would need and want in an ideal practice opportunity. By having the recruiter that will be connecting with prospective candidates visit the practice, they can speak knowledgeably as to the size, layout, location, and equipment available at the practice. Having physically visited, the recruiter can speak to candidates at greater length and detail than one who has not visited the practice.


This is especially important when working with a third party recruitment firm. The ability of the third party recruiter to plainly state that they have visited the practice and spoken with the staff adds authority and legitimacy to the third party recruiter.


2) Knowledge of Individual Practice Culture


Every practice, even when part of an integrated health system, has a unique and specific culture. A recruiter should take the time to meet with the other physicians and office staff to gain a better understanding of the personalities and dynamics of each practice, aiding in the identification of a candidate who will fit seamlessly into the practice and enhance the overall culture of the practice. Additionally, this also provides the recruiter to see how the staff and patients interact, giving further insight into what type of personality the ideal candidate should possess in order to interact with the patients in the way they would prefer.


3) Opportunity to spot key needs that were not addressed


Sometimes those making the request for an additional physician are either too close to or too far removed from the situation to spot key needs for the practice. Are the majority of the patients female? Are the majority of a specific culture? Is there an ethnic group of potential patients that the practice may be missing out on due to an inability to address their specific needs? By gaining an additional pair of eyes and a new perspective on what things are like at the practice, the recruiter can point out any additional requirements for a prospective candidate. Conversely, a recruiter can sometimes spot an area where the practice would prefer a certain type of candidate, but such a preference may not need to be a requirement based on the needs of the practice.


4) Ability to spot any roadblocks to a successful recruitment effort


Just as a recruiter can sometimes spot previously unknown needs, they can also often times spot roadblocks to a successful recruitment. By utilizing their outside perspective, a recruiter may be able to spot a member of the practice who should be integral to the recruitment effort that is not being included. They can also take note of those who are greatly involved but may not be making themselves sufficiently available to prospective candidates. By going to the practice and meeting the existing physicians and staff, a recruiter can make suggestions as to how to improve the likelihood of success for a given search.



Key Take Aways:


  • A Recruiter site visit can give them insight to a practice’s culture and dynamics
  • The site visit can allow both in-house and third party recruiters to speak more knowledgeably of the opportunity
  • Visiting a practice can provide insight into any roadblocks to the recruitment effort