So you’ve managed to source, screen, and interview a candidate that everyone on your team loves. You know they would be an amazing addition to the organization, so you decide to make the candidate an offer. While you may think the deal is nearly done at this point, many recruiters and organizations have found themselves without a candidate after they botched the offer stage of the physician recruitment process.
Believe it or not, it is not uncommon for organizations to lose out on a great candidate because they mishandled the offer in one way or another. In order to avoid that outcome, recruiters should make sure to avoid these five common mistakes made when making a physician recruitment offer.
1. Letting Too Much Time Pass
One of the biggest mistakes employers make in the physician recruitment process is waiting too long to make their top candidate an offer. After a candidate leave’s the site visit, the clock starts ticking. The more time they have between their visit and their offer, the more time they have to explore other opportunities and potentially be recruited away from you.
2. Asking for Too Much Before the Offer
Are you expecting practicing physicians to provide references before making an offer? Or are you instead asking physician candidates to provide a detailed financial and clinical history? Asking for too much before providing a physician candidate with an offer can seriously put off an otherwise excited candidate – or in some cases, even cost them their current position. At the very least, provide the candidate with a term sheet before asking for sensitive information, including a clause indicating that the offer is only valid if the candidate meets all of your requirements.
3. Not Being Accommodating During Negotiations
With physician’s priorities and preferences changing, it is important for organizations to remain flexible during the negotiation process. Whether it’s providing certain accommodations on paid time off, offering a different recruitment incentive, or clarifying call, it’s important for organizations to consider a candidate’s requests and see what is and isn’t possible.
4. Giving an Inflexible Response Deadline
While including a deadline for accepting an offer or signing the contract is in general a good idea, employers need to be sure to provide a candidate with a reasonable amount of time to review their contracts with an attorney and/or discuss it with their spouse. Additionally, organizations should take into account extenuating circumstances (such as travel or emergencies) that may make it impossible for the candidate to review and accept the offer.
5. Insisting on a Broad Non-Compete
It’s understandable to not want your best physicians to go across the street and work for the competition, but extending a non-compete to include anywhere within 50 miles of any practice, clinic, medical center, or hospital affiliated with your organization may be taking it a bit too far. Excessively broad non-competes work against your organization in two ways:
- If it’s too broad, it’s generally unenforceable
- When it’s very broad, the candidate will often view it as a barrier to accepting your offer
Including this broad non-compete will often cause prospective employees to wonder what would happen if your organization over promised and under delivered on the position. If they signed the contract with the non-compete, they could find themselves needing to relocate their families to a far off area.
Key Take Aways:
- Flexibility is key – whether it comes to negotiating terms or extending a deadline
- Time kills all deals. Make sure not to let too much time pass before making a candidate an offer
- Don’t ask for too much before you’ve given the candidate something in return