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When it comes to sourcing physician candidates, most recruiters will agree on one thing: it’s not getting any easier. With the number of available physicians not keeping pace with the increased need for providers, physician recruiters are finding themselves competing for the same limited pool of active candidates. So what is a recruiter to do? Find a way to source and recruit the passive candidates that other organizations aren’t targeting.

 

But while this may seem obvious, it’s far from simple. Sourcing passive physician candidates has never been easy, but these five tips can help you get started.

 

1. Be Candidate-Centric

Recruiting passive physician candidates is not like recruiting active candidates, especially when it comes to the initial phone screening. While recruiters will generally use the initial phone screening to find red flags in a potential hire, the initial call with a passive candidate should be focused instead on what the candidate is looking for. Asking candidates questions about professional goals, practice preferences, and lifestyle desires will make it easier to tailor your recruitment message to them and increase the chances that they will want to learn more about your organization and the position.

 

2. Focus on the Value Proposition

Once you know what a candidate is looking for, it’s crucial to tailor your message to them in a way that showcases your position as an opportunity for professional growth or personal satisfaction. Whether it’s leadership potential, research opportunities, or greater work-life balance, outline what makes your position stand out from the rest and make a compelling argument as to why the candidate should consider a career move.

 

 

3. Think of Timing

In physician recruitment, it’s all about sending the right message to the right person at the right time. This still holds true for passive physician candidates – reaching out to them at the right time can mean the difference between them accepting an offer or ignoring your calls. Luckily, the physician recruitment cycle runs on a fairly predictable schedule, with summer and winter being some of the best times to recruit candidates. Thanks to physician training schedules and contract lengths, your chances of engaging a passive candidate and successfully recruiting them increase when you reach out during the summer or over the winter holidays.

 

4. Move Beyond Job Boards

While job boards are the main resource for many recruiters targeting active physician candidates,  they’ll be of little help to recruiters going after passive physician candidates. Instead, it’s crucial for recruiters to go find these candidates where they congregate. Social media is a great tool for sourcing passive candidates, allowing recruiters to engage with physicians who may not be actively looking for a change and provide them with information about an organization.

 

 

5. Work Referrals

Employee referrals should be a key part of any physician recruitment strategy, but they are a great source for passive candidates. Referrals allow recruiters to reach out to passive candidates they otherwise wouldn’t be aware of, in addition to providing them with a warm introduction. As an employee referral, referred passive candidates are more likely to engage with a recruiter and eventually join the organization since someone in their network has positive things to say about working there. 

 

Key Take Aways:

  • Messaging and timing are doubly important when sourcing passive physician candidates. Make sure to find out what the candidate is looking for and tailor the value proposition to their preferences.
  • Social media can serve as a valuable tool for engaging passive candidates and nurturing them with positive information about your organization.
  • Employee referrals can give you access to passive candidates throughout the country and increase the chances of an eventual hire.