A recent survey conducted by the Association of Staff Physician Recruiters (ASPR) has shown than the vast majority of in-house recruiters are becoming increasingly stretched thin. In 2014, over 68% of respondents indicated that they were responsible for for a median number of 15 searches over the course of a year, with over 48% indicating that they anticipate an increase in the volume of searches over the next year. As it is, recruiters are finding it difficult to fill the searches they are currently responsible for due in large part to the scarcity of qualified talent, so how can they take on additional searches successfully?
While successfully completing even more searches in a given year seems like a tall order for these in-house recruiters, the streamlining of processes and increased utilization of resources can help improve their efficiency and success rate. Below are 6 ways that in-house recruiters can meet their existing goals and rise to the challenge of doing even more in 2015.
1) Use of expanded comprehensive marketing strategies
Any recruiter can tell you that every search is different. With the unique needs of hiring for specific specialties, experience levels, and demographic needs of each search, it is more important than ever that recruiters create comprehensive marketing strategies that will get their opportunities in front of not only as many candidates as possible, but the right candidates. By creating detailed job descriptions and multi-pronged marketing strategies for each search, recruiters can increase the number of qualified candidates they have access to.
2) Implementation of Applicant Tracking Systems (ATS)
With the need to do more with less, efficiency is becoming one of the most important aspects of the physician recruitment process. One way to increase the efficiency of recruiters is through the use of a top-notch Applicant Tracking System (ATS). A good ATS can help recruiters:
- Create automated workflows to follow up with every applicant
- Let candidates automatically know when they are no longer being considered
- Prioritize top candidates
- Never suffer from the “forgotten candidate” syndrome again
The ATS can automate tasks and work as a secondary assistant for overworked recruiters, freeing up much needed time and improving the recruitment process for everyone involved.
3) Increased cooperation with Marketing Departments
Most large hospitals and health systems have large marketing departments dedicated to bringing in new patients and increasing their organization’s presence in the community. But what about recruitment? A robust marketing department can be an excellent resource for an in-house recruiter by helping integrate the recruitment process with social media, creating fantastic direct mail pieces, and creating the narrative of your organization being a fantastic place for a physician to advance their career.
4) Improved Partnerships with Third Party Firms
As the need for more and more candidates has increased, many in-house recruiters are using third party recruitment firms for candidate generation. But recruitment firms can do more than just generate physician CVs. Many firms offer the ability to follow up with candidates at every stage of the recruitment process, schedule and organize site visits, and even assist candidates with travel plans and working with relocation specialists. When selecting the recruitment firm your organization will work with, it is important to take stock of what exactly your organization needs and how a firm can fit into your process to relieve some of the stress placed on in-house recruiters.
5) Increased cooperation with Leadership
The C-Suite of your hospital or health system can be your greatest ally in the recruitment process. Making sure that leadership is aware of the recruitment needs of the organization and any roadblocks to success can quickly alleviate any issues during the recruitment process. Is a certain aspect of bringing on a stellar candidate standing in the way of a successful recruitment effort? When made aware, leadership can help remove these roadblocks and increase a recruiter’s likelihood of success, which in turn will mean the success of their organization.
6) Streamlining of Candidate Offer and Onboarding Practices
Many times, the hardest part of a successful recruitment process is getting a fantastic candidate to commit to your organization. In this aspect, time is of the essence. Processes should be set into place so that when a candidate that seems like they would be a good fit is scheduling a site visit, non-binding a letter of intent (also known as a term sheet) with general terms and compensation should be prepared in anticipation of a successful visit. By having such a letter of intent ready at the end of a visit, the likelihood and speed of hire is increased, and a recruiter will be more likely to be able to close the deal.
In physician recruitment today, recruiters are tasked to do more with less. This can be done, but only if all parties involved make the effort to stream line processes, work collaboratively, and do what it takes to get the job done.