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When asked what their biggest challenge is in recruiting physician candidates, most recruiters will say sourcing qualified physicians. In a health care landscape that has become hyper competitive, many hospitals and health systems find themselves in fierce competition for top talent – and that’s when they can find them. Because of this, recruiters have sought out new and better ways to source physician candidates in the hopes of having them join their teams.

 

But while some organizations are turning to new tools when they source candidates, still others find themselves using the same tactics they’ve used for years. Here are nine things – new and old – that recruiters need to know about effectively sourcing physician candidates.

 

 

 

1. Variety Is Key

Some recruiters think that if a sourcing tool worked once, it’s bound to work every time. Unfortunately, that isn’t always true. Because of this, it’s crucial for physician recruiters to vary the types of candidate sourcing tools they use in order to reach prospective physician candidates online as well as offline.

 

 

2. Know Your Audience

What does your ideal candidate look like? Is it an experienced, director level physician? If that is the case, you’re not likely to find them on twitter. Knowing who you are targeting and where you would likely be able to find them is the key to creating a successful candidate sourcing strategy.

 

 

3. Learn How to Attract Passive Candidates

Not all physicians that would consider a change in their career lurk on the online job boards. With over 86% of physicians falling into the “passive candidate” bucket, recruiters need to find ways to reach physicians who are not actively seeking out a new opportunity. Whether it’s through direct mail, social recruiting, or referrals, recruiters need to find out what works well for them when it comes to sourcing passive physician candidates.

 

 

4. Use the Rule of Three

Too many recruiters fall into a sourcing rut. Whether it’s email, direct mail, or job boards, recruiters should try to reach the maximum number of candidates using at least three touches on three different channels. Also, recruiters should be wary of promoting their opportunity through a specific channel if it fails to produce the desired result.When trying out a new sourcing tool, try it out three times, and then measure the success before deciding to use it again.

 

 

5. Always Track Results

Do you know where you found your last three hires? Can you state, with confidence, what sourcing tool provides your organization with the biggest return on investment?

Making sure that a recruiter spends  their time and resources on what works – and stops using what doesn’t – can help them spend their time finding the right candidate for the job. 

 

 

6. When Trying Something New, Give It Time

While recruiters should make sure to utilize only tools that get results, those results can’t be expected to materialize immediately. Instead, with any new tool, recruiters should try it three times (or three consecutive  months for job board postings/journal ads) before deciding whether or not it is effective.

 

 

7. Referrals Are Underutilized

88 percent of employers rate referrals as their number one source for above average candidates, but few have an established formal referral program in place. Make sure that your organization has a well known and robust employee referral program and incentives in place to encourage existing employees to assist in the physician recruitment process.

 

 

8. SEO Is Crucial

When looking for a new opportunity, physician candidates now first turn to the internet. In addition to job boards and specialty specific sites, many physicians also turn to search engines. Because of this, employers need to ensure that their job postings and sites are optimized for search engines.

 

 

9. Social Recruiting Works – When Done Right

Many organizations utilize social recruiting – but many in the health care landscape don’t do it effectively. Simply posting job alerts will not help organizations find their next hire. Instead, organizations need to begin utilizing social media as a way to communicate an organization’s message, culture code, and brand, as well as engage with current and prospective employees.

 

 

Key Take Aways:

  • Sourcing effectively means utilizing multiple tools and tactics
  • Make sure to track your successes and failures so you know what works – and what doesn’t
  • Know who your target candidate is – and find out how and where to reach them
  • Make sure your online presence is attractive, engaging, and optimized for search