3 Ways to Identify Pain Points in the Physician Recruitment Process

3 Ways to Identify Pain Points in the Physician Recruitment Process

2Jun, 2015

3 Ways to Identify Pain Points in the Physician Recruitment Process

Most physician recruitment efforts come across stumbling blocks. Whether it’s a process that takes too long to provide a great candidate with an offer or a difficult decision maker, it’s pretty common for a recruitment effort to stumble across some roadblocks. In order for the recruitment to move forward and be successful, it is crucial for recruiters to be able to identify the pain points in a physician recruitment process in order to find ways to remedy them (or at worst, work around them).

But how do recruiters identify these pain points? Below are three simple ways a recruiter can find where a bottleneck is forming in the physician recruitment process.


1. Using an Applicant Tracking System

A good applicant tracking system with sophisticated reporting functions can do more than just automate tasks and ease the workload on a recruiter. Keeping track of candidates as they move through the pipeline and notating any issues (or just a lack of progress) is made much easier through an ATS. Then, by running a variety of reports, a recruiter can easily spot where the problems might be.


At MDR Healthcare Search, we utilize a very sophisticated ATS that allows us to quickly spot patterns in where candidates are falling of in the process – and why. By being able to do this, we are able to identify the issue and take the necessary steps to rectify it.


2. Soliciting Anonymous Feedback from Candidates


Many candidates may not be very forthcoming with criticism about an opportunity they were considering. Usually because they don’t want to come across as difficult or burn any bridges, these physicians stay mum when pressed about why they withdrew their interest or turned down an offer.


In these cases, it can be useful for physician recruiters to offer candidates a way to provide anonymous feedback. This allows candidates to be candid about their experience without the fear of making themselves seem difficult and can provide a physician recruiter with valuable feedback that can inform their physician recruitment process.


3. Getting an Outside Perspective

Sometimes it’s difficult to see a problem when you’re too close to the situation. In these instances, an outside perspective can be invaluable. Whether it’s soliciting an opinion from an colleague not involved in the process, or utilizing a physician recruitment firm that can analyze the situation from afar, getting an outside perspective can provide valuable insight into any pain points during the recruitment process.


Additionally, sometimes candidates do not want to provide negative feedback to the prospective employer (anonymously or otherwise), but would definitely do so to a third party recruiter. By utilizing a third party firm, you can gain candid feedback from candidate that would otherwise be unavailable to you.


Key Take Aways:

  • Recruiters need to be able to identify pain points in their recruitment process so that they can make sure to find ways to remedy them
  • Getting candid feedback from candidates, whether anonymously or through third parties, is invaluable for recruiters
  • Sometimes the issues are in the process. Using an ATS can help recruiter spot the kinks in the process so they can smooth them out