Physician recruitment is a field that is dogged by many myths. Whether they have to do with sourcing candidates, marketing opportunities, or figuring out how to spot the candidates that are the best fit, many myths spread misinformation that can severely damage a practice’s recruitment effort – and sometimes, even it’s reputation.
But what are some of the most damaging myths to physician recruitment? And how can recruitment professionals spot and avoid them? Below are the three biggest physician recruitment myths that are hurting your practice – and your chances of bringing on a stellar candidate.
1. We Just Need Candidates
Sourcing the right candidats has become more difficult as the battle for top physician talent gets fiercer. But while sourcing candidates can be challenging for some, it takes more than just getting CVs to successfully recruit and retain quality physicians. This is a myth many physician recruitment firms encounter – clients who think the key to hiring a candidate is simply seeing as many CVs as possible. But a successful recruitment effort takes much more than just CV generation. Once the CVs are sourced, careful and thorough screening of candidates, cultural fit assessment, and process management become key to getting the candidate’s who’s CVs you have to actually want to join your team.
Additionally, quantity does not always mean quality. Requests to just see CVs without assessing the training, experience, and fit can be a recipe for disaster.
2. Candidates Only Care About Compensation
The heated competition for top physician talent has led to a virtual bidding war for candidates among many health care employers. Seemingly driven by the idea that candidate’s main concern is the dollar amount associated with an opportunity, many groups and health systems find themselves competiting to offer the most enticing compensation packages to candidates.
But candidates care about much more than just compensation. Quality of life, work-life balance, practice specifics, career development, and practice culture all factor into what position a physician will take – and which one he or she will stay in long term.
3. Recruitment and Retention Are Unrelated
As has been well documented, the cost of recruiting a physician far exceeds the cost of retaining one already on board. This has caused many employers to implement physician retention programs and incentives in their drive to keep their physicians on board long term. But when looking at some of the top reasons that a physician leaves, it becomes increasingly obvious that many of these reasons could have been recognized and addressed during a thorough candidate screening process.
Because of this, it is important for employers to acknowledge the role recruitment plays in long term physician retention. The two are not unrelated, as some would think, and a thorough and well conducted physician recruitment effort can help employers weed out candidates that are likely to leave, all while finding the ones who fit in so well that they can’t help but want to stay.
Many of the myths surrounding recruitment have been circulating for years. But as the competition to recruit and retain the highest quality candidates continues to heat up, it has become ever more important for employers to reassess these myths and reject them in order to become more successful in the recruitment sphere.