When undertaking a new physician recruitment effort, their is often some confusion. What role is this physician expected to play? What will they need to be successful? What should I look for? All of these questions are ones that must be answered before beginning a new recruitment effort. When taken together, these questions can form a detailed candidate profile, letting you know exactly what you’re looking for and giving your effort clarity and focus.
But how do you go about creating a candidate profile? And how do you make sure you’re including everything you need? Below are five easy steps to help you in drafting your own comprehensive candidate profile.
Step 1: Speak with the existing physicians in the group
Before you can decide on what your ideal candidate will look like, you first need to know the make-up of the existing group. Get to know what the practice culture is like, the patient population, and what the traits were other successful physicians who have been in the practice. This will give you an idea as to what type of physician would fit in well with the team.
Step 2: Find out what experience and qualifications are needed
Is this a brand new practice? If so, you would likely want to bring on an experienced physician familiar with building up a patient panel. Is this an established practiced with more seasoned physicians? You may want to bring in a new graduate or other young physician to begin succession planning. Additionally, things such as training and language skills will depend on each individual practice, with physicians often preferring candidates from similar training backgrounds and a large minority patient population requiring fluency in a specific language.
Step 3: Decide on specific professional and personality traits
A variety of factors, from practice model to how busy the practice is, will affect what professional and personal traits your ideal candidate will possess. Everything from a commitment to integrated care to a desire to be busy and ramp up quickly are things you will need to incorporate into your ideal candidate profile. Other things, such as interests in certain sub specialties or a desire to utilize robotics will also come into play.
Step 4: Research where you have found similar candidates before
Now that you know what experience, qualifications, skills and traits your ideal candidate will have, you need to ask yourself where you have found similar candidates in the past. Where do these candidates often look for or come across positions? Speak with existing physicians and go through your own recruitment records to see if these types of candidates tended to find your positions through specific society journals, job boards, or through targeted direct mail and email campaigns. This will help you decide where to spend your resources when the time comes to market your opportunity.
Step 5: Organize your comprehensive candidate profile
All of this information can be overwhelming when looked at together. Because of this, it is important to organize it into categories, and then separate the needs and wants below each category. Some categories should include:
- Personality traits
- Professional interests
- Professional traits
- Sourcing profile (where you are likely to find such candidates)
Once you’ve organized your profile, you can begin to draft a targeted job description and map out a comprehensive candidate sourcing strategy.
It’s difficult to get a physician recruitment effort off of the ground when you’re not completely sure what you’re looking for. Having a specific idea of what your ideal candidate would look like and which aspects are “must haves” versus “like to haves” will help you when drafting your job description, deciding where to market your position, and ultimately deciding who to hire.