Mistakes to avoid during candidate site visits

 

With the physician shortage looming, recruiters need to do everything in their power to recruit and retain the highest quality physicians possible – especially during a candidate site visit. When looking to recruit a new physician to your practice, the way you handle a candidate site visit can make or break your physician recruitment effort. At this point, the candidate has entered the red zone and what you do from here on out can cause the candidate to either join your team enthusiastically or run for the hills.

But while executing the perfect site visit can be a tall order, there are a few mistakes that are easy for recruiters to avoid. By making sure to avoid these site visit slip-ups, recruiters can help keep promising candidates from running for the hills.

 

Below are the four biggest mistakes recruiters can make during a candidate site visit – and how to avoid them.

 

 

1. Not Including the Spouse

When considering a new position or relocation, the most important person a candidate takes into account is their spouse. As a change affects the spouse as much as the candidate, their viewpoint is a key component in a candidate’s final decision. Additionally, a 2008 survey indicated that a spouse’s education, career opportunities, or community preferences are a key motivating factor in a physician’s decision to relocate. By including the spouse and getting them excited about the opportunity and the community, you can increase the likelihood of a candidate choosing your community and practice.

 

2. Using a Generic Itinerary

Just like no two candidates are alike, the site visit itineraries shouldn’t be either. Savvy recruiters thoroughly screen candidates to find out what is important to them in a community and a practice and utilize the information they gather to create a tailored itinerary for the candidate and their spouse. By doing this, you can ensure that a candidate learns about the educational, recreational, and professional opportunities that would be available to them and their families, and they can make a truly informed decision regarding joining your team.

 

3. A Lack of Personal Touches

When conducting a candidate site visit, it’s important to woo the candidate. If they are of a high caliber, they will likely be interviewing with several practices, and it is up to you as the recruiter to ensure that your opportunity stands out. Small touches such as a gift basket in their hotel room, toys for children that may come along, or arranged play dates with the children of other physicians in the group can make a candidate feel not only wanted, but at home with your organization.

 

4. Poor Organization and Execution

When a candidate comes on their first site visit, it is almost as if they are meeting your organization for the first time – and nothing sticks with a person like a first impression. If the site visit is disorganized, rushed, disjointed, and just generally poorly executed, a candidate will take these impressions to mean that the organization is run in a similar way. By failing to have a well-organized site visit, you risk having the candidate feel as if every interaction with the practice will be disorganized and lead to constant frustrations, leading them to run for the hills.

CONCLUSION:

A candidate site visit is perhaps the most important part of a site visit. When done well, it can seal the deal with a prospective candidate and ensure that you can bring them on board. But when recruiters and administrators drop the ball on the site visit, it almost guarantees that they will be losing out on their candidate. By making sure to avoid these four big mistakes, recruiters can lessen the chances of conducting a failed site visit and increase their chances of bringing on their next great team member.