Personalize Your Recruitment Strategy

Carrie Vaughan, for HealthLeaders Media , July 20, 2010

"Loan burdens are substantial, so repayment packages are often the most persuasive financial incentive," says Muminovic, a mother of two who is starting her medical career by relocating from Phoenix to a small town in Wisconsin. "Our profession demands time away from family and personal recreation, and reclaiming this time in the form of continuing medical education, vacation, limited call, and flexible scheduling can sweeten a small salary."

Recruiting a primary care physician today is becoming less about the money and more about humanistic rewards. "Most people do not rush into primary care to get rich, but to have a rich life," she says.

The interview experience matters

Having a red carpet interview process is essential, says Schutte, explaining that even the little things in a candidate's visit can have a huge impact. For example, making a candidate wait in the lobby for half an hour without being greeted will not create the best first impression-especially when another practice may greet that same candidate right away, provide an escort to show him or her around, and answer questions.

Geiger says when he was touring practices and meeting with potential coworkers, he was looking to fit in. He was more comfortable on tours when the individuals appeared to be speaking from personal experience and not from a brochure or preapproved speech.

Geiger also preferred the tours where the focus was more on learning about the practice, and not vice versa. "I liked this as I felt it was not me being interviewed but me interviewing them," he says.

Geiger appreciated the opportunity to speak with everyone in all levels of the practice. "This made the practice tour feel very genuine, as in 'nothing to hide here.'"

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