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GETTING THE MOST FROM RECRUITING
  

Why Use Physician Recruiters?

How to Select a Recruiting Firm
How Does a Firm Perform a Search?
Does Physician Search Work?
Retainer or Contingency
How Firms Charge for Assignments
How to Work with a Physician Recruiter
Advice on Interviewing
How To Be A Good Client

How Does A Firm Perform A Search?

Once an Physician search firm has been selected, the multi-step process of physician recruiting begins. Each step is managed by the search firm in partnership with the client team; successful results require diligence during each phase of the process. The key stages of physician recruitment are:

evaluation of the employment need
• research
• candidate screening and reference checking
• candidate "short list" identification
• interviews
• negotiations
• hiring

The search begins with extensive evaluation of the client need. The search firm works closely with the client to arrive at a thorough understanding of the company, its culture and organization, and the specifications of the position to be filled. Job specifications include title, department definition, reporting structure, and details of compensation.

Once prepared, a draft of the position description or a brief descriptive analysis of the total opportunity (the community, the opportunity, the employer/facility, compensation package and comments) is submitted in writing to the client team for approval. It is imperative that the job description/brief descriptive analysis reflect a clear understanding and agreement between the client and search consultant before proceeding.

When the job description/brief descriptive analysis is finalized, the intensive research phase of the search commences. The search firm engages in extensive research and networking; existing sources are contacted, leads are vigorously pursued. Advertising,Direct Mail, Telemarketing and Contacts with Residents and Fellows also come into play.

Based on research,contacts and networks well underway, the search firm contacts prospective candidates by telephone and begins screening interested and promising candidates. Personal interviews ensue in parallel with thorough reference checking activities.

Good recruiters regularly report their progress and, at some agreed-upon point, present a strong candidate pool to the client. Recruiters sometimes recommend the best candidate(s), though the client and recruiter often arrive at an initial selection of the most promising candidates. Client interviews are arranged with the best two or three prospects. The search firm prepares the client to meet the candidates and may or may not attend the interviews.

After the successful candidate has agreed to accept the position - and when candidate and client have agreed to acceptable terms, the dynamic aspect of the search effort is complete. Most physician search firms "guarantee" their candidates for 60 days (contingency firms) to a year or more (retainer firms). The firm will replace such a candidate should he or she leave the client company for any reason. Often these replacement searches are free or at a greatly reduced price. Though a sensitive topic, clients need to have a clear understanding of the search firm's replacement policy, and all fees associated with such searches. The search firm stays in touch after the new hire comes on board to help smooth the transition and assure client satisfaction.