- Physician Jobs Board - Physician Recruitment - Physician Employment -Physician Practice Opportunities -
 
Home Physician Jobs Physician Services Client Services Articles Of Interest About Us
Post Your CV Post Job Opportunities Contact Us FAQs Site Map Locum Tenens
  LogOut

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

Does Physician Search Work?

Top Notch Physician and Executive Recruiters liken themselves to problem solvers. Clients constantly face dilemmas whereby the solution calls for just the right person (or people). Search pros are brought in specifically to fill that void. Even though search pros account for less than 15% of all new job hires in any given year, they're identifying the candidates whose actions will have vast repercussions on an organization.

Making the right physician hire pays huge dividends for the client. The right choice can dramatically increase a company's value; and that value rises exponentially as you move up the management chain. So from the clients' perspective, retaining an expert to identify these candidates makes perfect sense. The fees associated with any particular search become almost incidental considering the ultimate payback.

About 75% of all searches are successfully completed. For those that aren't, the reasons are usually straightforward:

• clients cancel the search, usually for budgetary reasons
• clients can't agree internally on job descriptions or continually change the descriptions
compensation for a specific position doesn't coincide with what the marketplace demands

Most search pros try to achieve 100% client satisfaction. It's fairly clear to gauge this in the contingency world since recruiters' fees are directly tied to hiring the candidate they've identified. Retained recruiters, meanwhile, face a different situation. Although they get paid regardless of the search's outcome, retained search pros tend to go to even greater lengths to maintain good client relationships.

Another point that should be covered is the so-called "Off-Limits" policy, under which the recruiter is barred from recruiting from the client for a specified period. Some clients want this spelled out very carefully: others don't give it much or any significance. Our point is that the issue should be addressed so there are no subsequent surprises or disappointments.

It's the recruiter's responsibility to help the client define the terms of any search engagement. A good recruiter usually works around the aforementioned obstacles that can lead to failure. The best recruiters take the consultative approach with the client. Such objectivity means search pros may turn down business rather than start a hopeless engagement - which in the end is a much better prospect for the client.