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Planning for Successful Recruitment


Planning for Successful Recruitment & Recruiting for Retention Jennifer NeSmith, MBA Sterling Health Solutions – PowerPoint PPT presentation

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Title: Planning for Successful Recruitment

Planning for Successful Recruitment Recruiting
for Retention
  • Jennifer NeSmith, MBA
  • Sterling Health Solutions

  • Successful recruitment hiring the right person
    for the job, not just a warm body that can do
    the job
  • Results of hiring the WRONG person for the job
    poor morale, damaged reputation, high costs of
    turnover (advertising, staff recruiting time,
    interview travel lodging, lost placement fees)

Identifying Need to Ensure Success
  • Organizational Goals Objectives
  • Do existing providers perceive a need?
  • Formal or informal survey

  • Is there enough business for a new provider?
  • Physician-to-population ratio
  • Market Share
  • Primary secondary service areas
  • Changes in the Local Market
  • Age of providers
  • Population changes
  • Competitors
  • Are employers growing or shrinking?
  • Patient Experience
  • Wait times
  • New patients

Marketing Your Community
  • Gather tangible information about your community
  • Climate
  • City / County size
  • Geography
  • Recreation facilities
  • Educational opportunities for children
  • Distance to airports, malls other
    amenitiesCollege or professional sports
  • Colleges or other higher education
  • Culture / Lifestyle
  • Community accolades

Marketing Your Community
  • Develop packets of information to send to
    potential candidates, take to job fairs, etc
  • Community information in a nice format
  • Travel brochures from Kentucky Tourism
  • Local newspaper
  • Draft contract (no figures)
  • Information about the organization and other
    practice locations of potential provider
  • Contact business card
  • DVD?

Know Your Opportunity
  • What is the job?
  • Job description (includes duties, call schedule,
    clinic, expected hours)
  • Evaluation (measures of success)
  • Reporting structure
  • Who are you looking for?
  • Education, experience, certifications,
    availability, etc.

Know Your Opportunity, cont.
  • Where will they work?
  • Information on clinic, hospital (size, number of
    rooms, EMR, in-house services, equipment, etc.)
  • Availability of referral specialties services
  • What is the payor mix?
  • Who is on the team?
  • Providers, support staff, management
  • Specialty, interests, age, experience

Know that Your Opportunity Isnt for Everyone
  • What are your deal breaker non-negotiables?
  • Discuss at the initial phone interview
  • Location / community size amenities
  • Expected income range
  • Call schedule
  • Know the negatives of your opportunity and
    provide viable solutions if they exist
  • Hospitalist service
  • Telemedicine
  • Preceptorship opportunities

Establish a Formal Process
  • Who makes ultimate decision of whether or not an
    offer is made?
  • Who will have input on whether or not an offer is
    made? How will that input be received?
  • What is the budget and who is responsible?
  • Who will negotiate with candidates?
  • Will you require drug tests or background checks?
  • Who will be responsible for working with
  • Sourcing
  • Tracking
  • Inviting for site visit
  • Preparing conducting site visits
  • Maintaining regular contact
  • Continuous evaluation improvement of process

Important Contract Provisions for the Candidate
  • Length of agreement
  • Auto-renewal provisions
  • Restrictive covenants
  • Malpractice insurance
  • Death vs. termination
  • Termination with cause vs. without cause

More Contract Provisions
  • Partnership or buy-in
  • Compensation
  • Salary
  • Salary incentives
  • Billed charges, revenue, quality, number of
  • 100 productivity
  • RVU

More Contract Provisions
  • Benefits
  • Signing bonus?
  • Loan repayment?
  • Sick
  • Relocation
  • Vacation
  • CME and time
  • Retirement
  • Insurances
  • Health, dental, vision, life, disability

Is Your Opportunity Competitive?
  • Recent compensation benefit surveys
  • Google search
  • MGMA
  • ASPR

  • Activities Before, During, After the Site Visit

Prior to Site Visit
  • Sourcing Candidates
  • Databases
  • Mailing lists
  • Internet job postings
  • Social networking
  • Colleges / Programs
  • Journals
  • In-house
  • State medical associations
  • Professional societies
  • Firms

  • Google!
  • Review CV
  • Meet job requirements?
  • Gaps in time frames?
  • Know anyone where they used to work?
  • Website of current employer, town, etc.
  • Licensure board

Phone Interview
  • From job requirements non-negotiables,
    establish a list of questions topics to guide
  • Same for all candidates
  • Ask what they are looking for in a new position
  • Tell why position is open
  • Ask if they have any questions
  • If things are going well, ask for available dates
    for interview
  • Remember what you CANNOT ask!

If invited for interview, then
  • Send recruitment packet to candidate
  • Schedule travel lodging
  • Prepare itinerary
  • Tour locations of practice
  • Meet staff informally
  • Meet with negotiator
  • Meet with credentialing / insurance person
  • Meet with peer providers formally off-site
  • Community tour

Train Your Providers to Interview
  • Know what they cannot ask!
  • Arrive on time
  • Pre-read CV other information provided
  • Smile make eye contact
  • Dont drink or smoke

Provider Interview Training, cont.
  • What is their role?
  • To evaluate the candidates knowledge, skills,
    leadership, aptitude, judgment, problem solving,
    work ethic and intangibles like whether or not
    they would add value to the group
  • Look for an Event, Action, and Result from each
    open-ended question
  • Ask behavioral questions
  • If a patient ____, how would you handle it?
  • Ask about past performances
  • Have you ever had a patient ____? If so, what
    did you do?

Provider Interview Training, cont.
  • Close with
  • Asking the candidate if they have any questions
  • Thank them for visiting
  • Do NOT state or imply that they will see
    candidate again or position offered
  • Recommend hiring or not why

During the Site Visit
  • Provide a welcome letter or note with more
    information (community map, newspaper, itinerary)
    with flowers, candy or other gesture at hotel
    upon check-in

During the Site Visit
  • Coordinator should
  • Offer to pick up at airport
  • Offer to pick up at hotel for days activities or
    provide clear meeting directions
  • Stay with during the day in order to
  • Listen and look for reactions
  • Evaluate chemistry between candidate and those
    he/she meets
  • Ensure timeline is followed handle unexpected

After the Site Visit
  • Get some kind of communication out the candidate
    within a week
  • Could be a letter of intent
  • Could be a thank you, the next step is
  • Could be continuing to evaluate candidates but
    will keep CV on file
  • If offer to be made, provide a letter of intent
    with a response deadline
  • Respond quickly to concerns or questions
  • Keep up recruitment efforts until formal
    agreement signed!!

  • Communicate openly regularly
  • Begin credentialing process ASAP!!
  • Licensure
  • Payors
  • Hospital
  • Clinic
  • Malpractice
  • Assist with visits for house hunting, banking,
    spousal job interviews, child school enrollment,

Provide Practice Orientation
  • Should include applicable hospital clinic tours
  • Medical records
  • Information systems
  • Case management
  • Quality
  • Medical library
  • Pharmacy
  • Nurse administration
  • Medical staff office
  • Emergency department

Provide Community Orientation
  • Help the family meet people of similar interests,
    hobbies, etc.
  • Sports
  • Art
  • Education
  • Clubs

Retention from Beginning
  • Market the new provider
  • Community reception
  • Medical society reception
  • Newspaper or radio ads or features
  • Volunteer or speaking opportunities
  • Clubs
  • Health department
  • Schools
  • Meet with the new provider monthly for 6 months,
    then quarterly for first 2 years
  • Celebrate Doctors day in a special way

  • Sourcing
  • Exhibit at meetings, lists from boards,
    professional societies, schools
  • Compensation
  • Benefits
  • Remember Credentialing!
  • Payors
  • Clinic
  • Hospital

  • Sourcing
  • Exhibit at meetings, lists from boards,
    professional societies, schools
  • Compensation
  • Benefits
  • Remember Credentialing!
  • Payors
  • Clinic
  • Hospital

  • Sourcing
  • Exhibit at meetings, lists from boards,
    professional societies, schools
  • Compensation
  • Benefits
  • Remember Credentialing!
  • Payors
  • Clinic
  • Hospital

Locum Tenens
  • Sources
  • Firms
  • Residency programs
  • Credentialing
  • Daily or hourly rate housing transportation
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