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Planning for Successful Recruitment

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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


1
Planning for Successful Recruitment Recruiting
for Retention
  • Jennifer NeSmith, MBA
  • Sterling Health Solutions

2
  • 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)

3
Identifying Need to Ensure Success
  • Organizational Goals Objectives
  • Do existing providers perceive a need?
  • Formal or informal survey

4
  • 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

5
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
    facilities
  • Colleges or other higher education
  • Culture / Lifestyle
  • Community accolades

6
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?

7
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.

8
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

9
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

10
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
    candidates?
  • Sourcing
  • Tracking
  • Inviting for site visit
  • Preparing conducting site visits
  • Maintaining regular contact
  • Continuous evaluation improvement of process

11
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

12
More Contract Provisions
  • Partnership or buy-in
  • Compensation
  • Salary
  • Salary incentives
  • Billed charges, revenue, quality, number of
    patients
  • 100 productivity
  • RVU

13
More Contract Provisions
  • Benefits
  • Signing bonus?
  • Loan repayment?
  • Sick
  • Relocation
  • Vacation
  • CME and time
  • Retirement
  • Insurances
  • Health, dental, vision, life, disability

14
Is Your Opportunity Competitive?
  • Recent compensation benefit surveys
  • Google search
  • MGMA
  • ASPR

15
NOW YOU ARE READY TO WORK!
  • Activities Before, During, After the Site Visit

16
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

17
Screening
  • 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

18
Phone Interview
  • From job requirements non-negotiables,
    establish a list of questions topics to guide
    discussion
  • 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!

19
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

20
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

21
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?

22
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

23
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

24
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
    glitches

25
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!!

26
Post-Hire
  • 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,
    etc.

27
Provide Practice Orientation
  • Should include applicable hospital clinic tours
    meetings
  • Medical records
  • Information systems
  • Case management
  • Quality
  • Medical library
  • Pharmacy
  • Nurse administration
  • Medical staff office
  • Emergency department

28
Provide Community Orientation
  • Help the family meet people of similar interests,
    hobbies, etc.
  • Sports
  • Art
  • Education
  • Clubs

29
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

30
BSW LCSW
  • Sourcing
  • Exhibit at meetings, lists from boards,
    professional societies, schools
  • Compensation
  • Benefits
  • Remember Credentialing!
  • Payors
  • Clinic
  • Hospital

31
Dentists
  • Sourcing
  • Exhibit at meetings, lists from boards,
    professional societies, schools
  • Compensation
  • Benefits
  • Remember Credentialing!
  • Payors
  • Clinic
  • Hospital

32
Pharmacists
  • Sourcing
  • Exhibit at meetings, lists from boards,
    professional societies, schools
  • Compensation
  • Benefits
  • Remember Credentialing!
  • Payors
  • Clinic
  • Hospital

33
Locum Tenens
  • Sources
  • Firms
  • Residency programs
  • Credentialing
  • Daily or hourly rate housing transportation
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