Your weekly dose of wisdom from the Physicians Practice experts.
With all the useful information available on Physicians Practice, it is easy to become overwhelmed.
With this in mind, the tip of the week is a chance to reflect on some of the wisdom found all across the site. In a December 2021 article on Attracting better talent with greater transparency, Laurie Morgan writes the following:
Your ideal candidate isn’t just someone with impeccable credentials, it’s someone who will stay with your organization, help shape its future, enhance its reputation, and earn back the costs of their recruitment many times over.
Here are two dimensions for which physicians often tell me their expectations were out of line with the reality of the jobs they accepted:
Some practices spend little time describing their culture when hiring, perhaps because they don’t appreciate how important it is.
For example, if your practice values productivity highly, own that it is a place where people who want to earn more by working harder will earn more. Like-minded physicians will be delighted to know that you support their financial focus!
Another source of job dissatisfaction physicians frequently cite is opaqueness of compensation plans.
Preparing either the recruiter or the hiring managers to explain compensation plans in detail can go a long way to minimize these misunderstandings. Young physicians, especially, may be reluctant to admit that they don’t fully understand how they will be paid. Be proactive and avoid a potential problem by preparing detailed information.