Are you wondering if it’s become harder to recruit physicians since, say, 20 years ago? It has.
Are you wondering if it’s become harder to recruit physicians since, say, 20 years ago? It has. Increased competition from health systems, physician shortages, and sub-specialization have all contributed to the difficult recruitment landscape we face today. To successfully recruit the physicians of tomorrow, we should mold successful strategies of the past to fit today’s medical school graduates.
What should you know about today’s new docs on the block?
Planning your strategy
Broaden your recruitment efforts to be open to all candidates. Have an outside ethnic- and gender-diverse group review your recruitment materials and strategies to optimize your group’s appeal to a broad audience. Do everything you can to maximize feelings of welcome and inclusion.
Diversity in your office can make so many positive differences in patient satisfaction and marketing success. Is your office multi-lingual? Advertise it in your office brochures and Web site. In a tight recruitment market, the ‘little’ things can and do make a difference.
Recruitment is a “winner takes all” game. You either get the physician you are recruiting, or someone else does.
Lucien Roberts, III, MHA, FACMPE,is executive director of Neuropsychological Services of Virginia. He also consults with medical groups and health systems in areas such as compliance, physician compensation, negotiation, strategic planning, and billing/collections. He may be reached at email@example.com.