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15 Requirements To Successfully Hire A Doctor

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Hiring the right physician can be challenging. Whether it’s a clinical or non-clinical job, the right person needs to have all the skills, certifications, and experience needed for your organization. It can be hard to know what you should look for in an applicant when applying for the job.

We hope to make it easier by providing some insight into how you might go about hiring the best talent possible.

Table of Contents

  • Key Considerations While Hiring A Physician
  • Attracting And Retaining Best Talents
  • How To Recruit Using Look For Zebras?

Key Considerations While Hiring A Physician

Hiring a new physician is a significant task with long-term consequences for your practice. Finding great candidates who prioritize patient safety and satisfaction benefits both your patients and your practice. It takes years to build your brand. Physicians who understand and improve your organization’s reputation are critical to your long-term success.

1. Understand The Legal Requirements For Hiring A Doctor

One of the most important tasks when hiring a doctor is understanding your legal requirements. You must be aware of some legalities while interviewing and recruiting new staff. Ignoring or failing to be aware of these legal difficulties can lead to discrimination claims, legal obstacles and may obstruct your ability to fill the post.

You are prohibited by federal law from questioning issues that could lead to bias or prejudice against the prospective employee. You cannot force an employee to reveal this information to you on a résumé or during an interview; however, you might request that they do so. Age, gender, color, marital status, national origin, children, disability, and military status are among the “forbidden topics,” according to the US Equal Employment Opportunity Commission.

2. Define Your Requirements

To recruit potential candidates, create a clear job description with a list of duties, responsibilities, and competencies. Incorporating keywords (such as physicians, doctors, physician assistants, primary care physicians, and so on) in your doctor job description will increase the visibility of your job posting.

3. Target The Talent/Train Future Doctors

Partnering with local community programs or schools to demonstrate your organization’s core values and address a specific target demographic is a wonderful method to recruit top talents to your organization. Consider starting an internship or mentoring program at your workplace. Candidates eager to learn about your organization, the values, and goals will be drawn to specialized possibilities.

Your practice should collaborate with medical schools or regional medical associates to attract viable applicants. Reach out to students and provide them the chance to learn about small-practice medicine and rural/urban medicine by establishing a program that will expose them to this setting.

4. Budget For Competitive Compensation

Is your remuneration package current? If you do not offer a competitive salary, it will be impossible to attract practically any candidate, let alone successfully recruit and keep a talented physician. Examine the types of packages your competitors offer to discover where you stand.

If you need more money to find the perfect candidate, go to the hospital board of directors or those in charge of finances at the practice, and gain approval for the extra salary before you start recruiting, so you can move faster once you start interviewing.

5. Offer Growth Opportunities

Physicians, non-physician providers, and support personnel should all be allowed to advance their careers.

Allowing employees to further their education shows that your firm values its personnel and can save money in the long term. The cost of training, along with a raise and promotion for the employee, may be cheaper than the wage you’d pay an external worker.

Don’t forget to leverage opportunities for professional growth as a recruiting tactic.

6. Consider What Matters Most

What you believe is vital to a physician may not be what they really want. One physician may be more concerned with the financial aspect, while another may be willing to forego money in return for fewer hours. To adapt the role to the proper person, pay attention to what candidates say during interviews. Find out the candidates’ main reasons for changing or accepting a job, and utilize that information to make the best offer possible.

7. Transparency

Organizations should also make it simple for candidates to evaluate their organization to shape their early and accurate views and impressions. A medical recruiter can help with this by utilizing novel recruitment technology and practices like video interviewing and virtual office tours, which can engage prospects in new ways and help your firm create a lasting impression.

8. Offer Unique Benefits/Perks

Employees frequently request individual perks. For instance, all employees may not require health insurance because their spouse’s plan covers them. Flexible hours or additional vacation time may be more appealing to some. Learn what your employees’ value the most and customize your offerings to keep them.

Proactively approach physicians who are already on staff and encourage them to spread the news to their networks, expanding the advertisement’s reach. Offer a recruiting bonus or benefit to someone who brings in a qualified candidate who takes the position.

9. Interviewing Candidates

The interview is a crucial opportunity to examine a physician’s suitability for a position and “sell” your employment offer.

Relate what you do to the interviewee’s medical background and previous clinical experience whenever possible. One of the simplest ways to achieve this is to ask candidates a wide variety of questions like why they want to work with you and then personalize your response to include the features of the profession that they find most appealing.

Interviewing can also be aided by technology. Video interviewing can be used to conduct real-time interviews with physicians in separate places or pre-recorded interviews that can be viewed whenever the physician is available.

10. Check References Carefully

It’s important to check references carefully before making a final decision on who to hire. Request a list of references from the candidate, and then contact those individuals to learn more about how they performed in previous positions.

11. Make Sure They Are Licensed In Your State

It would be best to do this before hiring any doctor to ensure they are licensed in your state. You can do this by checking the state medical board’s website. It is important because you don’t want to get into legal trouble employing an unlicensed doctor.

12. Stand Out

Some specializations, particularly primary care physicians, are in limited supply. As demand rises, so does the level of competition. Demonstrating how much you care for and support your present physicians and their families is one approach to stand out. Introduce your candidate and their spouse to the rest of the medical families satisfied with their jobs during the interview process.

13. Be Responsive

A regular day on the job for a physician might be challenging. It frequently entails working nonstop for 8 to 12 hours, being continually interrupted, dealing with patients who require immediate care, and making quick choices. As a result, your recruiters’ responsiveness and ability to engage with them swiftly and effectively is critical to the recruitment process.

A physician recruiter should use technology to keep organized and respond rapidly to candidate questions. Recruiters should also make sure that the candidate is well-informed on the following phases in the recruiting process. When done correctly, responsive physician recruitment can eliminate applicant and recruiter confusion while reducing time-to-hire.

14. Include The Candidate’s Family

Many physicians consider family considerations when accepting a new career, particularly one that may entail relocation.

Consider whether your company’s location gives professional prospects for the candidate’s spouse or suitable schools for the candidate’s children when recruiting a candidate. These factors influence a physician’s decision to accept a new employment offer.

Include family members in the experience if the prospect goes to your hospital or clinic. Allowing family members to become acquainted with your town can positively impact a candidate’s choice.

15. Continue The Momentum

Continue to keep the recruited physician informed about the community after they sign the contract and prepare to relocate. Physician retention is critical, and making the physician more comfortable with the shift before they arrive will make the transition simpler for everyone. Before the transfer, assign a single person to answer queries and assist with logistics.

These are just a few of the things you need to keep in mind when hiring a doctor. You may be confident that you are making the greatest selection for your organization if you follow these guidelines.

Attracting And Retaining Best Talents

Physicians are some of the most highly sought-after professionals in the world. They’re responsible for helping people maintain their health, and their expertise is highly demanded. We all want to work in an environment surrounded by talented and smart people. We want to be inspired and constantly learn from those around us.

Employers who provide a positive work culture and atmosphere attract top candidates and have a better chance of keeping them. When you become a healthcare employer of choice, physician applicants are eager to work for you, other healthcare professionals enviously look at your employees, you receive a flood of resumes from eager prospects, and your best employees are more likely to stay with you for the rest of their careers.

Social media can be used by business professionals to find and be found. Through our site, Look For Zebras, you may search for applicants with the experience and abilities you need using keywords. After that, you can personally contact them to see if they’d like to collaborate with you.

You can also use diverse company material, such as recruiting videos, photographs from company events, and employee testimonials, to attract top talent. Demonstrate what makes your company exceptional and a great place to work.

People have various options for finding work, and many firms are vying for their attention. However, you may still recruit and retain excellent talent. Create an environment in which workers desire to work and enjoy doing so.

How To Recruit Using Look For Zebras?

Physician recruiters must constantly be on the lookout for top talent. One way to do this is by using the “Look For Zebras” website. It involves looking for people who are different from everyone else in their field. They may have unique skills or qualifications that make them stand out from the crowd. By recruiting these individuals, you can improve your team’s performance and competitiveness.

We’ll email your job listing to over 10,000 potential candidates after you’ve published it. All of our job postings are visible to the general public, and candidates can quickly apply – either through your website or through our online system.

It’s Not Always Easy

Hiring a doctor can be a daunting task, but you can be sure that you are making the best decision for your practice if you follow these tips: Make sure you understand the legal requirements for hiring someone to work in this role. Interview candidates thoroughly and check their references carefully. Make sure they are licensed in your state.

By following the above steps, you can be sure that hiring someone for this role is the best decision for your practice.


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