Physician Recruiting Tips

With 36 percent of practicing doctors at age 55 or older in 2009, according to "Entrepreneur" magazine, a growing shortage of physicians exists. An increase in population is making for high demand for medical care and is resulting in an even more inadequate supply of physicians. Knowing how to effectively recruit new doctors is important for keeping your practice providing the proper level of service.

Recognize Needs Early

• Recognize what your staffing needs will be in the near and distant future. When a position unexpectedly becomes vacant, it can be a serious challenge finding someone to take on the previous physician's workload. These situations can't be prepared for, but upcoming retirement or other changes in staffing may be in the works for months or even a year or more in advance. Take advantage of prior notice, and begin searching early.

  Define the ideal type of doctor who will fill the need, and use your extra time to find the closest match possible. Successful recruiting cannot begin until those searching know exactly what they are looking for. You want to hire Dr. Right, not Dr. Right Now, according to the American College of Physicians.

Make A Brochure

• You may feel that your facility is the best place to work in the medical field, and you may believe that your community is the ideal place to live for a number of reasons. Don't keep it to yourself. Sell your practice and your community to lure physicians to a place they may not know much about.

  Create a brochure at the beginning of the recruitment process that will be sent to candidates who you feel are the best fit for your needs. Make a glossy, full-color brochure telling about the work your facility does and why it is a good place to spend a career. Also include a section that relays how the town is a great place to live, work and raise a family.

Keep An Eye Out For Homegrown Talent

• Many college graduates are eager to return to their roots after school. While some may want to escape familiar surroundings, a good opportunity back home can be tempting for many. Make contacts at medical schools and pre-med programs where local students are attending. Find out who the exceptional students are, and make sure to let them know you'd love to have them after they finish their residency. Providing a good job in familiar territory can give you an edge when recruiting a young doctor.

Screen Candidates

• Don't waste time bringing in every doctor who submits a resume. Conduct a phone interview first, and use it as an opportunity to screen for candidates that will not be a good fit.

  Make sure the candidate knows how your practice works. Often a doctor with experience at another facility is used to doing things a certain way and is happy with that style. If your practice is drastically different from others, recruits may be unhappy and could start looking elsewhere quickly. Let them know what the schedule will be like, how many patients they'll see every day on average and other details of the job, so you can narrow the hunt.