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The eMatchPhysicians Blog

Creative Physician Recruitment Series - Part 1

Posted on: Saturday, January 3, 2009

Due to the overwhelming need for physicians, human resources personnel sometimes have to think creatively in order to come up with ideas to recruit physicians. In this series, we will explore physician recruitment ideas that will attract the right kind of physician to your practice.

Sell Your City

Every city or town has its selling points. If you are not in a larger city or town, chances are good that you will be looking to attract some out-of-town applicants. If your city has a larger community of Greeks, you may find it beneficial to market that in order to attract a Greek doctor. If you have a thriving arts culture and a small yet well-respected orchestra, those are selling points as well. Keep in mind that your demographic are educated and generally family-oriented people to whom the arts and community are paramount. You may find yourself having some fun in the process as well!

If your city or town has negative connotations and this has been a problem for physician recruitment in the past, overcome your recruits objectives in advance by simply pushing the positives. Don’t talk about the negatives at all as this will simply reinforce the stereotype in their minds.

Be Honest About Time Requirements

New medical school graduates want to have answers to things that traditional job applicants may not have asked in the past. They want to know how often they will be on call and what hours they will be expected to work. They are much more conscious of work/life balance than previous generations and want to make sure that they will have some personal time for themselves. If you can address these issues up front in your ad and in the first stages of the interview process, they will admire your transparency and be more willing to work with your organization.

Sell Your Strengths

Every organization will have its strengths and weaknesses. Emphasize your strengths, not to hide your weaknesses but to accentuate the positive. You may not pay as much as that big-city HMO, but you have a more relaxed practice and your doctors can live full time at a cottage. Salary may be the strong factor where you are, or reputation. Whatever it is, play it up through testimonials of other doctors that work for you that are featured prominently both in your ads and on the human resources section of your website.

In Part 2, we’ll explore even more ideas for creative physician recruitment. Stay Tuned!

Tags: physician recruitment tips

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