Physician Recruitment Process
Elements of Successful
Recruitment
Board of Directors Presentation
September 22, 2006
Elements of Successful Recruitment
• Determination of Needs within the Organization
• Development/Organization of an Effective Recruitment
Program
• Sourcing of Candidates/Determining Match
• Recruitment Visit(s)
• Re-evaluation of Candidate/Determining Match
• Extension of Offer/Closing the Deal
• Pre-employment Plan Implementation
• Orientation (At start of practice & on an on-going basis)
• Ongoing Opportunity & Communication
• RETENTION – The Bottom Line is to Recruit to Retain
Determination of Staffing Needs
• Development of a Physician Manpower Plan
(PMP) that forecasts recruitment needs on a
short-term and long-term basis in line with
CPMG’s organizational strategy.
– A draft of the PMP has been developed by reviewing
patient demand forecasting in conjunction with local,
regional, and national market trends analysis of each
specialty.
– Will be updating the PMP after the CPMG Fall
Strategic Planning Meeting
Determination of Staffing Needs
• Council of Chiefs/BOD Approval
– Presently, recruitment needs are to be presented to
the COC by sponsoring member (Department/Facility)
for review and approval and recommendations to be
sent to BOD.
– Board of Directors approves/disapproves
recommendations from Council of Chiefs.
– In reality, we are not consistent with the established
process and the BOD is still providing the direction for
recruitment needs/searches.
Sourcing & Development of
Candidates
• Recruitment works with the Department Chair in
development of a Specialty Profile & determination of a
Sourcing Strategy.
• Recruitment markets to prospective candidates through
journal advertisements, internet recruitment sites and
databases, direct mailings, recruitment fairs/events,
informational packets, residency program visits,
precepting opportunities, urgent care moonlighting
opportunities for residents, special events, ect.
(See handout for specific sourcing activities)
Screening of Candidates/
Determining Match
• Recruitment provides initial telephone screening of
candidates.
• Recruitment forwards on CV to Department Chair, CMO,
and Chairman of the Board for review with a CC to the
Council of Chiefs.
• Recruitment sends packet of information with release of
information and disclosure questionnaire along with
request for references to candidate.
Verifying Credentials/
Reference Checks
• Recruitment acquires signed release of information &
completed disclosure questionnaire.
• Recruitment verifies licensure, educational and practice
history.
• Recruitment sends standard reference form to
Department Chair and CMO to conduct reference check.
• Recruitment collects information and reviews with the
CMO to determine whether or not to proceed with the
recruitment process.
Arrangement of Site Visit
• Recruitment arranges site visit of physician
candidate and spouse/significant other
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Tour of appropriate facilities and hospital
1:1 meeting with CMO
1:1 meeting with Chairman of the Board
1:1 meeting with Department Chair
1:1 meeting with Executive Director
Compensation/Benefits Overview/CPP Overview
Community tour
Meet with members of the department/facility/Facility
Medical Director
– Recruitment Dinner
Outcome from Site Visit
• Discovery of candidate’s medical knowledge base,
strengths, weaknesses
• Is the candidate a good fit? Seem to be a team player?
• Discovery of candidate’s expectations – practice and
employment
• Recruitment sends out and collects Candidate
Evaluation Forms from key contributers to gather
feedback.
Site Visit Follow-Up
• Recruitment gathers Candidate Evaluation forms and
reviews feedback with CMO to determine whether or not
to proceed
• Recruitment contacts candidate and determines if there
is a continued interest
• Recruitment arranges 2nd visit, recruitment dinner, or
other interactions as needed
Extension of Offer
• Based upon collected feedback, CMO, Department
Chair, and Physician Recruitment determine whether or
not to present candidate to BOD for approval.
• BOD determines whether or not to offer candidate a
position and the terms of the offer.
• Physician Recruitment sends offer to candidate using
established template and reviews the offer with
candidate via telephone or in person.
• Executive Director and Recruitment facilitate contract
negotiations when necessary and will present to the
BOD any areas that need approval.
Acceptance of Offer
• Recruitment prepares final employment agreement/letter
of offer and sends to physician candidate for signature
• Once employment agreement has been signed, check
for signing bonus is immediately delivered to candidate.
Pre-Employment Process
• Recruitment facilitates the pre-employment process
including credentialing and relocation.
• Recruitment communicates to Administrative and Mgmt
Team new hire and maintains the pre-employment
checklist and verifies that all aspects of the preemployment process are completed.
Orientation
• Mentor is assigned
• Orientation for new physicians usually incorporates the
entire first week and encompasses the following:
– Meetings with Admin Team members including HR,
Business Office, Managed Care, CMO, Executive
Director, COO, Coding Supervisor, Lab and Radiology
Supervisors, Clinic Managers.
– Shadowing of an experienced CPMG physician
– Hospital Orientation (Now to include EMR training)
Retention
• The ultimate goal is to recruit to retain.
• New Physician Evaluation program.
• Reviewing current retention efforts (physician socials &
events, staff and shareholder meetings, shareholder
status, property partnership, compensation & benefit
program revisions) in an effort to develop a more
formalized retention program focused on BOTH new and
established physicians.
Opportunities for Growth/Change