The Rules of Attracting Physicians during the Shortage

Pointers from Concorde’s 50 Years of Matchmaking Success

Are all the good doctors taken?

No, there are other physicians in the sea. But with all the options out there for today’s eligible physicians, healthcare facilities must raise their game if they want to land Dr. Right. So what can you do to woo that special doctor? At Concorde, we’ve seen a lot of what works and what doesn’t over our 50 years in recruiting (30 in physician recruitment). Based on our experience, here are four rules to follow in attracting physicians during the shortage.

1. Know your true needs. Not every open position is an emergency. Some hospitals will advertise five different specialties, but back off when a physician shows interest. That can really hurt your reputation. Word gets around quickly if you have a habit of flaking out on candidates. We’ve had specialist candidates ask us if a hospital was serious about an advertised opening because they’ve heard of or experienced employers’ indecision too many times. Get your act together and go out looking only for the positions you know you’ll need.

2. Make that call. The number-one reason physicians lose interest is that employers don’t get in touch with them quickly enough. They’re usually thinking: If the slow response is any indication of what it’s like to work there, then no thanks! Contact a physician within 48 hours of receiving their CV, even if it’s just to say you’ve received it and share some info on the position and the hiring process. This practice can increase your odds of getting a candidate to interview by 30%.

3. Show them the love. First impressions matter, and many physicians want to have the impression that they’re loved. If you think there’s a chance at romance, take it. Your courtship skills are essential because committing to a job can feel like getting married after just one date. First, figure out the way to a candidate’s heart. Often, it comes down to location, location, location. If so, be ready to highlight everything that’s great about your facility’s community. In determining what a candidate cares about, an outside recruiter can be a key ally. Physicians are more likely to tell a third party what they really want, thinking (albeit incorrectly) that they’ll lose a negotiating edge by telling an in-house recruiter.

4. Show them the money. But bigger isn’t always better. Physicians have learned that if a financial package is too high, there’s probably something wrong with the job. On the other hand, they’re also looking for strength and stability. A subpar financial offer won’t land the physician of your dreams unless they really love your location and or the practice. Typically, they’re looking for evidence of strength and long-term viability. Few things demonstrate that better than an above-average offer and, most importantly, great production incentives. Compensation with high incentives is a win-win – as long as the physician can see it’s achievable. You may want to have your current physicians speak with a candidate to show that the package isn’t a mirage.

Are you looking for a physician to love? Follow these rules as a path toward happily ever after. Concorde can help you along the way. Contact us to get started.

Jamey Morgan