Physician Recruiter

inSights

Getting the perfect physician candidate to sign on the dotted line doesn’t necessarily mean a physician recruiter’s job is finished, especially if that candidate is relocating to a new city or state with their family in tow. Moving can be stressful for everyone, including the family’s littlest members. And, a physician that is stressed before they walk in the door to work is a physician whose focus is split, which can lead to compromised patient care and a greater risk of physician burnout.

Here are a few ways recruiters can help physician families after a move:

1. Provide comprehensive information

One of the easiest ways to assist physicians in the relocation process is to be a valuable source of information. Give them details about the local community, the school system, healthcare facilities, recreational activities and housing options. Being able to provide them with a welcome packet or online portal with relevant resources could be invaluable.

Doing a little research and networking can glean information and contacts that can be accessed many times with new physician candidates in the future. Think of what a time saver it would be for a new candidate to be given contact information in order to enroll their child at school - or to have a list of local realtors who can assist in their housing search.

Letting them know you won’t disappear the minute they sign can be a wonderful way to build a relationship of trust and respect with your new hires. Think of it this way: You could drop your kid off in front of school on their very first day, or you can walk them to their classroom door and introduce them to their teacher. Both methods will get your child to school safely, but one creates a lot less initial stress.

2. Offer relocation assistance

Offering relocation assistance shows concern for the whole family. This could be in the form of finding temporary housing, arranging moving services, providing transportation options and offering guidance on utility setup and other essential services.

3. Create networking opportunities

Organizing social events, community gatherings and other networking events can provide an opportunity for new physicians and their families to connect with other families in the community. Being able to meet locals and build relationships outside of work can make a huge difference in their acclimation process. Seeing a few familiar faces in the class or on the team can be especially helpful and comforting for children.

4. Provide support services

Moving to a new place isn’t just stressful for children, it can also take a toll on the adults. Consider making support services such as wellness programs, counseling or mental health resources available to all members of the family. This can be a huge asset to their adjustment and well-being.

5. Keep the lines of communication open

By continuing contact with new physicians and maintaining open and regular communication with their family throughout the relocation process and beyond, you can manage challenges before they become "issues". Give them a comfortable place to address any questions or concerns they may have to help ensure they feel supported and - perhaps more importantly - heard every step of the way.

6. Offer flexibility

Recognizing and understanding the importance of a healthy work-life balance for new physicians and their families is a must. Consider making flexible scheduling an option if possible, and try to make certain your organization has a work culture that encourages a healthy balance between work responsibilities and personal time.

Finding a positive work-life balance is one of the best ways to prevent physician burnout. It keeps physicians from feeling overwhelmed and overtired, which improves patient care and outcomes.

7. Celebrate their successes

Celebrate milestones and achievements with the new physician hire’s family, whether it’s their first successful surgery, a child’s academic achievement or their spouse finding their perfect job. Acknowledging their successes and celebrating with them will help foster a sense of belonging and appreciation.

 

Incorporating these strategies can assist recruiters with the crucial task of helping new physician hires and their families seamlessly adjust and thrive in their new environment. Creating a welcoming atmosphere and a supportive work culture not only benefits the family but will also contribute to the overall success and satisfaction of the physician hire - and that makes relocation to your organization a really smart move.