Highlighting healthcare organization culture and mission
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Have you ever interviewed a physician who looked wonderful on paper - but was a mismatch when it came to your organization’s culture?
If so, you’ll likely appreciate a recent PracticeLink Magazine feature that explores the role of workplace culture in landing the right job. It poses questions that should help physician readers understand how leadership, colleagues and other factors can play a major role in their ability to practice the way they want to practice.
How is workplace culture defined?
Culture is generally described as the purpose and personality of the place, shaped by its core values, and reflected in the people who exhibit them. It’s important that candidates understand that culture isn’t all good or all bad. Some places are just a better fit for one’s personality than others.
Yet the bigger cultural piece is what leaders do to back up their own vision or mission statements. Obviously, there are any number of topics and potential questions that come into play. But they all boil down to one common theme: "It’s behavior and not words," says Kip Aitken, director of physician recruiting for cgh Medical Center. "Don’t put much emphasis on what people say. Do put an emphasis on how people act."
Why is workplace culture important?
It counts, say experts quoted in the article, because the environment can affect - either positively or negatively - a physician’s ability to practice medicine the way he or she wants to practice medicine. As such, it also can be a harbinger of longevity. If physicians aren’t in sync with the culture, they may be short-lived for the job. Conversely, being surrounded by people with shared goals and likeminded attitudes is a large part of career satisfaction. "Physicians don’t provide medicine in a vacuum," says Jessica Lewis McCrary, physician recruiter for ets obgyn. "It’s critical that culture is a match so that they can all work at their peak."
What physicians should ask
Experts advise candidates to use questions and observations to spot environments that fit their values:
• What does the support structure look like?
• Is there a defined mentoring program?
• Why do people enjoy working here?
• What would they change?
The goal should be for candidates to determine if what they hear and see in response comports with the organization’s stated mission.
How recruiters can answer
As a physician recruiter, you can prepare in advance to answer those questions with specifics about:
• How the organization provides patient-centered care
• How teams work together
• How physicians attain good work/life balance
The more data and real-world examples you can share, the more confident candidates will be throughout the process as they decide which opportunity will become their next practice.