Supporting physician families
Posted by Jackie Farley
As a physician recruiter, your job isn’t finished after you find the right candidates for the open positions. Your role also extends to making certain your candidates and their families feel supported throughout the entire interview and relocation process. There are some simple yet crucial steps you can take to ensure you are supporting physician candidates’ families.
- Provide comprehensive information about your area.
Offer detailed information about the community, including the school system, housing options, recreational activities and facilities in the area and healthcare services. Share resources on local amenities such as parks, restaurants, shopping centers and cultural attractions to help candidates get an accurate picture of what their families’ lifestyles could look like in your area.
- Be willing to act as an unofficial tour guide.
Organize family-friendly outings or events during the candidates’ visits. Taking them on a tour of the city to visit local attractions or introducing them to local community groups can help ease their transition to your area. Let candidates know about opportunities for their spouses and children to engage in social activities or explore potential interests in their new environment.
- Be prepared to offer dual-career support.
Provide information about job markets, industries and employment trends in the area to help spouses make informed decisions about their career paths. It’s also helpful to connect spouses or partners with local career resources, networking groups or job opportunities to enhance their professional prospects.
- Help facilitate school and childcare assistance.
For candidates who are also parents, one of the most helpful things you can do as a recruiter is assist them in researching and identifying suitable education options for their children, including schools, daycare centers and extracurricular programs. Go the extra step and educate yourself about the local school system, so that you can offer guidance on enrollment procedures, school districts, academic performance and special education services to address any concerns or preferences.
- Offer to coordinate relocation services.
Partner with relocation experts or agencies in your area to offer personalized support for the entire family, including assistance with the logistics of moving, housing searches and any services they may need when settling in.
- Foster their integration into the community.
After getting to know your candidates, help introduce them to local community organizations, religious institutions, support groups or social networks that align with their interests, values or cultural backgrounds. Actively encourage participation in community events, volunteer opportunities or neighborhood gatherings to help candidates and their families feel welcomed and connected.
By prioritizing the needs and well-being of your physician candidates’ families, you not only enhance their overall experience while building trust but also contribute to their long-term satisfaction and retention. Remember, a supportive and inclusive approach will not only attract top talent; it will give them a sense of belonging and loyalty to your organization. After all, when a physician’s family is happy and thriving in a location, they will be less stressed and more able to focus on adjusting to their new role within the organization while also being able to provide excellent patient care. Now that is a job well done!