Have you ever met candidates who really need direction? They’re ready to roll in every way when it comes to training with the right skills or experience to win a position. But they just need guidance in either navigating the process or finding the right direction for a blossoming career.
In the Spring issue of PracticeLink Magazine, we highlight the unique roles of both in-house recruiters and physician leaders in helping candidates sort out their choices and start fulfilling careers. Here are six important functions you serve.
1. You know the organization
As an in-house recruiter, you’re already part of the so-called family. You understand and can explain the structure of a complex entity with a well-tuned knowledge of individual programs and specialty teams. That familiarity allows you to do a deep dive for all sorts of information. As Spectrum Health senior physician recruiter Christine Powers notes: "I like to start at 30,000 feet and then drill down on the position. I touch on the values, the vision and our leadership to build confidence in who we are and what we do."
2. You’re vested in the mission
Your objective is not only to find the right physician for the right position, but also a candidate who’s on the organization’s same wavelength. As Marshfield Clinic Health System physician recruiter Shelly Van Vonderen notes: "We’re 100% vested in the success of the organization, in finding the best physicians who will provide the best care for our patients in the communities we serve."
3. You have insight into the right fit
In-house recruiters often have a GPS capability that can match candidates to the right jobs. They can be critical assets in discovering if a particular department, group or practice will be a best fit for an applicant. Someone who’s already part of the organization can be very helpful in channeling a candidate in the right direction. As Emily Davidson, senior physician recruiter for Indiana University Health, notes: "I have skin in the game, so for me it’s less about filling a position with a warm body and more about finding the right fit for that culture."
4. Strong ties with physician leaders
By working in tandem with clinicians who understand a position’s requirements, you not only have a direct line to accurate information, but also partners in attracting physicians even before they’re candidates. As Marjorie Alexander-Vermeulen, managing director of physician recruiting for ChenMed, notes: "We ask those clinical leaders to have a really, really great relationship with our clinical recruiters because we strongly believe that those great relationships equal great results."
5. You can find answers quickly
With relationships throughout the organization, you can tap the best source for clarifying any gray areas that might surface. You know who’s willing and able to fill in the blanks so candidates can make informed decisions. As Owensboro Health physician recruiter Jerry Price notes: "I think that’s a positive when you’re talking to candidates. They don’t have to wait very long to get an answer."
6. You’re committed to long-term relationships
Although hiring team members have a stake in filling current openings, they’re usually happy to talk to candidates or even trainees still in the hunt for the right path or the perfect position. As Envision Healthcare emergency physician Shawna M. Gelormino, D.O., notes about sharing her opportunities to grow within her organization: "I can really help young physicians learn about things that I had no idea would exist for me in my future, but that might be really appealing to them for their own futures."
Chris Hinz
