As a physician recruiter you play a vital role in shaping the future of your organization. Your interactions with physician candidates will significantly impact their perception of the organization and possibly even affect their decision to join your team. So, it is crucial to carefully create thoughtful and professional responses to physician candidates interested in a position with your facility. Here are some key elements your correspondence should include to make sure their first impression of your organization is a positive one:
Make it timely and personalized
Possibly one of the most important aspects of responding to physician candidates is making sure the communication is timely. Promptly acknowledge their inquiry and set expectations for the next steps in the hiring process. Put forth the extra effort and personalize each reply to avoid responding with a generic, automated response. Address the candidate by name and refer to the specific position in which they’re interested. This seems like a small detail, but this personalized touch conveys that you appreciate their interest and are invested in their candidacy from the beginning.
Provide essential information
Your response should include all the relevant information the candidate will need to consider the position effectively. Include details about the organization’s mission and values, the job responsibilities, compensation and benefits package, work schedule, potential for professional growth and any selling points that might set your organization apart from others. Giving this kind of comprehensive response will help instill confidence in the candidate and highlight your commitment to transparency.
Open a channel for communication
A physician candidate who has additional questions is a very good thing, because that indicates a genuine interest. So, encourage candidates to ask questions about the position and your facility. Make asking those questions as convenient as possible. Be sure you provide an email address or phone number and be responsive when they contact you. This will help build a good rapport with the candidate and showcase your organization’s dedication to fostering open communication.
Showcase your facility’s culture and values
While physician candidates are seeking a job, they are also looking for an organization that aligns with their own personal and professional values. In your communication, talk about your organization’s culture, and highlight any collaborative and supportive aspects of your work environment. Don’t be shy about discussing opportunities for physician engagement, community involvement and work-life balance initiatives. Paint a vivid picture of how your organization can be the perfect fit for their aspirations.
Be grateful and enthusiastic
Don’t forget to convey your genuine gratitude for the candidate’s interest in your organization. Let them know their skills and experience are appreciated and align well with what your facility is seeking. Express your enthusiasm for the possibility of them becoming a part of your team and contributing to the organization’s success. Having an appreciative tone can make a significant and positive impact on a candidate’s perception of your institution.
Provide a next step
Make sure to end your response by providing a clear next step in the recruitment process. That step could be requesting additional documents, setting a specific timeframe for follow-up or scheduling an interview. Ensuring the candidate knows what to expect and when to expect it demonstrates your organization’s professionalism and commitment to efficiency.
The takeaway is this: Creating thoughtful and personalized responses to candidates is essential to the recruitment process. By showing professionalism, transparency and enthusiasm, you can provide a positive experience for the candidates. More importantly, you will increase the likelihood of bringing top talent to your organization.
Jackie Farley
