Reaching out to physician candidates

Reaching out to candidates can be as exhausting as it is rewarding. These tips can help make the most out of your initial recruitment steps.

Manage alerts for new registrants and relevant leads

New job seekers register on PracticeLink every day. Take advantage of PracticeLink’s features, such as Daily Candidate Messenger emails with new registrants who match your criteria, and exclusive conference leads.

Research before making contact

Compare the candidate’s profile with your checklist of core requirements. Do they meet the required skills for the position? Does the presentation of their CV breed confidence or doubt?

Read the In Depth Interview portion of their PracticeLink profile to learn about the “why” behind their job search.

Evaluate your introduction

Whether it’s your first time reaching out to a physician candidate or you’ve been doing it for years, it never hurts to prepare and refresh a solid introduction. First, mention why you’re calling. For instance, you received their application and want to follow up, or you saw their profile and would like to find out more.

Take a moment to review the job post and allow them time to remember your organization and the role.

Keep an outline of talking points

Talking points help you stay on track and ensure you cover all the essential information. Include helpful information about the organization, such as any awards and recognitions, the names of the medical director and head of the department, a competitive salary range, the shift they’re hiring for, and an overview of the community.

Be enthusiastic

Enthusiasm can be infectious. Additionally, it gives the impression you like your job and believe in the work you’re doing. It gives you the motivation to keep reaching out to one candidate after another and helps create momentum for the conversation.

Stay on track

Keep questions, answers and comments tightly focused during the initial outreach so that both you and the candidate have a feel for if the opportunity is worth pursuing. Longer conversations should be reserved for candidates with strong potential and interest in becoming recruits.

Be clear about next steps

Let the candidate know when they can expect further contact, how they’ll hear from you next, and the timeframe. Clear expectations show respect for the candidate’s time, help prevent misunderstandings, and provide a positive foundation for future conversations.

It takes time and preparation to effectively reach out to potential physician candidates. In doing so, physician recruiters are able to match the right candidate with their health care organization, helping to build a cohesive team of colleagues and ensure the surrounding community is well-served.