Physicians face numerous life stressors as they search for and begin a new job: major changes in work, finances and more. Tack on a move and a new home to the list, and the stress compounds.
By starting early and identifying their priorities first, physicians can make the process go more smoothly. And as a recruiter, you can also lessen candidates’ stress. Let’s take a look at the time physicians typically budget for each step - and how you can help along the way.
24-12 months out: Identifying priorities
Physicians often begin identifying their priorities one to two years before they’d like to start a new job, but they’re usually receiving recruitment messages well before this.
Lessen the overwhelm by touching on the most common job search priorities in all of your recruitment communications. In your emails, ads and job postings, clearly identify the location, practice type and lifestyle options afforded. This will help candidates distinguish jobs that align with their priorities from those that don’t.
18-12 months out: Writing CVs and establishing references
At this point, physicians are gearing up to start applying. If you know you will have an opportunity in the next 12 to 18 months, start working on a compelling job posting so that it will be visible when physicians start submitting applications. By starting early, you give yourself time to gather photos, community details and other information that will help your job stand out.
15-10 months out: Networking and submitting applications
Make yourself easy to get in touch with. As physicians look for opportunities, they may have to search for contacts at employers of interest. Save candidates the headache by ensuring your photo and contact information are updated on your PracticeLink recruiter profile.
12-8 months out: Researching options and completing interviews
Help physicians get to know your practice and community. During site visits, schedule activities that will enable candidates to understand not only the job responsibilities but also the vibe of your organization and area.
10-6 months out: Evaluating offers, negotiating and accepting
Physicians may now be faced with multiple offers. What sets yours apart? As a recruiter, you can provide key information upfront, thereby revealing that you take physicians’ job satisfaction seriously.
6-3 months out: Licensing and credentialing
Remain in touch with your new hires to ensure they feel connected with your organization in anticipation of their start date. While licensing and credentialing are underway, your new hires may also need recommendations for realtors or others in the community, and you’re in the perfect spot to provide these recommendations.
1 month out: Vacation
If possible, encourage your new hires to take a break before they start. It’s appealing to have your physicians start as soon as possible, but it’s also advantageous to have them rested after the gauntlet of their training and job search. Work with them to choose a start date that allows time for a break. This reveals your commitment to their wellness and helps foster a healthy work environment.
Kate Brannen Smith