The medical profession has always been one of the most in-demand jobs in the world, as healthcare becomes a top priority in the U.S. and other countries. The problem is that there is an ever-increasing demand for specialists that are becoming more difficult to find.
Working with physician recruitment companies is the answer, which can help find the right personnel. Virtually an unknown entity before the 1980s, these recruitment firms have grown in number over the years, as the need for more physicians, especially primary care doctors, have increased.
How the physician recruitment works
This is good news for physicians and other medical personnel, as it means there will be steady jobs for them in the future. Those who are still in private practice but are getting frustrated with all the hassles it entails such as insurance administrative concerns can benefit from working with a staffing company.
Because hiring physicians nowadays is truly competitive, the employer may need to provide their prospect airfare, hotel, and transport from the airport. Even spouses of the candidate doctors may be brought in to impress them as well. This is because the spouse usually has a lot to say about the final decision of the candidate doctor.
What recruitment firms can do wrong
As the competition to fill up physician and allied health positions remain at a high level, it is imperative for recruitment companies to be proactive to find the right candidate and avoid the following mistakes:
A passive strategy – Posting a job opportunity and merely waiting for applications to come in just won’t cut it. Aggressively looking for the right candidates and sending out invitations can yield better results.
Settling on a single recruitment method – This is not only inefficient but downright lazy. With several recruitment channels available (social media, direct mail, job fairs, journal advertisements, etc.), a recruitment company can grow its pool of prospects.
Using a single strategy – Prospective physicians don’t come in a single mold. An experienced specialist will need a different recruitment pitch compared to a recent graduate. A single strategy for every prospect may not succeed.
There are more mistakes that should be avoided if a recruitment company wants to have a successful track record in recruiting physicians and other medical personnel. Medical facilities who are looking for professionals to fill the vacant positions must work with an efficient recruitment firm.