Understanding the essential components in the physician recruitment process is only part of the pathway toward success. For many years, we’ve been hearing from physician recruiters that they need Leadership both to understand the prescriptive nature of the recruitment process as well as provide both strategic and tactical support in order for the effort to be successful. An effective recruitment program has the backing and support of a strong and effective leader.

A leader must be the compass for the recruiters’ direction and approach. The leader best understands resources, contracts, legal issues and the organizational “rules.” Their involvement helps keep the recruitment plan in a proactive stance, nimbly staying abreast of market demands.

Demand is altered by economic and demographic factors. The leader should also serve as a market guide by knowing the nuances between national, regional and local markets. Understanding what’s gone on before with recruitment firms, key practices and departmental issues is navigational information that a leader uses to help forward the recruitment efforts.

A good leader will articulate the internal response and expectations for the recruitment plan. Their job is to hold departments and the recruitment staff accountable by outlining expectations and forecasting potential needs.

The role of recruiting cannot be an isolated function. Subsequently, each department and practice member needs to understand the inherent value behind recruiting new physicians. Each department needs to be invested and commit to working around inevitable recruitment issues or problems.

Organizational commitment must be emphasized and modeled at the top. Without that commitment, the recruitment process is fragile—and success will be a factor of serendipity versus strategic management.

A leader must provide additional “personal” infrastructure to buoy the recruitment team and help motivate them. It may seem simple, but too often the practice isn’t apparent in many institutions. A leader has to be available—offering easy access and providing flexibility and responsiveness during the crucial points within the recruitment process. Availability and guidance provide strong evidence of commitment and enable a stressed recruiter to feel support and value for their role.

While it seems intuitive to have strong leadership involvement in the physician recruitment process, it takes thoughtful application. Have a leader who’s involved, committed and who can offer valuable modeling, and your recruitment efforts will be enhanced and more productive.

Consultant Allison McCarthy brings highly regarded expertise in physician recruitment, along with an East Coast perspective, to CHG. With more than 14 years of healthcare management experience, Allison offers invaluable insights on physician relations, tertiary outreach and network development, and physician recruitment. For additional information, please call 1-888-334-2500 or contact us via the Web.

To print this page select the print button from your browser window or click here.