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Physician Recruitment Process Elements of Successful Recruitment. Board of Directors Presentation September 22, 2006. Elements of Successful Recruitment. Determination of Needs within the Organization Development/Organization of an Effective Recruitment Program
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Physician Recruitment ProcessElements of Successful Recruitment Board of Directors Presentation September 22, 2006
Elements of Successful Recruitment • Determination of Needs within the Organization • Development/Organization of an Effective Recruitment Program • Sourcing of Candidates/Determining Match • Recruitment Visit(s) • Re-evaluation of Candidate/Determining Match • Extension of Offer/Closing the Deal • Pre-employment Plan Implementation • Orientation (At start of practice & on an on-going basis) • Ongoing Opportunity & Communication • RETENTION – The Bottom Line is to Recruit to Retain
Determination of Staffing Needs • Development of a Physician Manpower Plan (PMP) that forecasts recruitment needs on a short-term and long-term basis in line with CPMG’s organizational strategy. • A draft of the PMP has been developed by reviewing patient demand forecasting in conjunction with local, regional, and national market trends analysis of each specialty. • Will be updating the PMP after the CPMG Fall Strategic Planning Meeting
Determination of Staffing Needs • Council of Chiefs/BOD Approval • Presently, recruitment needs are to be presented to the COC by sponsoring member (Department/Facility) for review and approval and recommendations to be sent to BOD. • Board of Directors approves/disapproves recommendations from Council of Chiefs. • In reality, we are not consistent with the established process and the BOD is still providing the direction for recruitment needs/searches.
Sourcing & Development of Candidates • Recruitment works with the Department Chair in development of a Specialty Profile & determination of a Sourcing Strategy. • Recruitment markets to prospective candidates through journal advertisements, internet recruitment sites and databases, direct mailings, recruitment fairs/events, informational packets, residency program visits, precepting opportunities, urgent care moonlighting opportunities for residents, special events, ect. (See handout for specific sourcing activities)
Screening of Candidates/Determining Match • Recruitment provides initial telephone screening of candidates. • Recruitment forwards on CV to Department Chair, CMO, and Chairman of the Board for review with a CC to the Council of Chiefs. • Recruitment sends packet of information with release of information and disclosure questionnaire along with request for references to candidate.
Verifying Credentials/Reference Checks • Recruitment acquires signed release of information & completed disclosure questionnaire. • Recruitment verifies licensure, educational and practice history. • Recruitment sends standard reference form to Department Chair and CMO to conduct reference check. • Recruitment collects information and reviews with the CMO to determine whether or not to proceed with the recruitment process.
Arrangement of Site Visit • Recruitment arranges site visit of physician candidate and spouse/significant other • Tour of appropriate facilities and hospital • 1:1 meeting with CMO • 1:1 meeting with Chairman of the Board • 1:1 meeting with Department Chair • 1:1 meeting with Executive Director • Compensation/Benefits Overview/CPP Overview • Community tour • Meet with members of the department/facility/Facility Medical Director • Recruitment Dinner
Outcome from Site Visit • Discovery of candidate’s medical knowledge base, strengths, weaknesses • Is the candidate a good fit? Seem to be a team player? • Discovery of candidate’s expectations – practice and employment • Recruitment sends out and collects Candidate Evaluation Forms from key contributers to gather feedback.
Site Visit Follow-Up • Recruitment gathers Candidate Evaluation forms and reviews feedback with CMO to determine whether or not to proceed • Recruitment contacts candidate and determines if there is a continued interest • Recruitment arranges 2nd visit, recruitment dinner, or other interactions as needed
Extension of Offer • Based upon collected feedback, CMO, Department Chair, and Physician Recruitment determine whether or not to present candidate to BOD for approval. • BOD determines whether or not to offer candidate a position and the terms of the offer. • Physician Recruitment sends offer to candidate using established template and reviews the offer with candidate via telephone or in person. • Executive Director and Recruitment facilitate contract negotiations when necessary and will present to the BOD any areas that need approval.
Acceptance of Offer • Recruitment prepares final employment agreement/letter of offer and sends to physician candidate for signature • Once employment agreement has been signed, check for signing bonus is immediately delivered to candidate.
Pre-Employment Process • Recruitment facilitates the pre-employment process including credentialing and relocation. • Recruitment communicates to Administrative and Mgmt Team new hire and maintains the pre-employment checklist and verifies that all aspects of the pre-employment process are completed.
Orientation • Mentor is assigned • Orientation for new physicians usually incorporates the entire first week and encompasses the following: • Meetings with Admin Team members including HR, Business Office, Managed Care, CMO, Executive Director, COO, Coding Supervisor, Lab and Radiology Supervisors, Clinic Managers. • Shadowing of an experienced CPMG physician • Hospital Orientation (Now to include EMR training)
Retention • The ultimate goal is to recruit to retain. • New Physician Evaluation program. • Reviewing current retention efforts (physician socials & events, staff and shareholder meetings, shareholder status, property partnership, compensation & benefit program revisions) in an effort to develop a more formalized retention program focused on BOTH new and established physicians.
