Physician%20Recruitment%20Process%20Elements%20of%20Successful%20Recruitment

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Physician Recruitment ProcessElements of
Successful Recruitment

• Board of Directors Presentation
• September 22, 2006

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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

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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 CPMGs
  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

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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.

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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)

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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.

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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.

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Arrangement of Site Visit

• Recruitment arranges site visit of physician
  candidate and spouse/significant other
• Tour of appropriate facilities and hospital
• 11 meeting with CMO
• 11 meeting with Chairman of the Board
• 11 meeting with Department Chair
• 11 meeting with Executive Director
• Compensation/Benefits Overview/CPP Overview
• Community tour
• Meet with members of the department/facility/Facil
  ity Medical Director
• Recruitment Dinner

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Outcome from Site Visit

• Discovery of candidates medical knowledge base,
  strengths, weaknesses
• Is the candidate a good fit? Seem to be a team
  player?
• Discovery of candidates expectations practice
  and employment
• Recruitment sends out and collects Candidate
  Evaluation Forms from key contributers to gather
  feedback.

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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

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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.

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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.

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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.

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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)

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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.

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Opportunities for Growth/Change