DISPLAY AD
6.875 x 4.5
1. The early bird gets the worm. The
sooner you know you need someone, the
quicker the search can begin. Don't settle
for a single job-listing site. Use all medi-
ums available, including social media,
direct mail and email, to generate leads
or candidates.
2. Rely on colleagues for help.
Candidates want real-life perspective on
the ins and outs of working for a rural
facility. Have trusted colleagues sit in on
interviews to discuss everything from
an average day at the facility — number
of cases, typical conditions treated — to
what the area offers in terms of housing,
attractions and amenities. This sort of
background is imperative, especially if
candidates are considering relocation.
3. Carefully consider each candidate's
experience and career goals. Sometimes,
a candidate might not seem like a fi t on
paper, but once you sit down face to face,
the physician may be just what you're
looking for. Openly discuss what made
him or her apply for this job specifi cally,
and what he or she would like to gain
from the position. ■
Source: Becker's Hospital Review
HAVING TROUBLE ENTICING PHYSICIANS TO YOUR RURAL
FACILITY OR PRACTICE? CONSIDER THESE POINTERS:
By Rachel Stewart
Rural Recruitment Tips
2 0 1 4 S E P T E M B E R /O C T O B E R ■ M D N E W S . CO M ■ MD NEWS Cleveland/Akron/Canton
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