Issue link: https://viewer.e-digitaledition.com/i/538813
P H Y S I C I A N R E C R U I T M E N T AS P H Y S I C I A N R E T I R E M E N T R ATES increase, h o s pit a l s a n d other organizations will likely feel growing pressure to fi nd experienced successors for those practitioners. As a result, many recruiters are enlisting third-party search fi rms to draw in new physicians. According to the 2014 Association of Staff Physician Recruiters (ASPR) In-House Physician Recruitment Benchmarking Report, a majority of healthcare organizations participating in an ASPR survey — roughly two-thirds — paid a search fi rm to assist with recruitment efforts in 2013. In-house recruiters utilized search fi rms for approximately one in seven searches. Time vs. Cost Rely ing la rgely on a n in-house recruitment team can be cost-effective, depending on the volume of searches a K N OW YO U R C U LT U R E ARE YOU PORTR AYING your hospital's work culture in the most effective light? As Jordan Search Consultants notes on its website, recruiting top-tier physicians "requires not only an understanding of organizational culture, but also an understanding of employee cultural fi t and integration." The company identifi es several ways to leverage your organizational culture for recruiting purposes: + Defi ne the culture by observing employee interaction, and determine if collaborative or individual productivity is prioritized. + Review your core values, daily practices and marketplace reputation to ensure they align with one another. + Ensure your organization provides regular opportunities for staff to for- mally and informally engage with fellow staff members and the organization. + Evaluate how staff members are kept accountable to core values and recognized for excellence within the organization. + Interview staff members at every level of the organization, asking relevant questions about corporate culture. The Right Physicians By Colin Stayton SOME HEALTHCARE ORGANIZATIONS IN HIRING MODE TURN TO OUTSIDE FIRMS TO PLAN AND IMPLEMENT THEIR RECRUITING STRATEGY, WHEREAS OTHERS RELY SOLELY OR PRIMARILY ON AN INTERNAL TEAM. UNDERSTANDING YOUR FACILITY'S NEEDS CAN HELP YOU CHART THE OPTIMAL COURSE. facility conducts each year. Kathy Jordan, President and CEO of Jordan Search Consultants, a Missouri-based search fi rm, says the estimated break-even point for in-house physician recruitment is 12–15 new searches every year. However, strictly in-house efforts may not reach the full audience of job candidates. "In-house recruiters often do not have the resources or time to reach out to pas- sive candidates," Jordan says. "Search fi rms can also screen candidates for fi t with the organization's culture. This allows in-house recruiters to focus only on candidates who have been pre-screened by the fi rm." Some search fi rms can train recruiters at small hospitals to manage the on-site recruitment process themselves, leaving the firm to focus solely on candidate sourcing. According to Jordan, this can save hospitals money while also reducing time-to-fi ll by up to 40 percent. ■ Partnering to Attract M D N E W S . CO M ■ MD NEWS San Antonio | 9