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Go beyond the average recruitment process

Hospitalist Leadership Connection, October 24, 2007

Hospitalist candidates undoubtedly are focused on exploring the job-related characteristics of prospective programs, including:

• Compensation and benefits
• History
• Mission, objectives, and values
• Staff makeup and camaraderie
• Hospitalists' relationships with the hospital administration

However, consider that the decision-making process typically includes other individuals associated with the candidate and that factors other than those listed above may contribute to successfully closing the deal. As a result, recruitment should also focus on the candidate's significant other and/or family, if applicable.

One effective recruitment strategy is to incorporate information about the community, such as the following:

• Neighborhoods
• School systems
• Safety
• Population and growth estimates
• Major industries
• Taxes
• Extracurricular activities (e.g., sports teams, beaches, mountains, etc.)
• Cultural opportunities

Detailed disclosure about the community may also help eliminate the culture shock that often accompanies relocation. This is especially true for the hospitalist's significant other and family.

Learn more recruitment tips inside Tools and Strategies for an Effective Hospitalist Program, by Jeffrey R. Dichter, MD, FACP and Kenneth G. Simone, DO, published by HCPro, Inc.

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