Recruitment Tips

Our best efforts will be made in finding a suitable physician or midlevel provider for your practice. This means we need to learn all about your practice. The form called Client Submission Form provided on this site is an idea of the types of information we need to effectively represent your opening to a perspective candidate.

Most clients would like to fill their opening quickly. We recommend that you consider the following when a candidate is presented:

1) Assign one contact person for us to present the information to

2) Make sure that you have a process for reviewing the CV quickly this is most important if you need to get consensus from a number of individuals

3) Provide feedback to the recruiter once the CV has been reviewed it is important to advise us whether you will be calling this provider or not. It is ok to reject a candidate if you feel the skills are not a match for your opening but a quick acknowledge either way is important.

4) Contact candidate quickly Once we submit a candidate that meets your qualifications, we suggest that you contact that candidate as soon as possible. Candidates have plenty of options; often quality candidates are lost because of poor contact time. In most cases, the best time to reach the candidate will be at their home in the evening. You might want to have a list of questions to ask the candidate so that you can evenly evaluate each candidate.

5) Setting up the interview When a date has been agreed upon for a face-to-face visit allow enough time to effectively show your practice operation, meet the staff and provide for a social gathering. Our goal is always to screen for fit both professionally and personally but many times the chemistry between the participants is the most valid analysis of whether this candidate is a fit.

6) Have a draft contract on hand. It is important to have at least a draft contract made up by your legal counsel. If you are interested in the candidate, it is ok to talk about terms of an agreement. This is the time to discuss your expectations and learn their expectations. Should you determine there is mutual interest in proceeding a formal agreement can finalized.

7) Follow up contact with your recruiter is essential. Keep your recruiter informed of how you have assessed the candidate thru the interview period. The recruiter will also provide you with valuable feedback from the candidate.

8) Consultative services are part of what we provide our clients, which significantly enhances our partnership. Do not hesitate to ask questions, such as "is my compensation offering competitive? Is it necessary to provide a sign-on bonus and if so what is appropriate?"

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