Determining what you need in a new physician for the practice is just the first challenge. After that comes making initial contacts, which can be a great deal of work. Then there is the time and expense associated with the initial discussion. Finally, when you think you’ve found a good candidate, comes the site visit. We’ve discussed why Physician Recruitment is one of the most important tasks in the practice—finding and recruiting the right person can be the key to successful growth and is an enormous investment.
The site visit is the practice’s opportunity to convince the right person to come on board. A poorly planned site visit is a recipe for disaster. Every aspect of the visit from preparation for the visit, through the visit itself, on to post-visit follow up are all of vital importance. Don’t leave any aspect of the visit to chance. Create a detailed and coordinated site visit preparation checklist and follow it.
In preparation for a candidate’s visit, develop an information packet that is personalized for that candidate. Based on your initial conversations, you should be able to customize your basic packet for that individual. Include cost of living analyses, community information, and other information about special interests for the candidate and any family members whenever possible.
A detailed and correct itinerary that includes the name and contact information for each individual with whom the candidate will meet is essential. If last-minute changes are necessary, always make sure to notify the candidate. Confusing or incorrect information will create unnecessary doubt in the mind of the candidate.
Coordinate travel plans with the physician candidate, making sure to include an offer for their spouse or partner to attend. As an additional bonus, offer to assign frequent flyer miles or hotel bonus points to the candidate’s accounts. Once the travel plans have been arranged, be sure to confirm both the travel arrangements and the hotel reservations in advance.
Schedule meetings with key members of the medical staff, hospital staff, community dignitaries, and members of the support staff. Schedule a relaxed dinner with key clinic or hospital staff. If possible, allow some time in the visit schedule for leisure activities.
Create and follow a checklist for during and after a recruitment site visit as well.
None of these recommendations guarantees success, but following all of these guidelines can certainly create a good foundation for the negotiations.
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