|
|
 |
 |
- Give
a complete description of the position
- The more information MedSource
Consultants can provide to prospective
candidates, the more interested
these physicians will be your position(s).
Beyond our questionnaire, any additional
information provided on the community,
schools, local attractions and other
amenities is very helpful.
- Include
a rough compensation level -Compensation
is a negotiable aspect of physician
placement contingent on training,
experience, personality, certifications,
and available resources and confidentiality
is of the utmost importance. However,
providing your recruiter with a
compensation range will assist us
in answering the inevitable question,
"What are they offering?"
- Are additional
benefits available? - Your location
may qualify for federal and/or state
loan repayment. Some clients include
signing bonuses for the right candidate.
Some offer to pay off school loans
and, in return, the candidate offers
to stay for a lengthier term. Think
about your options and ask us for
suggestions.
- Actively
interview various candidates -
- It is in your facility's best
interest to consider various candidates
as prospective physicians are generally
looking at multiple opportunities.
This approach affords you the chance
to select from several qualified
candidates and gives you some alternatives.
- Provide
timely feedback - Feedback on
received CV's allows us to be courteous
to the physicians you forego, tactfully
telling them that there is no interest,
and further indicates what sort
of candidates you are ultimately
interested in. This way, we can
provide you with more job-specific
CV's, consequently increasing the
odds of finding the ideal candidate
for your opportunity. Feedback on
the interviews works much in the
same way. You can expect timely
feedback from your recruiter so
your facility can make appropriate
and prompt decisions about each
candidate.
- Provide
interview itineraries & directions
- An itinerary gives the physician
something to look forward to and
prepare for and it also prepares
you. An interview can be as simple
as a 2-hour visit with the hiring
entity or a full day's interview
with the entire staff. Possibilities
include meeting with key physicians
and ancillary staff the candidate
will be working with, administrators,
and program directors. Lunch or
dinner is customary. Many organizations
include real estate tours in their
interviews.
- Use us
to help you - We assist in everything
from facilitating a phone interview
between the client and candidate
to negotiating the contract. We
have a great deal of experience
in these areas and have many suggestions
on how to overcome obstacles.
- Don't
prolong the process - Certainly,
no rushed decisions should be made,
but keep in mind that the physicians
you are interviewing are constantly
being presented and pursued by other
opportunities. Once the decision
is made by both parties to proceed,
expedite the process and put deadlines
on contract offerings.
|
|
|
