Here are five points for orthopedic practices when recruiting young physicians.
1. Participate in a fellowship program. Recruiting new physician partners from channels you know will provide you with the best quality candidates. If you participate in a fellowship program, recruit those physicians after they complete their training, says Todd Albert, MD, spine surgeon and president of Rothman Institute in Philadelphia. If it isn't possible for your practice to hold a fellowship program or associate with a program at local hospitals, figure out which programs around the country have similar values to yours. This way, you can be more confident that the new physician will share your practice's goals and culture.
2. Network among current physicians. Ask the physician partners in your group to network among their colleagues to find someone who might have graduated from the same programs as they did to recruit for your practice. Surgeons coming out of the same programs as your current physician partners are likely to have a similar core value, which is important when adding new members to the practice. The current partners may also have a relationship with local physicians who recently completed training elsewhere and are looking for opportunities to return. Having your physicians involved in the process insures you are able to recruit from a strong pool of candidates.
3. During an interview, don't place too much emphasis on initial appearances. Many physician groups may be looking for a clean-cut, conservative physician for their group, but there are several qualified candidates who you might pass up if you judge them on looks. Patients are attracted to physicians from different ethnic, gender and racial backgrounds, which means having a variety of physician partners at the practice is important, according to an AAOS Now report.
4. Incorporate an office tour into the interview process. Provide the applicant a tour of the office given to them by a trusted employee. This frees up physician time and allows the physician to get feedback from the person providing the tour (second opinions are invaluable). Candidates are usually less guarded when they move away from the interviewer. Don't hesitate to do a second interview and include or have it conducted by another trusted staff member. You can also invite the candidate to attend a meeting and share in staff discussion.
5 .Consider the candidate's family. Young orthopedic surgeons often have a new family to balance with their professional responsibilities. When the candidate is being interviewed, meet the spouse and other family members to make them part of the decision as well. If the physician is from another community or state, gauge the family's enthusiasm for moving to a new city.
Related Articles on Orthopedic Surgeon Recruitment:
5 Things to Do Before Beginning Orthopedic Surgeon Recruitment
5 Tips to Improve Recruitment of Spine Physicians and Staff
5 Tips for Finding the Perfect Orthopedic Physician Partner
1. Participate in a fellowship program. Recruiting new physician partners from channels you know will provide you with the best quality candidates. If you participate in a fellowship program, recruit those physicians after they complete their training, says Todd Albert, MD, spine surgeon and president of Rothman Institute in Philadelphia. If it isn't possible for your practice to hold a fellowship program or associate with a program at local hospitals, figure out which programs around the country have similar values to yours. This way, you can be more confident that the new physician will share your practice's goals and culture.
2. Network among current physicians. Ask the physician partners in your group to network among their colleagues to find someone who might have graduated from the same programs as they did to recruit for your practice. Surgeons coming out of the same programs as your current physician partners are likely to have a similar core value, which is important when adding new members to the practice. The current partners may also have a relationship with local physicians who recently completed training elsewhere and are looking for opportunities to return. Having your physicians involved in the process insures you are able to recruit from a strong pool of candidates.
3. During an interview, don't place too much emphasis on initial appearances. Many physician groups may be looking for a clean-cut, conservative physician for their group, but there are several qualified candidates who you might pass up if you judge them on looks. Patients are attracted to physicians from different ethnic, gender and racial backgrounds, which means having a variety of physician partners at the practice is important, according to an AAOS Now report.
4. Incorporate an office tour into the interview process. Provide the applicant a tour of the office given to them by a trusted employee. This frees up physician time and allows the physician to get feedback from the person providing the tour (second opinions are invaluable). Candidates are usually less guarded when they move away from the interviewer. Don't hesitate to do a second interview and include or have it conducted by another trusted staff member. You can also invite the candidate to attend a meeting and share in staff discussion.
5 .Consider the candidate's family. Young orthopedic surgeons often have a new family to balance with their professional responsibilities. When the candidate is being interviewed, meet the spouse and other family members to make them part of the decision as well. If the physician is from another community or state, gauge the family's enthusiasm for moving to a new city.
Related Articles on Orthopedic Surgeon Recruitment:
5 Things to Do Before Beginning Orthopedic Surgeon Recruitment
5 Tips to Improve Recruitment of Spine Physicians and Staff
5 Tips for Finding the Perfect Orthopedic Physician Partner