Physician and spouse on site interview will typically last between 24−36 hours.
- You never get a second chance to make a good first impression. Make sure you route the physician and spouse through the nicest parts of town. Leave a gift that reflects the flavor of your community. Flowers, a fruit basket, or a welcome packet will go a long way to show the candidate you are interested. Offer to pick up the candidate and spouse at the airport.
- Make sure you utilize the physician’s and spouse’s time. We should have an itinerary before the candidate is on site. We should also:
- Have the candidate meet a real estate agent that you use on a consistent basis for a tour of the community.
- Provide a tour of hospital facilities.
- Provide a tour of office space.
- Schedule a luncheon with key members of the medical staff.
- Include a dinner with key members of the community and key members of the hospital staff (i.e. marketing).
- Include tour of extracurricular activities (e.g. golf, tennis, fishing, and hunting).
- Meet people of their own age and interest.
- Meet education personnel in the area.
- A site visit should confirm all the information we have shared with the candidate and spouse.
- A site visit should be 80% social and 20% professional.
- Try not to build in a second site visit. If the recruiter and client have done their jobs, there should be no need for a second site visit. A second site visit should only occur when looking for a home.
- If we had four completed interviews on site and have not secured a signed agreement, we need to evaluate our search techniques.
Other tips to keep in mind
- Recruit the spouse and you will have recruited the physician.
- Reimburse expenses quickly.
- Do not compare physicians. A physician’s “shelf life” is very limited in this competitive market. Try to evaluate each physician on his or her own merits.
- Continue interviewing until you have a signed agreement. We should not stop the interview process until we have a candidate sign on the dotted line.
- Allow the recruiter to maintain a third-party influence role. This allows a recruiter to wear the “black hat” and be a buffer between the two parties. Remember, in a two-party transaction, there is always potential for miscommunication.
- If you find a candidate who meets 80% of what you are looking for, pursue that candidate.
Contact us today to learn more.