COVID-19 Alerts -
Volume 5 - April 8, 2020
What to do When Recruiting Providers During This Time:
Many of our clients have active recruitment efforts underway and are wondering what now? We have teamed up with our recruitment advisor Regina Levison for a Q & A session on what to do during this unusual time as you are navigating your recruitment efforts. Additionally, we have provided some insights from one of our industry partners Healthcare Recruitment Link (H-R-L) on whats happening in their ongoing provider searches and how they are responding to their clients ongoing needs.
Q: Should we continue our provider searches during the novel coronavirus pandemic?
A: You should continue actively recruiting your physician and advanced practitioner opportunities to meet the needs of your current and growing patient population. We recruit in all regions of the U.S. and have detected no slow downs in provider responses. When providers make a decision to leave their current positions, they typically have a target date by which they want to relocate and be set up in a new practice. Their target dates are often associated with spouse/partner employment and/or school year for children. Advanced practitioner positions are primarily filled in 2-4 months. However, physician opportunities can take 6-12 months depending on supply/demand in the specialty you are recruiting, 60-120 day notice to current employer, and relocation. Allowing for a 2-12 month timeline keeps your provider searches moving forward.
Q: Do you have any tips for interviewing candidates when we cannot meet them in person?
A: Yes, we recommend the organization CEO/administrator conduct an initial telephone interview to discuss the opportunity in more detail and learn more about the candidate's geographic and practice preferences.
- If the initial telephone call goes well, schedule a 60-75 minute video interview with the candidate and the providers/key decision makers in the organization. It is helpful to have a list of questions for your organization's interview team outlined in advance that include a focus on the candidate's clinical skills and professional goals. Be sure to allow time for the candidate to ask questions. At the conclusion of the first video interview, ask your team to evaluate the candidate to determine if a second video interview should be conducted.
- If the candidate accepts the second video invitation, make it more personal. Invite the physician's spouse and children to introduce themselves and express their views/hopes about relocating to a new community for a few minutes at the beginning. Invite a few of your staff members to introduce themselves -- particularly those with children who are similar ages to the candidate's children or have similar interests with the candidate. Then wrap up with additional questions you have for the candidate and questions the candidate has for you.
- Ask your interview team to evaluate the candidate once again. If the decision is to move forward with an offer, we recommend you send a letter of intent as soon as possible and make the offer contingent on satisfactory references.
- It is possible you will conduct the initial telephone call and all video interviews as described above and depending on timing, have the opportunity to invite the screened candidate and spouse/partner for an in-person site visit.
Q: How do we keep candidates engaged with our opportunity when we cannot meet them in person?
A: This is a great question and an opportunity to think outside the "traditional provider recruitment box!" People want to work with people they like. Initial impressions will be formed during the telephone and video interviews. We recommend you remind your interview team that interviews are conducted in both directions -- your team interviews the candidate and the candidate interviews your organization. Following are a few suggestions to keep candidates engaged throughout the process. If you have additional suggestions to add the list, we would love to hear them.
- Prior to the initial telephone call and first video interview, provide the candidate with your organization's website address, electronic brochures, newsletters, and any articles/press releases. Videos showing your providers/organization or the community where you are located make excellent additions to the list.
- Debrief the candidate after each interview stage to determine their interest in moving forward in the process. Follow-up with a "thank you" message.
- Send a gift basket of items representing the region where your organization is located. Include items for the spouse/partner and children if possible.
- Schedule video chats between the candidate and the community resources most important to them: school superintendent or principal, job opportunities for spouse/partner, realtor, church, special interest clubs, chamber of commerce, visitor's bureau, and children's sports and other activities.
Regina Levison is a search firm owner, speaker, writer, and consultant with 36 years of healthcare and provider recruitment experience. In addition, she is a recruitment advisor to clients of V2V Management Solutions. If you would like a list of video interview questions or a sample letter of intent, please email [email protected] or call 530-626-5110.
By Heidi Johnson and Sheila Bixler, Founders of Healthcare Recruitment Link
Q: What are you seeing with your active searches over the last 3 weeks?
A: Healthcare Recruitment Link (H-R-L) is seeing a steady stream of responses for physicians and advanced practitioners during the COVID-19 pandemic. There has been a surge in specific PA specialty responses during the last few weeks. Healthcare Executive searches have seen a drop in candidate response, we expect many of those leaders have their hands full at this time.
Q: Are you still seeing site visits occur across your client base?
A: Yes most of our clients are initiating candidate interviews with a series of video chats. Some are still conducting more localized in-person site visits. Significant travel for site visits has been extremely limited.
Q: What are you doing to help existing or potential clients navigate searches during this time?
A: H-R-L continues to support healthcare organizations with customized search programs. In addition, our team is available to support and extend your teams resources by offering these customized approaches when you need it most. H-R-L offers the following unbundled recruitment services:
- Research and develop a sourcing/marketing/advertising plan
- Design and manage Internet job board postings and advertising
- Deploy broadcast email campaigns
- Conduct telephone and text messaging campaigns
- Mine social media platforms for candidates
- Interview and vet candidates
- Interview candidate references and write summaries
- Coordinate candidate site visits and/or video interviews
Disclaimer: V2V Management Solutions is a healthcare consulting firm. We are not licensed attorney’s or certified public accountants. This guide is not intended to replace legal or financial advice from your trusted resources. Before acting on any information provided check with the appropriate legal or financial team. This situation is a constantly evolving landscape be sure to research for most current information.The following content consists of key takeaways on information published in the above referenced articles, facts sheets, and our personal/professional experiences in financial management throughout a crisis.
V2V is here to help
Please keep in mind you should verify all information you are receiving from outside sources to ensure your interpretation on its implications for your business are accurate and appropriate.
Our V2V team stands by ready to assist you in navigating these turbulent times. We can quickly deploy resources to assist your team.