It’s my world, the world of physician recruitment, but here’s some information that maybe new to you.

Physician recruiters typically charge $20,000+ to recruit a doctor.  A hiring entity signs a contract with the physiatry recruiter.  The fee and contract terms include the identification of doctors, reference checking, helping coordinate communications between the doctors and the hiring entity, etc.  It does not include the cost of bringing in the doctor(s) in to interview.

It is a tax-deductible expense.  It is a lot of money but the time value of having manpower, in hopefully a short time than if you recruited yourself, is a consideration.  Plus, if you use a physician recruiter experienced in physiatry recruitment, then he/she may very well have knowledge of the candidate’s background and interests that the hiring entity might not.  Also, an experienced recruiter has the skills to detect good candidates from less good candidates as a result of developed listening skills.

There are just a few physiatry recruitment firms.  It is best to use a physiatry recruitment firm because they know more about the physiatrists and the lingo of physiatry terms and have more physiatry practice candidates and opportunities.

Sometimes, the hiring entity wants to hire a locum tenens doctor.  Locum tenens means to work on a temporary basis.  It can be to cover you during a vacation, while away for CME, until you find a permanent doctor, etc.  Locum tenens doctors usually expect $750/day – $1,000/day.

Our firm also helps find locum tenens doctors.  On top of the reimbursement, locum tenens doctors need housing and, if the term is for a few weeks or more, transportation costs back to his/her home every so often.  If the locum tenens doctor does not have or can not obtain professional malpractice insurance, then the hiring entity will need to secure it for him/her.  If the hiring entity can not get professional malpractice insurance for the locum tenens doctor, then the locum tenens recruitment firm can provide this insurance.

11.  Make the doctor candidate feel like they’re the only one.

12.  Discussion during the first visit – discuss any start-up support, how attractive the job is, present the salary and/or guarantee and/or stipend range, benefits

13.  The interview process should be no more than 2 trips otherwise you may seem indecisive.  The more people in the interview process, the more confusing it is to the doctor candidate.  Do not include someone in the second interview that wasn’t in the first interview if at all possible.

14.  Give a deadline to contract signature.  Phone the doctor candidate during this time to stay in touch.  A drop-dead date of 2 weeks from the contract presentation is reasonable.

15.  Once the contract is signed, send a congratulatory gift, invite the physician and spouse for a getaway weekend to get to know the medical staff and community.   Send announcements to department heads, community doctors, healthcare/political organizations, order stationery and business cards, purchase a subscription to the local newspaper for the doctor and plan a welcome reception.

TO BE CONTINUED

The best way to recruit for difficult geographic regions is to offer a great package deal, with partnership option after the 1^st year.   The offer should include a sign-on bonus, relocation reimbursement,  health insurance/life insurance/long term disability, the ability to keep 70% of what they collect, plus a guarantee of a base salary until they are actually receiving reimbursement for their services (probably 2 months),  4 weeks vacation and 1 week CME, plus a CME allowance.  Keep in mind that a lot of doctors don’t want a partnership – they simply want to share overhead and build the practice.  That is where the LLC comes in handy.  You can all practice under an umbrella wherein you all share expenses, but you eat what you kill.  That is an incentive to really work hard to build your part of the practice, and it will keep physicians there long-term.

This blog was contributed by Elizabeth Lee, President, PRS, Inc, a physiatry practice management and billing company in TX, lizlee@prsinc.com, 800-324-4777.