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.

Recruiting a physiatrist requires the attention of the hiring entity.  Here are some tips:

Make the candidate feel like they are the only one – Most candidates are considering a number of opportunities.  Beyond the concrete facts of the opportunity, the professionalism and warmth the candidate feels from the hiring entity will help steer the candidate to your opportunity.  A basket of items specific to your area waiting in the hotel room for the doctor is a great idea.

Keep in touch with the candidate – The recruitment process often spans several months.  It is critical that you stay in contact with the doctor at least once a week during this time.   I will help in this process.

Be prepared – Just as you expect the doctor interviewing to be prepared, you should be prepared also.  Have all the facts and figures of the opportunity at hand.  Try to be as informed as possible about your competition.  I can help with this aspect. Have a sample contract ready to give the candidate you choose.  Review the terms with the doctor and ask the doctor if he/she will accept it on these terms.   If not, identify the doctor’s concerns and needs.