After the Arthur/Marshall recruitment team spent extensive time in the community, meeting with clinic staff, the local hospital administration and community and real estate advisors to develop a fully integrated recruitment program, an action plan was initiated, and specific searches were targeted.
The challenge of shrinking reimbursements, intensifying competition and a location away from the coast created the need for a credible national approach to attracting the right candidates. After other recruitment efforts had failed, Arthur/Marshall was the logical choice for this challenge.
This was illuminated by the CEO of the clinic this way,
“We had experience with a large national firm in the past that was so-so at best. After investing money with them and not achieving results we had hoped for we were a little leery about working with another recruiting organization.”
“We entrusted Arthur/Marshall with our expansion.”
The Arthur/Marshall team initiated a 6-part program to target and hire the right candidates. The program included Community/Practice Profile, Procurement, Screening, Presentation, Interviewing and finally Search Completion/Closing.
We defined the scope, strategy and candidate evaluation criteria and contacted dozens of prospective candidates. We also engaged additional referral sources and industry influencers to add real-time market intelligence and compensation data to our candidate screening and evaluation process.
Our joint examination of how the healthcare markets were changing, the opportunities that existed and how the clinic could capitalize on its market advantages led our client's top management to initiate new strategies to attract and recruit the right talent for the group.
Procurement campaigns were initiated by Arthur/Marshall which were intended to highlight the clinic brand and generate interest in the clinical practice opportunity. Community advantages and the client’s central location were also areas of focus in these campaigns. Campaigns included scheduled electronic messages to selected Physicians based on expected ties to the state. Web postings, data mining, statistical research and old-fashioned telephone sweeps were all initiated to locate Physician prospects.
Arthur/Marshall initiates a 4-part screening process which identifies a Physicians psychological need to move. Practice, Financials, Quality of life and Location are all integral in every Physician relocation decision.
Each candidate interview was carefully prepared by the Arthur/Marshall and clinic partnership. Specifics unique to each candidate and spouse were highlighted during each interview process.
Hiring decisions were made easy by the upfront preparations by Arthur/Marshall and clinic executives. This process is designed to normalize an often-stressful process for the Physician and family.
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"We entrusted our expansion to Arthur/Marshall because of the meticulous process described. The lead recruiter impressed us with his professionalism and commitment to our organization. He followed through on everything as promised from vetting each and every candidate to helping us close and solidify candidates.”
“ We have already hired 4 Physicians and our 5th is on the way!”
The journey in the rapidly changing healthcare market continues to unfold in new and unexpected ways. This client now has a clearer, consensus view of how they must adapt in order to exploit new market opportunities. The journey into new healthcare markets has only just begun.