The challenge was best summarized by the client this way:
“Recruiting into Florida is usually not as challenging compared to most states, but occasionally we do run into the difficult search where we need it to be filled quickly with the right provider who understands our culture. We were having issues in locating candidates who had a reason to be here.”
We engaged the local administration and, following the site visit by the recruiting team, a recruiting plan was adopted. Each step of the plan was outlined in a detailed Post Profile Letter and was formally adopted by the decision makers at the local hospital. This document declared the findings of the recruitment team pertaining to the practice, the community and the hospital. It also identified strengths and weaknesses that could be expected during the process. Financials were adopted and a “battle plan” was consolidated to begin the task.
We also worked closely with administration and communicated on plans and progress on a weekly basis. We viewed our relationship with the hospital more as a partner/relationship instead of as simply another vendor. The client was the ultimate decision maker and AMI provided counsel and the work to locate a pool of qualified candidate prospects.
We thoughtfully considered Physician candidates within the same specialty with a focus on Florida ties. In order to begin the process of recruitment, AMI initiated its industry leading procurement plan. The goal was to locate qualified candidates of the same specialty and required training as quickly as possible. This program included web postings, targeted e-campaigns, SMS, data mining and telephonic sweeps by AMI personnel. This program was initiated quickly due to the urgent need of the community and hospital. Results were immediate and a candidate was identified.
“We decided to partner with Arthur/Marshall because of their success history in working with other system hospitals and a recommendation from our Regional Director. Our lead recruiter paid close attention to every detail of our hospital and wanted to get a clear understanding of what type of provider would be a good fit for our community. The Recruiter had phenomenal communication with us to keep us informed and made us feel comfortable in trusting Arthur/Marshall to truly be an extension of ourselves.”
The search was promptly completed with a candidate who fit the community, qualified professionally and accepted the terms of offer.
Given the need to add a staff OBG to keep up with the needs of the hospital and community, it was clear that our AMI team needed to help both administration and the other OBG’s adjust to the challenges of working together. So, we coached both of them, and helped them understand the very distinct though somewhat overlapped responsibilities of their new working collaboration. After just a few months, each of these instrumental Physicians thanked us for helping them forge a powerful new working relationship grounded in respect and a unified purpose.
This successful group of Physicians has indeed won the support of their Physician peers and the employees of the hospital. They are deeply invested in identifying the key markets they will serve and how they plan to not just serve but also expand their draw area and market share.
“Our experience with Arthur/Marshall has been great. They filled our opportunity in 60 days! This has been a great experience! We were thoroughly impressed with the professionalism and their commitment to being successful for us. I now know from firsthand experience why we were recommended to utilize Arthur/Marshall. Their process really defines what a successful firm should image.”
Our client has described its new Physician as both an anchor for its specialty need and an important driver of its continued expansion into the draw area.
Sometimes, solving the recruitment problem with a new set of eyes makes all the difference. One of the key lessons is that when you open one's mind to new possibilities, new revelations may surprise you and force you to change along the way.