At PracticeLink’s annual company retreat this summer, we were fortunate enough to host two panel discussions—one panel comprised of in-house physician recruiters, the other of physicians and advanced practitioners.
During the discussions, the candidates were clear: The more in-depth, well-written the job post, the more likely they are to respond to the opportunity.
That goes to show that attracting interest in an opportunity begins with you, the recruiter! In fact, the more jobs you post—and the more details you share—the greater your responses will be.
The physician panelists highlighted two topics they’d like more details about in a job post: compensation and location.
Location is, of course, the number-one criteria physicians use to look for a job. But unless your facility is in the center of a big city, a candidate likely needs more than just the name of your town to be able to identify your location.
Provide them with the geographic context they need. Tell candidates, for example, that you’re “90 minutes outside St. Louis” or “In the foothills of the Rockies.” Candidates are drawn to as much specific information as you can provide.
TRY: PracticeLink makes it easy for candidates to search for opportunities by location. Help them find you. By making sure your facility’s location includes as much detail as possible. Are you in an urban location? Which neighborhood? What attractions are nearby? Are you in a small to medium-sized community? What kind of activities, lifestyle or climate are available there? Make sure you include your facility’s zip code on your PracticeLink profile for a map to display on your jobs. PracticeLink’s Radius Search capabilities are built to give opportunities in even small communities the exposure they need—and help physicians find your postings when they’re job searching with your area in mind.
Yes, physicians want an idea of an opportunity’s compensation—but they also know that it’s not often possible for an employer to put those figures in a job posting.
TRY: Can’t put even a salary range in your post? Then consider including a mention of benefits, loan repayment, call schedule or other method of provider compensation. The goal is to stand out from the other opportunities, and give the candidate a reason to respond with interest.
The candidate panelists also told us they’ll read the entire job description—no matter how long—if they are interested in the location.
5 power questions to keep in mind
Job Board expert Peter Weddle suggests that all candidates want to come away with the answers to the following questions after spending time with a job post:
1. What will I get to do?
2. What will I get to learn?
3. What will I get to accomplish?
4. With whom will I get to work?
5. How will I be recognized and rewarded?
If a candidate can walk away from a job post with the answers to these five questions, they’ll have the basic framework they need to decide whether or not to pursue the opportunity further.
Once they have that framework, they’ll want to dive deeper. Weddle adds these 5 questions as the meaty items that serious candidates are looking when determining their best practice fit.
- How does the organization support employees and enable them to do their best work?
- How does the organization communicate with employees and keep them informed?
- What priority does the organization give to employee development? How is it provided?
- What is the organization’s track record?
- What are the vision and values of the organization’s leaders?
Parting words of wisdom? The more details you offer candidates, the more candidates you’ll get.
“We’re overachievers,” noted one physician on the PracticeLink panel. “The more (information), the better.”
Ken Allman is Founder and CEO of PracticeLink.com—The Career Advancement Resource for Physicians. For help with your job posts or more information about PracticeLink, please email ProTeam@PracticeLink.com, call (800) 776-8383 or visit PracticeLink.com/Employers.