Physician Recruitment Methodology

 

First 30 days

  • Site Evaluation
  • Development of Materials
  • Review of Existing Database
 

30 - 60 Days

  • Residencies
  • AMA Directory
  • Mass Mail Candidates
  • Advertising Candidates
 

60 - 90 Days

  • Active Sourcing & Recruiting
  • Advertising Continues
  • Contact Database Candidates

90 -180 Days

  • Telephone & In-Person Interviews
  • In-Person Interviews
  • Present Candidate Report to Client
  • Assist with Candidate Negotiations

0-30 Days

 

On-Site Evaluation

We interview client principals to determine the ideal candidate profile. We learn as much possible about the position, the facility, and the community. We discuss the specific educational and personal expectations of the position and for prospective candidates. We also analyze the community for housing, schools, recreational facilities and social and cultural amenities. This step enables us to develop a position description, which is used to attract potential candidates.

 

Development of Materials

We develop a position description, prepare copy for advertisement and a mass mail letter. We design a custom classified or display advertising campaign for publication in the appropriate journals.

We design and implement a mass mail campaign to practicing physicians and residents meeting your specifications. The campaign not only outlines the parameters of the assignment, but also contains relevant information about the community, the hospital and the practice itself.

We review the existing database of each physician's curricula vitae for possible fit.


30-60 Days

 

Development of Materials

1 Consult with residency programs for direct recruiting and individual recommendations. Target accredited residency programs in each specialty in order to recruit the residents. Ideally, those programs in your state and in the surrounding states would be our next initial contacts. Each program director would first receive a personal letter and then a follow-up phone call to determine which of these residents may be interested.

2 Review and determine the candidacy of individuals whose curricula vitae were generated from the mass mail campaign and advertisements.

3 Utilize various directories for cross-referencing with mailing lists from the AMA or state medical societies to identify physicians whom otherwise may not be identified.

Any physicians not captured in the AMA mass mail list or state listing, but located in the directories, will receive a personal call or letter about the opportunity.

In the event that a physician is not personally interested, we usually can obtain additional leads or referrals from him/her.


60-90 Days

 

Development of Materials

Advertising continues, and database candidates are contacted regarding the position. Correspondence to applicants regarding the position is mailed.

Active physician sourcing and recruiting continues throughout the process. There is no such thing as too many candidates.


90-180 Days

 

Qualification Phase

Once the best prospective physicians have been identified, we verify educational credentials and professional certification and check references. We learn about the physician's strengths and weaknesses, accomplishments, creativity, and initiative, interpersonal and managerial skills, and interests and goals. Throughout this phase, the physicians are interviewed by telephone to best determine their qualifications and levels of interest.

The most impressive physicians who meet the established criteria and express sincere interest are then interviewed with their spouse in person. An evaluation is made, and if the physician matches the defined criteria, a confidential report is submitted to the client. This report includes a curriculum vitae with accomplishments, thorough references and a comprehensive evaluation based on a structured interview.

 

Selection Phase

Upon submission of final candidates, Baumann & Associates Inc. coordinates all client/candidate personal interviews. We provide physician feedback, assist in salary negotiations and keep interest levels high. Once the client has made a selection, we follow up with the client and the new employee at regular intervals to ensure smooth transition.

The most impressive physicians who meet the established criteria and express sincere interest are then interviewed with their spouse in person. An evaluation is made, and if the physician matches the defined criteria, a confidential report is submitted to the client. This report includes a curriculum vitae with accomplishments, thorough references and a comprehensive evaluation based on a structured interview.