“candidates will gravitate towards positions where they feel the most wanted and needed”
My last article was to help organization’s look at a new process to help them evaluate their top three finalists. This time, let’s look at it from the candidate’s point of view. How do you as a candidate create your best chance of getting into the top 3 finalists?
Recent surveys indicate that only 15% to 30% of physicians are extremely happy in their current practice and are not considering other opportunities.1,2 This leaves 70% to 85% of physicians with some level of dissatisfaction and even considering other options. This statistic should make you quite uncomfortable.
Results from a recent physician survey conducted by Fidelis Partners shows an even more alarming picture of job satisfaction than previously thought.
I feel a misstep that many leaders make right off the bat is to come in and quickly announce their game plan. You always hear about those famed “first 100 days”…
By Rich Karlgaard Success in business has traditionally meant having a strategy and excelling at the hard skills. Controlling costs. Boosting speed. Effectively managing the supply chain. Superior number-crunching and analytics. Most of today’s CEOs, CFOs, chief operating officers, boards of directors, and shareholders speak the language of this hard edge. It’s their comfort zone:
I’ve maintained over the years that spouses or significant others are the key influencers and really are more than 50% of the decision. It (usually) doesn’t matter how much the candidate loves the position. If the spouse says “I am not going there… not now… not ever…” then the ultimate answer is going to end
To improve your physician recruitment outcomes… Pay much more attention to the spouse or significant other.
For us, and as it turns out on a national basis, the second most stated reason for a physician leaving their practice was related to the spouse or significant other.