Your 9-point plan to recruit new physicians to your practice

Why This Topic Matters

Physician recruitment can be time-consuming and costly, and a lack of planning can make staffing gaps harder to manage. The article helps readers understand the major components of a recruitment process so they can evaluate whether their practice is prepared to attract and retain physicians effectively.

Article Sections

1. Core elements of recruiting

   Introduces the article’s overall recruitment framework and the major planning areas a practice should consider. It sets up the nine-part structure used throughout the article.

2. 1. Strategize

   Discusses the importance of assessing practice needs, market conditions, and the reason for hiring. It frames recruitment as a planning exercise tied to growth, replacement, and specialty needs.

3. 2. Develop a timeline

   Covers factors that affect how long recruitment may take, including specialty demand and local training pipelines. The section focuses on planning the search schedule.

4. 3. Tactics to find candidates

   Reviews general ways practices may identify physician candidates and the role of outside resources. It also touches on the possible involvement of local hospitals.

5. 4. Think about a type of candidate

   Addresses how to define the kind of physician a practice wants to attract. The discussion centers on qualifications and background characteristics.

6. 5. Budget

   Outlines the need to plan for the financial aspects of recruitment. It includes broad categories of search and interview-related expenses.

7. 6. Compensation package

   Explains that a practice should define its compensation approach before beginning the search. The section also encourages evaluating what makes the practice appealing to candidates.

8. 7. The committee

   Describes the importance of deciding who will participate in the recruitment process. It emphasizes practice involvement and candidate experience.

9. 8. Offer letters and contracts

   Notes the value of preparing hiring documents in advance. The section is focused on readiness to move quickly once a candidate is selected.

10. 9. Integration program

    Covers the onboarding and early integration phase after hiring. It focuses on helping a new physician become connected to the practice and community.