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Choreograph Onsite Visits to Wow
Once you’ve identified your top candidates, you undoubtedly bring them in for an onsite interview. Typically, this experience makes or breaks the candidate’s decision to accept a job offer.
So, make sure every facet of the visit is carefully scripted to delight and impress. For example, treat them to a stay at a top hotel. Introduce them to your staff and take time to show them around. Beyond the usual wining and dining, ask what their interests are, and make arrangements accordingly—whether that means a tour of local attractions or of the top school districts.
Important: once the visit is over and candidates submit their expense receipts, reimburse them right away. If your in-house accounting process can’t pull this off (as is common with many hospitals), outsource this function to set yourself apart.
Make Your Offer, and Begin Negotiations
Take special care when presenting verbal and written job offers, personalizing them to appeal to each candidate directly—another small step that can make a big difference.
If your offer includes a relocation package, be sure to include a detailed summary of your program’s benefits and services. Include time off and other lifestyle amenities, too.
Finally, when it comes to negotiations, look for ways to say “yes.” That way you’ll be more likely to hear it echoed back to you!
The reality is, most hospitals employ a similar physician recruitment process, with similar steps. It’s how you execute those steps that demonstrate how you’re a special, caring employer—and that in turn will lead to greater recruiting success.