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4. Not Investing in the Candidate Experience
The relocation process really begins before the job offer.
“Ninety-three percent of physicians who accepted offers rated their candidate experience as positive,” says Michael. “Whereas 44% declined an offer due to a poor experience.”
How do you ensure a great candidate experience?
- Share that cool, hyper-local information with candidates. Get them excited about your city before they commit.
- Switch to an electronic reimbursement system that pays interview-related travel expenses in days, not weeks or months (a widespread industry fail).
- Make sure candidates enjoy their visit by guiding them to great hotels, restaurants, attractions, etc. Leave nothing to chance.
5. Lack of Visibility and Robust Reporting
When you treat relocation as compensation, you have zero visibility into how physicians are managing or how your program is working.
But when relocation is administered through one central place—as it is with a tech-based relocation program—you’re collecting a wealth of information. Where each move stands. How much money you’ve spent. Where the hitches and holdups are. Even how the physicians rate their experience. All in real-time.
This comprehensive reporting allows hospitals to not only better manage their spending, but continually improve their relocation benefits—and therefore their recruiting.
In other words, it all works together.
These mistakes are common in the healthcare industry, but the answers are closer than you think. Feel free to read up on UrbanBound’s solutions for the healthcare industry.