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Wisconsin Office of Rural Health3 Recruitment Strategies For Rural Communities Get the WHOLE community involved Make the provider and his/her family feel wanted and valued! The job does not simply end when someone is hired…a new job begins
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Recruiting for Retention
Marsha SiikRandy Munson
Wisconsin Office of Rural Health
UW-Madison School of Medicine & Public
Healthwww.worh.org
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Rural Primary Care Provider Recruiting:
The Challenge Increases!
• Retiring ‘baby boomer’ providers• Fewer students entering primary care
• Providers desiring fewer work hours
• Lower M&M reimbursement; lower compensation
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Recruitment Strategies For Rural Communities
• Get the WHOLE community involved• Make the provider and his/her family feel wanted and valued!
• The job does not simply end when someone is hired…a new job begins
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• Seek long term candidates• Recruiting is expensive
– A year long process, longer for specialists
Retention is the goal
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Avoid revolving door syndrome
• Ideal long term candidates– Ties to local area (family, school, spouse)
– Training in the state or region– Desire local attributes
•In Wisconsin: Quality medicine, family towns, good schools, solid economies
•Close proximity to recreational land and water
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Necessary base for success
• Consensus of providers• Support of administration
• Business plan
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Sourcing• Advertising
– Target and budget • Methods
– Print– Web
•3RNet, PracticeLink– Direct mail– Networking
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The all important CV
• Screen, screen, screen!• Look for gaps in CV• Look for connections to local providers
• Warning flags– Multiple job changes– Not currently working– In a hurry
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Good on paper
• Wisconsin training, local ties, seeking rural
• Initial contact• Next conversation – provider level
• Invite to visit• Site visit coordination
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Full speed ahead!
• Candidates are moving targets– Speed is of the essence– Hundreds of recruiting firms are your competition
– Must be ready to act when a candidate shows interest•New playing field: email
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When candidates call - are you ready to
sell ? Profile ready: specifics on paper Discuss business and healthcare positives Discuss positives of community Know facts and figures (chamber sources) Arrange phone call with manager or provider
Phone call may result in invitation to visit
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The site visit
“If we can get them to visit we can sign
them!”
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The site visit• FedEx/Fax complete written itinerary to candidate in advance– Include travel arrangements and accommodations
– Utilize all time– Confirm meetings and dinners with key players
– Supply all contact information •Titles, phone numbers, email, mailing addresses
• Greet at airport• Conduct personal tour of community highlights
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• Consider family needs– School visits– Spouse professional interviews/contacts – Realtor tour of neighborhoods and homes
• Recruitment dinner•6-8 key players•Guests matched to candidate in interests, situation
• Budget controls / gift baskets
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Contract• Sample presented during interview
• References • Contract sent by overnight mail– Consider bonus for early decision
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Keep in touch!• Recruiter• CEO or manager• Providers, most crucial• Be creative!• Be responsive!
Dr. M., who grew up in Wisconsin, was being recruited by 7 clinics in 3 states. We signed him. Later he said our responsiveness made the difference, “You answered my questions promptly, while others kept me waiting.”
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Contract signed - celebrate!
• Take a brief moment to smile…• Then begin…
– Licensing and credentialing process
– Office space preparation– House hunting trip– Moving preparations
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Success - achieving a long term match
• 5 years later– Provider happily working hard– Family involved in school and community life
– Thousands of patients served
– Resulting in that crucial positive bottom line!
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Dentist Placement Program
Wisconsin Office of Rural HealthUW School of Medicine and Public
Health800-385-0005608-261-1887
Email: [email protected]
