planning for successful recruitment & recruiting for retention jennifer nesmith, mba sterling...
TRANSCRIPT
![Page 1: Planning for Successful Recruitment & Recruiting for Retention Jennifer NeSmith, MBA Sterling Health Solutions](https://reader030.vdocuments.site/reader030/viewer/2022032803/56649e2c5503460f94b1b6e6/html5/thumbnails/1.jpg)
Planning for Successful Planning for Successful Recruitment & Recruitment & Recruiting for RetentionRecruiting for Retention
Jennifer NeSmith, MBASterling Health Solutions
![Page 2: Planning for Successful Recruitment & Recruiting for Retention Jennifer NeSmith, MBA Sterling Health Solutions](https://reader030.vdocuments.site/reader030/viewer/2022032803/56649e2c5503460f94b1b6e6/html5/thumbnails/2.jpg)
Successful recruitment = hiring the right person for the job, not just a “warm body” that can do the job
Results of hiring the WRONG person for the job = poor morale, damaged reputation, high costs of turnover (advertising, staff recruiting time, interview travel & lodging, lost placement fees)
![Page 3: Planning for Successful Recruitment & Recruiting for Retention Jennifer NeSmith, MBA Sterling Health Solutions](https://reader030.vdocuments.site/reader030/viewer/2022032803/56649e2c5503460f94b1b6e6/html5/thumbnails/3.jpg)
Identifying Need to Ensure Identifying Need to Ensure SuccessSuccess
Organizational Goals & Objectives
Do existing providers perceive a need?◦Formal or informal survey
![Page 4: Planning for Successful Recruitment & Recruiting for Retention Jennifer NeSmith, MBA Sterling Health Solutions](https://reader030.vdocuments.site/reader030/viewer/2022032803/56649e2c5503460f94b1b6e6/html5/thumbnails/4.jpg)
Is there enough business for a new provider?◦Physician-to-population ratio◦Market Share
Primary & secondary service areas◦Changes in the Local Market
Age of providers Population changes Competitors Are employers growing or shrinking?
◦Patient Experience Wait times New patients
![Page 5: Planning for Successful Recruitment & Recruiting for Retention Jennifer NeSmith, MBA Sterling Health Solutions](https://reader030.vdocuments.site/reader030/viewer/2022032803/56649e2c5503460f94b1b6e6/html5/thumbnails/5.jpg)
Marketing Your Marketing Your CommunityCommunityGather tangible information about
your community◦Climate◦City / County size◦Geography◦Recreation facilities◦Educational opportunities for children ◦Distance to airports, malls & other
amenitiesCollege or professional sports facilities
◦Colleges or other higher education◦Culture / Lifestyle◦Community accolades
![Page 6: Planning for Successful Recruitment & Recruiting for Retention Jennifer NeSmith, MBA Sterling Health Solutions](https://reader030.vdocuments.site/reader030/viewer/2022032803/56649e2c5503460f94b1b6e6/html5/thumbnails/6.jpg)
Marketing Your Marketing Your Community Community Develop packets of information to
send to potential candidates, take to job fairs, etc◦Community information in a nice format◦Travel brochures from Kentucky
Tourism◦Local newspaper◦Draft contract (no figures)◦Information about the organization and
other practice locations of potential provider
◦Contact business card◦DVD?
![Page 7: Planning for Successful Recruitment & Recruiting for Retention Jennifer NeSmith, MBA Sterling Health Solutions](https://reader030.vdocuments.site/reader030/viewer/2022032803/56649e2c5503460f94b1b6e6/html5/thumbnails/7.jpg)
Know Your OpportunityKnow Your OpportunityWhat is the job?
◦Job description (includes duties, call schedule, clinic, expected hours)
◦Evaluation (measures of success)◦Reporting structure
Who are you looking for?◦Education, experience, certifications,
availability, etc.
![Page 8: Planning for Successful Recruitment & Recruiting for Retention Jennifer NeSmith, MBA Sterling Health Solutions](https://reader030.vdocuments.site/reader030/viewer/2022032803/56649e2c5503460f94b1b6e6/html5/thumbnails/8.jpg)
Know Your Opportunity, Know Your Opportunity, cont.cont.Where will they work?
◦Information on clinic, hospital (size, number of rooms, EMR, in-house services, equipment, etc.)
Availability of referral specialties & services
What is the payor mix?
Who is on the team? ◦Providers, support staff, management
Specialty, interests, age, experience
![Page 9: Planning for Successful Recruitment & Recruiting for Retention Jennifer NeSmith, MBA Sterling Health Solutions](https://reader030.vdocuments.site/reader030/viewer/2022032803/56649e2c5503460f94b1b6e6/html5/thumbnails/9.jpg)
Know that Your Opportunity Know that Your Opportunity Isn’t for EveryoneIsn’t for EveryoneWhat are your “deal breaker” non-
negotiables?Discuss at the initial phone interview
◦Location / community size & amenities◦Expected income range◦Call schedule
Know the “negatives” of your opportunity and provide viable solutions if they exist◦Hospitalist service◦Telemedicine◦Preceptorship opportunities
![Page 10: Planning for Successful Recruitment & Recruiting for Retention Jennifer NeSmith, MBA Sterling Health Solutions](https://reader030.vdocuments.site/reader030/viewer/2022032803/56649e2c5503460f94b1b6e6/html5/thumbnails/10.jpg)
Establish a Formal ProcessEstablish a Formal ProcessWho makes ultimate decision of whether or
not an offer is made?Who will have input on whether or not an offer
is made? How will that input be received?What is the budget and who is responsible?Who will negotiate with candidates?Will you require drug tests or background
checks?Who will be responsible for working with
candidates?◦ Sourcing◦ Tracking◦ Inviting for site visit◦ Preparing & conducting site visits◦ Maintaining regular contact◦ Continuous evaluation & improvement of process
![Page 11: Planning for Successful Recruitment & Recruiting for Retention Jennifer NeSmith, MBA Sterling Health Solutions](https://reader030.vdocuments.site/reader030/viewer/2022032803/56649e2c5503460f94b1b6e6/html5/thumbnails/11.jpg)
Important Contract Important Contract Provisions for the CandidateProvisions for the Candidate
Length of agreementAuto-renewal provisionsRestrictive covenantsMalpractice insuranceDeath vs. termination Termination with cause vs.
without cause
![Page 12: Planning for Successful Recruitment & Recruiting for Retention Jennifer NeSmith, MBA Sterling Health Solutions](https://reader030.vdocuments.site/reader030/viewer/2022032803/56649e2c5503460f94b1b6e6/html5/thumbnails/12.jpg)
More Contract ProvisionsMore Contract ProvisionsPartnership or buy-in
Compensation◦Salary◦Salary + incentives
Billed charges, revenue, quality, number of patients
◦100% productivity◦RVU
![Page 13: Planning for Successful Recruitment & Recruiting for Retention Jennifer NeSmith, MBA Sterling Health Solutions](https://reader030.vdocuments.site/reader030/viewer/2022032803/56649e2c5503460f94b1b6e6/html5/thumbnails/13.jpg)
More Contract ProvisionsMore Contract ProvisionsBenefits
◦Signing bonus?◦Loan repayment?◦Sick◦Relocation◦Vacation◦CME $ and time ◦Retirement◦Insurances
Health, dental, vision, life, disability
![Page 14: Planning for Successful Recruitment & Recruiting for Retention Jennifer NeSmith, MBA Sterling Health Solutions](https://reader030.vdocuments.site/reader030/viewer/2022032803/56649e2c5503460f94b1b6e6/html5/thumbnails/14.jpg)
Is Your Opportunity Is Your Opportunity Competitive?Competitive?
Recent compensation & benefit surveys◦Google search◦MGMA◦ASPR
![Page 15: Planning for Successful Recruitment & Recruiting for Retention Jennifer NeSmith, MBA Sterling Health Solutions](https://reader030.vdocuments.site/reader030/viewer/2022032803/56649e2c5503460f94b1b6e6/html5/thumbnails/15.jpg)
Activities Before, During, & After the Site Visit
NOW YOU ARE READY TO WORK!
![Page 16: Planning for Successful Recruitment & Recruiting for Retention Jennifer NeSmith, MBA Sterling Health Solutions](https://reader030.vdocuments.site/reader030/viewer/2022032803/56649e2c5503460f94b1b6e6/html5/thumbnails/16.jpg)
Prior to Site VisitPrior to Site VisitSourcing Candidates
◦Databases◦Mailing lists◦ Internet job postings◦Social networking◦Colleges / Programs◦Journals◦ In-house◦State medical associations◦Professional societies◦Firms
![Page 17: Planning for Successful Recruitment & Recruiting for Retention Jennifer NeSmith, MBA Sterling Health Solutions](https://reader030.vdocuments.site/reader030/viewer/2022032803/56649e2c5503460f94b1b6e6/html5/thumbnails/17.jpg)
Screening Screening Google!
Review CV ◦Meet job requirements?◦Gaps in time frames?◦Know anyone where they used to
work?◦Website of current employer, town,
etc.◦Licensure board
![Page 18: Planning for Successful Recruitment & Recruiting for Retention Jennifer NeSmith, MBA Sterling Health Solutions](https://reader030.vdocuments.site/reader030/viewer/2022032803/56649e2c5503460f94b1b6e6/html5/thumbnails/18.jpg)
Phone InterviewPhone InterviewFrom job requirements & “non-
negotiables”, establish a list of questions & topics to guide discussion◦Same for all candidates◦Ask what they are looking for in a
new position◦Tell why position is open◦Ask if they have any questions◦If things are going well, ask for
available dates for interview◦Remember what you CANNOT ask!
![Page 19: Planning for Successful Recruitment & Recruiting for Retention Jennifer NeSmith, MBA Sterling Health Solutions](https://reader030.vdocuments.site/reader030/viewer/2022032803/56649e2c5503460f94b1b6e6/html5/thumbnails/19.jpg)
If invited for interview, If invited for interview, then…then…Send recruitment packet to candidate
Schedule travel & lodging
Prepare itinerary◦Tour locations of practice◦Meet staff informally◦Meet with negotiator◦Meet with credentialing / insurance person◦Meet with peer providers formally off-site◦Community tour
![Page 20: Planning for Successful Recruitment & Recruiting for Retention Jennifer NeSmith, MBA Sterling Health Solutions](https://reader030.vdocuments.site/reader030/viewer/2022032803/56649e2c5503460f94b1b6e6/html5/thumbnails/20.jpg)
Train Your Providers to Train Your Providers to InterviewInterviewKnow what they cannot ask!
Arrive on time
Pre-read CV & other information provided
Smile & make eye contact
Don’t drink or smoke
![Page 21: Planning for Successful Recruitment & Recruiting for Retention Jennifer NeSmith, MBA Sterling Health Solutions](https://reader030.vdocuments.site/reader030/viewer/2022032803/56649e2c5503460f94b1b6e6/html5/thumbnails/21.jpg)
Provider Interview Training, Provider Interview Training, cont.cont.What is their role?
◦To evaluate the candidate’s knowledge, skills, leadership, aptitude, judgment, problem solving, work ethic and intangibles like whether or not they would add value to the group
◦Look for an Event, Action, and Result from each open-ended question
◦Ask behavioral questions If a patient ____, how would you handle it?
◦Ask about past performances Have you ever had a patient ____? If so, what
did you do?
![Page 22: Planning for Successful Recruitment & Recruiting for Retention Jennifer NeSmith, MBA Sterling Health Solutions](https://reader030.vdocuments.site/reader030/viewer/2022032803/56649e2c5503460f94b1b6e6/html5/thumbnails/22.jpg)
Provider Interview Training, Provider Interview Training, cont.cont.Close with
◦Asking the candidate if they have any questions
◦Thank them for visiting
Do NOT state or imply that they will see candidate again or position offered
Recommend hiring or not & why
![Page 23: Planning for Successful Recruitment & Recruiting for Retention Jennifer NeSmith, MBA Sterling Health Solutions](https://reader030.vdocuments.site/reader030/viewer/2022032803/56649e2c5503460f94b1b6e6/html5/thumbnails/23.jpg)
During the Site VisitDuring the Site Visit
Provide a welcome letter or note with more information (community map, newspaper, itinerary) with flowers, candy or other gesture at hotel upon check-in
![Page 24: Planning for Successful Recruitment & Recruiting for Retention Jennifer NeSmith, MBA Sterling Health Solutions](https://reader030.vdocuments.site/reader030/viewer/2022032803/56649e2c5503460f94b1b6e6/html5/thumbnails/24.jpg)
During the Site VisitDuring the Site VisitCoordinator should:
◦Offer to pick up at airport◦Offer to pick up at hotel for day’s
activities or provide clear meeting directions
◦Stay with during the day in order to: Listen and look for reactions Evaluate chemistry between candidate
and those he/she meets Ensure timeline is followed & handle
unexpected glitches
![Page 25: Planning for Successful Recruitment & Recruiting for Retention Jennifer NeSmith, MBA Sterling Health Solutions](https://reader030.vdocuments.site/reader030/viewer/2022032803/56649e2c5503460f94b1b6e6/html5/thumbnails/25.jpg)
After the Site VisitAfter the Site VisitGet some kind of communication
out the candidate within a week◦Could be a letter of intent◦Could be a thank you, the next step is…◦Could be continuing to evaluate
candidates but will keep CV on fileIf offer to be made, provide a letter
of intent with a response deadlineRespond quickly to concerns or
questionsKeep up recruitment efforts until
formal agreement signed!!
![Page 26: Planning for Successful Recruitment & Recruiting for Retention Jennifer NeSmith, MBA Sterling Health Solutions](https://reader030.vdocuments.site/reader030/viewer/2022032803/56649e2c5503460f94b1b6e6/html5/thumbnails/26.jpg)
Post-HirePost-HireCommunicate openly & regularlyBegin credentialing process ASAP!!
◦Licensure◦Payors◦Hospital◦Clinic◦Malpractice
Assist with visits for house hunting, banking, spousal job interviews, child school enrollment, etc.
![Page 27: Planning for Successful Recruitment & Recruiting for Retention Jennifer NeSmith, MBA Sterling Health Solutions](https://reader030.vdocuments.site/reader030/viewer/2022032803/56649e2c5503460f94b1b6e6/html5/thumbnails/27.jpg)
Provide Practice Provide Practice OrientationOrientationShould include applicable hospital &
clinic tours & meetings◦Medical records◦Information systems◦Case management◦Quality◦Medical library◦Pharmacy◦Nurse administration◦Medical staff office◦Emergency department
![Page 28: Planning for Successful Recruitment & Recruiting for Retention Jennifer NeSmith, MBA Sterling Health Solutions](https://reader030.vdocuments.site/reader030/viewer/2022032803/56649e2c5503460f94b1b6e6/html5/thumbnails/28.jpg)
Provide Community Provide Community OrientationOrientationHelp the family meet people of
similar interests, hobbies, etc.◦Sports◦Art◦Education◦Clubs
![Page 29: Planning for Successful Recruitment & Recruiting for Retention Jennifer NeSmith, MBA Sterling Health Solutions](https://reader030.vdocuments.site/reader030/viewer/2022032803/56649e2c5503460f94b1b6e6/html5/thumbnails/29.jpg)
Retention from BeginningRetention from BeginningMarket the new provider
◦Community reception◦Medical society reception◦Newspaper or radio ads or features◦Volunteer or speaking opportunities
Clubs Health department Schools
Meet with the new provider monthly for 6 months, then quarterly for first 2 years
Celebrate Doctor’s day in a special way
![Page 30: Planning for Successful Recruitment & Recruiting for Retention Jennifer NeSmith, MBA Sterling Health Solutions](https://reader030.vdocuments.site/reader030/viewer/2022032803/56649e2c5503460f94b1b6e6/html5/thumbnails/30.jpg)
BSW & LCSWBSW & LCSWSourcing
◦ Exhibit at meetings, lists from boards, professional societies, schools
Compensation
Benefits
Remember – Credentialing!◦ Payors◦ Clinic◦ Hospital
![Page 31: Planning for Successful Recruitment & Recruiting for Retention Jennifer NeSmith, MBA Sterling Health Solutions](https://reader030.vdocuments.site/reader030/viewer/2022032803/56649e2c5503460f94b1b6e6/html5/thumbnails/31.jpg)
DentistsDentistsSourcing
◦ Exhibit at meetings, lists from boards, professional societies, schools
Compensation
Benefits
Remember – Credentialing!◦ Payors◦ Clinic◦ Hospital
![Page 32: Planning for Successful Recruitment & Recruiting for Retention Jennifer NeSmith, MBA Sterling Health Solutions](https://reader030.vdocuments.site/reader030/viewer/2022032803/56649e2c5503460f94b1b6e6/html5/thumbnails/32.jpg)
PharmacistsPharmacistsSourcing
◦ Exhibit at meetings, lists from boards, professional societies, schools
Compensation
Benefits
Remember – Credentialing!◦ Payors◦ Clinic◦ Hospital
![Page 33: Planning for Successful Recruitment & Recruiting for Retention Jennifer NeSmith, MBA Sterling Health Solutions](https://reader030.vdocuments.site/reader030/viewer/2022032803/56649e2c5503460f94b1b6e6/html5/thumbnails/33.jpg)
Locum TenensLocum Tenens
Sources◦Firms◦Residency programs
Credentialing
Daily or hourly rate + housing & transportation