Presentation Transcript

1. NORTH COUNTRY HOSPITAL

   PHYSICIAN RECRUITMENT
2. Retained Search Contingency Search Advertising Job Posting on web sites CV mining Temp-to-Perm Mailings Resident rotations Job fairs Physician contacts Multi-tactic Approach
3. WHICH IS THE BEST SOURCE? RETAINED SEARCH (1) CONTINGENCY SEARCH (3) PHYSICIAN CONTACTS (1) EMPLOYEE REFERAL (2) TEMP TO PERM (1) RESIDENCY ROTATION (1) Bi-STATE REFERAL (1)
4. What We Offer Base Compensation – MGMA median Incentive Compensation – RVU based Loan Repayment guarantee for 6 years Relocation payment Comprehensive Benefit Package CME funding Updated facilities and equipment Hospitalist program
5. What Do Candidates Want? A job that matches their career interests Competent, collegial co-workers Reasonable call schedule A location that matches their lifestyle Job opportunities for their spouse Good schools for their children Loan repayment
6. What are the Challenges? Supply & Demand First year MD enrollment per 100,000 population has declined since 1980 U.S. census data shows a 33% population increase since 1980 to 303 million in 2007 The number of elderly will double by 2030 Outpatient Only Spouse career needs We have high standards (we have and continue to reject candidates)
7. How Do We Screen For Fit? It starts at the pre-screening stage We look for connections to VT or New England We are “positively” honest The site visits always include the spouse and often the family A social event that includes colleagues and families
8. OUR RECRUITMENT TEAM CEO – On-site interview team. Extends offer. Chief Medical Officer – On-site interview team. Designated physician from the practice or department. Pre-screen, on-site interview team, hosts social event Practice/Department physicians and key staff. On-site interview team, social event
9. OUR RECRUITMENT TEAM Director of Development – Conducts community tour Local real estate agents – Conducts real estate tour