Do you know what motivates people? For centuries, businesses have been operating as though money is a top motivator. But Daniel Pink, author of “Drive: The Surprising Truth About What Motivates Us,” begs to differ. In his book, and in this incredibly engaging video, Pink discusses what truly motivates us. To motivate someone to do simple mechanical tasks, money does work. However, to motivate a person to do work that requires “even rudimentary cognitive skill,” it’s a different story. Pink explains that once a person is paid enough so they don’t have to worry about money (i.e., paid enough to make a living, pay their bills), the science shows the top three motivators to be:
- autonomy, or independence and freedom
- mastery, or the urge to get better at something
In order to engage employees, then, businesses need to cater to these top three motivators. Engaged employees, of course, means a higher level of productivity, lower turnover rates, and better customer service.
But what does all this have to do with in-house physician recruiters? (more…)
Picture this scenario:
An in-house physician recruiter dials the phone in an attempt to reach a physician who is likely to be interested in her organization’s open family practice opportunity. The phone rings three times, then goes to voicemail. The recruiter leaves a detailed message about the position and the facility and asks that the physician call him back at her earliest convenience.
A few days go by, and the recruiter, not having heard from the physician, calls her again. Again, the phone goes to voicemail and the recruiter leaves another message.
Two more days pass, and the recruiter becomes frustrated.
In a last ditch effort, he dials the physician’s phone number. The physician answers but quickly indicates she is busy and can’t talk. She asks the recruiter to send her an email with the information, and she’ll get back to her.
The recruiter senses that he’s being blown off and doesn’t bother sending the email. He moves on to more promising candidates.
What went wrong here? Was the physician not interested in the opportunity? Was she really blowing off the recruiter’s attempts at connecting? Was the recruiter just not persistent enough? On the contrary, the answer, all too often, is a difference in communication styles and preferences.
Right after “gaining knowledge from the educational sessions and networking,” attendees of the annual PracticeMatch Recruiters’ Conference consistently list “getting to know the PracticeMatch staff” as one of the top benefits of attending.
Those of you who attended the 2012 conference in Miami probably recognize Melissa Underbrink. Melissa is our newest executive here at PracticeMatch, and we want to take a few minutes to introduce her to those of our readers who were not able to meet her face-to-face in Miami. (more…)
Learning from and networking with peers is beneficial for all in-house physician recruiters. And, for those who recruit for organizations in rural areas of the country, it’s absolutely critical. When recruiters network with each other, whether at a conference, via telephone, or through social media, magic happens. Each leaves the conversation with more insight than before, with examples of what is working for other recruiters, and with ideas for their own recruiting departments. (more…)
Social media continues to be a hot topic in many industries, including that of in-house physician recruitment. The benefits that in-house physician recruiters can receive by using social media sites to support their efforts are endless, but so many recruiters are still skeptical or unsure of its effectiveness.
There are a great number of tutorials and conference learning sessions devoted to teaching recruiting professionals why and how to utilize the various social media tools available to them. The PracticeMatch conference will offer a really great session by Steve Jacobs from Kaweah Delta District Hospital. While attending these sessions and learning from experts is critically important and incredibly beneficial, at some point recruiters must simply sit down at a computer and test the waters. Luckily, there’s a very easy tool to start with; it allows recruiters to dip their toes in before deciding to take the social media dive: LinkedIn. (more…)
With the looming physician shortage, it’s becoming more difficult for in-house physician recruiters to find candidates and fill positions, and it’s becoming more important to adapt recruiting strategies to match candidate needs and preferences. A big portion of this comes in the form of generational recruiting, or tweaking your recruiting strategy depending on the age range of the physician candidates. In this post, you will learn some ways to more effectively reach out and appeal to millennial physicians–those born between around 1980 and 1999. (more…)
Each new year brings with it new hopes and goals—both personal and professional. These changes can be daunting for in-house physician recruiters, who are oftentimes already struggling with massive workloads.
Thankfully, Recruiter.com recently released its “Recruiter To-Do List for 2012,” a comprehensive—but not overwhelming—list of tasks recruiters should focus on this year. While the list isn’t meant specifically for in-house physician recruiters, many, if not all, of the items can be applied to our industry. (more…)