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In our last blog entry, we discussed 2 of the ways to attract anesthesiologists and CRNAs to your permanent positions faster in our last article and will continue with 2 more in this one: Location and Practice Fit.

Location

Every location has its own appeal as well as candidates who would be willing to move under the right circumstances; however it is important to communicate those appealing characteristics in a way that will attract those candidates. Sometimes rural facilities have a more difficult task in attracting available candidates. In order to counteract this, you may draw attention to:

Desirable Material Facts about the Community

The more your recruiter knows about the amenities/advantages that your opportunity has to offer, the better equipped he/she will be to find an interested candidate.  Your recruiter can be your best ally in helping available candidates to know more about what your opportunity has to offer. 

If you leave it up to a posting on a job board, some candidates may never pick up the phone to call you to learn more based on location.  This is because candidates usually filter by location when looking for job anesthesiology opportunities online. A large number of the candidates we work with would rather talk to one person about several opportunities instead of one, so it gives us an chance to talk about other opportunities that they may not have called us about. There are many times when a candidate calls in to speak with one of our recruiters about a specific location, yet after speaking to them about their ideal practice fit, your location may be the more appealing choice after all. There is also a big difference initially from reading about an opportunity versus hearing about it.  Due to this fact, we proactively call candidates and potential candidates about their preferences before discussing locations. If your opportunity is in a rural community, perhaps your recruiter can share additional information about your area that would be appealing to a candidate who would ordinarily not respond to your offer based on an advertisement.

Practice fit

The size of the group makes a difference from one candidate to another. Some candidates want solo anesthesia practices, groups of 2-10, groups of 11-20, while others prefer much larger groups.  The shifts and call schedule that the candidate is expected work also makes a difference on the desirability of the opportunity. An opportunity with a low case volume, general cases and either low or no call will appeal to one audience, while a position with a high level of trauma, long shifts and lots of call available will appeal to another audience.

With this in mind, it is important to make sure your message is reaching the right audience. If your recruiter has taken detailed notes in the past about candidates who are looking for a certain type of practice fit that is a close match to your opportunity, he/she can assist you in locating and marketing to those candidates.

In the next segment, we will discuss the last 3 of our 7 Tips to attract permanent candidates to your opportunity:  Working Interview Provision, Consistency, and Responsiveness

About us:

Rollis Fontenot III is the Director of Anesthesia Placement at Alliance Recruiting Resources.  Alliance Recruiting Resources is a full service medical recruiting firm who specializes in "Bridging the gap between Healthcare Facilities, Medical Providers and Patients needing care." We staff with a specialty-focus for hundreds of hospitals throughout the country with locum tenens and permanent candidates.  Please email (anesthesia@alliancerr.com) or call us at 800-759-8203 for a free consultation, or visit our Alliance Website (http://www.alliancerr.com/) or our Blog (http://allianceanesthesia.wordpress.com/) for more helpful information.