Physician Recruitment Process

1 Understand the recruitment and selection processes in health and social care or children and young people’s settings

In the fall of 2001, Stephanie Chappell Disbrow took her talent acquisition/recruitment knowledge into the medical field when she was brought on board with Sterling Healthcare. As a Client Service Representative Supervisor, she was responsible for a small staff of lower level recruiters. Through her time here,

Recruitment: It is the process of identifying and attempting to attract candidate who are capable of filling job vacancies appropriately (Kathryn M. Bartol and David C. Martin, 1988)

Our recruitment is robust but is constantly changing to ensure potential new staff are people that is right to be in healthcare, someone can fail at any time of the recruitment process. Our recruitment process includes:

The recruitment and selection process have different stage that all have to be to follow, to select the right candidates for the job vacancies.

The approach employed includes surveys and observations from other healthcare settings. Several healthcare institutions have outlined characteristics of successful recruitment and retention programs. Some of these program strategies are: sustained leadership commitment culture centered on employees and patients with other organizations to address workforce strategies, partnerships broaden the base to attract a

The objective is to address the needs and the concerns of the organization to develop an effective method to recruiting. This method must be beneficial economically, as well as, productive in recruiting the best possible talent needed. A strategy must be developed along with a guide that will be shared by all locations and at all levels. In creating this method, different forms of recruiting will be employed to ensure that the target audience is reached effectively.

In addition to the challenges of the primary care physician shortage, the shortage will also have a great impact on health care organizations from a business perspective. The shortage will have a great effect because physicians are revenue makers for healthcare organizations. The care primary care physicians provide translates into billable services that make up the organization’s income. It is reported that the average physician generates approximately $1.4 million in income for a healthcare organization (Amirault, 2014). Therefore, organizations operating with less primary care physicians could experience significant revenue loss. For example, if a health care organization is short a single primary care physician it could mean longer appointment waiting times for patients. This could result in patients choosing a different organization for their medical care and the health care organization will lose money. The organization will be affected in other ways as well because fewer primary care physicians mean lower patient satisfaction and quality of care. From a business perspective, the shortage of primary care physicians will

Moreover, the physician liaison would be responsible for regular and steady communication with providers concerning how our hospital can assist their practice. The liaison will also entice referring physicians that are rank high with communication appointments over a meal paid for by the hospital. Finally, the liaison will arrange thoughtful and appropriate gifts for referring physicians during specific and fitting times of the year.

package to attract physicians, and then offer partnership or ownership equity as an additional incentive for loyal, productive service. Furthermore, many managed care organizations and other institutions offer clinical opportunities and growth in such areas as utilization management, total quality management, disease management, and population health programs. Teaching and research institutions are offer wide-ranging and often unique opportunities that let physicians expand their professional limits. And lastly, medical staff for federal, state, county, and city agencies, are all some of the major financial and motivational force for physicians.

According to Wright et al (2011) recruitment and selection are part of the human resource practices common within organizations in an effort to develop human capital, which is necessary for better production. Numerous scholars have discussed the issue in different contexts. Pramila (2010) discussed the issue of recruitment and selection in an Indian- based company. The article presents effective recruitment practices, which are valuable for organizations. Among the identified practices include internal recruitment, interviews, personality tests, employer references, succession planning, and newspaper recruitment. According to Najafi (2011) the most important aim is to achieve an improvement in their recruitment and selection. With information provided in this article, the researcher is able to advance a thorough understanding of the different issues on improving recruitment and selection processes within organizations.

Physician queries need to be initiated in writing using a standard form that represents the type of clinical information being requested. According to Becker's Healthcare (2011), the documentation of queries needs to follow a standard format that includes all the relevant information. In this case, the somewhere hospital physician query was not completed following the required standards. The format, the grammar the design and the process described were not in line with the standards of a physician query.

In "Orientation" throughout the speaker's spiel, there is a level of detachment, which is a result of how much time the speaker has spent with the company. The way the speaker

The potential shortage of physicians in the future is an aspect of medicine that causes me the most concern. In present day, many individuals are unable to see physicians due to lack of insurance or other problems. It worries me that in the future, even if we were to progress so that everyone would be able to have access to proper medical care, there may not be enough physicians to provide this care. There are projections that by 2025, the demand for physicians may exceed the supply by well over 40,000. I believe that it is important for the country to start now in finding new ways to try and decrease this gap as much as possible. While it may be impossible to completely eradicate the shortage, we can definitely find new ways to improve the

The adoption of the above recruitment and selection steps by health care organizations will help in enhancing the productivity of their employees therefore will help in sustainable development and growth of health care industry (Nickson, 2013).