Action
The Arthur/Marshall recruitment team immediately began by developing the foundations of a strategic plan to address the issues specific to this client. This plan of action began by meeting in person with clinic leaders as well as key community personnel and others. The team also brought in the influencers within the clinic’s statewide primary care association and colleagues.
“Arthur/Marshall spent a great deal of time learning about our community and opportunities to understand exactly what kind of physician would excel. They also made sure every strategic decision was in our best interest by keeping our budget in mind and saving our organization valuable time.”
The challenge of limited margins and emerging market demands for new services only added to the issues it faced and put the center in a difficult position to successfully recruit a quality physician. Further complicating the matter, the center’s public presence and limited recruiting experience required a professional and knowledgeable consulting partner.
Arthur/Marshall initiated several streams of advertising and procurement on behalf of the client. These efforts included a focus on the clinic brand and highlighted the long reach and influence the new physician would have in the community. This nationwide campaign was designed by the Arthur/Marshall advertising agency and immediately began to yield positive results.
“We tried recruiting for an OB/GYN on our own for a little over 2 years with limited results. Posting ads online, using newspapers and word of mouth through our clinic and our doctor’s reputations. Once we partnered with Arthur/Marshall, we received a candidate shortly after the profile visit.”
Together, using our proprietary 6 step method and tools, the Arthur/Marshall team methodically parsed candidates with matching motivations and located likely candidates for the job
Impact
Our joint examination of how the healthcare markets were changing, the opportunities that existed and how the center could capitalize on its advantages led our client to approve the strategic recruitment plan. A specific focus was placed on physician prospects who were either born, licensed or trained in the state due to geographic preference.
Arthur/Marshall initiates a robust screening program for any and all candidates considered for each search. This process begins with motivations, then proceeds to background and history, then focuses on goals and future. This process completes with a discussion of any malpractice or other background problems that may prevent successful credentialing.
Then, after reasonable certification of qualifications, the candidate is presented the client opportunity with a focus on community, facility and practice. Should mutual interest be identified, the interview process begins and eventually search completion occurs.
