Providing a comprehensive picture of your community allows potential recruits to better envision their family's life outside the hospital or clinic, increasing your chances of securing their commitment.
Spousal/Partner Career Assistance
Another element to consider is the spouse or partner's career ambitions. Approximately 49% of married-couple families in 2022 were dual-earning. In order to address this need, your recruitment process should incorporate resources for spousal or partner career opportunities, as well. Some steps your organization can take to accommodate this support might include:
Proactively addressing the career needs of a physician's spouse or partner demonstrates a holistic understanding of the physician's family needs, setting your organization apart in the competitive landscape of healthcare recruitment.
Welcoming the Family
Once a physician has shown interest in your organization, involve their family in the decision-making process. Once you have understood a physician's family needs, promoted your community, and provided resources for spousal or partner career opportunities, the next vital step is to personally welcome the family—a welcoming environment plays a significant role in physician satisfaction, thereby affecting your recruitment efforts.
One impactful way to welcome the family is by offering personalized community tours. These tours could include visits to local recreational facilities, cultural landmarks, prospective neighborhoods, and more importantly, local schools. Given that parents prioritize the standard of education when considering a move, organizing tours of nearby schools can prove to be a significant advantage in the recruitment process.
In addition to schools, arranging meetings with key community members can also be valuable. This could include introducing them to potential neighbors, members of community organizations, or colleagues' families from your hospital or clinic. This helps to establish a social network, which 57% of adults find crucial for their overall well-being.
You might also consider arranging activities that cater to physicians' family interests during their visits. This level of personal care and attention can help a family envision themselves as part of your community, thereby playing a significant role in their decision-making process.
By making the family feel welcomed and valued, your organization can effectively communicate that it cares about the holistic well-being of its staff and families, which is a crucial aspect of recruiting top-tier talent.
Build a Family-Centric Culture
Fostering a culture that supports not only the physicians but also their families can serve as a powerful recruitment tool. Recruitment and retention of physicians is highly correlated with their satisfaction, including the satisfaction of their family. What are some ways you can build a family-centric culture?