If you’re looking toward this year’s new crop of medical school graduates to fill those ongoing searches, consider reviewing your recruiting tactics.
Position yourself as a source of knowledge
According to Doximity, 56 percent of final-year medical students receive no formal instruction regarding contract negotiation or compensation rates. This is a valuable opportunity for recruiters to guide graduates along the right path. By positioning yourself as a knowledgeable resource, you gain the trust of medical students who might feel a little lost at sea.
When you meet with students, ask about their career aspirations and try to find out where they might have blind spots regarding the transition from school to work. With this information, you’ll be able to provide valuable information and grow your network of candidates.
Play the part of a connector
Final-year medical students are likely interested in networking opportunities. As a recruiter, you know the people that students want to meet. Even if you can’t offer a particular contact an interview, don’t neglect them. Just as you can connect candidates with employers, candidates may be able to connect you to other potential talent. Remember, networking is a two-way street, and it works best when each party gets something they want.
Here’s an example. Let’s say you’re looking to recruit oncology residents. You’re approached by a cardiology candidate who wants to grow his professional network. If you connect him to another recruiter with open cardiologist searches, he may be able to recommend some oncology students for your own search. It’s a win-win for both sides.
Don’t be pushy
Medical students are some of the most stressed academics – from coursework to resident rounds, they’re constantly busy. From coursework to resident rounds, they’re constantly busy. Throwing a job search on top of all that stress isn’t exactly a recipe for relaxation. In fact, Medline cited a survey published in JAMA which found that 40 percent of medical students exhibit the symptoms of moderate or severe depression.
If a search is taking longer than anticipated, you might be tempted to intensify your recruiting tactics. This could have the opposite effect, however, and drive potential candidates away. Try to be considerate of students’ time and work within their schedules when possible.
Don’t neglect your digital recruiting strategy
When millennials look for work, they tend to turn to job boards first. Vonq reported on a Monsterboard survey which found that 65 percent of millennials use job boards as part of their search.
That said, where you post your open physician positions matters. Rather than using an all-purpose job board that’s cluttered with every industry imaginable, choose a specialized website where you know every viewer is a medical professional.
To reach your target audience faster, consider posting your next job on myHealthTalent.com today.