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Journal of ASPR - Fall 2013
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Help candidates find you with detailed job posts that tell them what they want to know

What candidates really want to know

By Ken Allman, Founder, CEO, PracticeLink.com

Ken AllmanAt PracticeLink’s annual company retreat this summer, we were fortunate enough to host two panel discussions—one panel comprised of in-house physician recruiters, the other of physicians and advanced practitioners. During the discussions, the providers were clear: the more in-depth and well-written the job post, the more likely they are to respond to the opportunity. This goes to show that attracting interest in an opportunity begins with you, the recruiter! In fact, the more jobs you post—and the more details you share—the greater your responses will be.
The physician panelists highlighted two topics they’d like more details about in a job post: compensation and location.

Location
Location is, of course, the number-one criteria physicians use to look for a job; however, unless your facility is in the center of a big city, a candidate likely needs more than just the name of your town to identify its location. Provide the geographic context they need. Share with candidates, for example, that you’re "90 minutes outside St. Louis” or "in the foothills of the Rockies.” The more specific the information, the better!

Make it easy for candidates to search for your opportunities by location. Help them find you by ensuring your job post includes as much detail as possible about the facility’s location. Is it an urban location? Which neighborhood? What attractions are nearby? Is the job in a small to medium-sized community? What kinds of activities, lifestyle, or climate are available there?

Compensation
Physicians want an idea of an opportunity’s compensation, but they also know that it’s not often possible for an employer to put those figures in a job posting. Why not include a salary range in your post? Also consider mentioning benefits, loan repayment, call schedule, or other methods of provider compensation. The goal is to stand out from other opportunities and give the candidate a reason to respond with interest.

Five power questions to keep in mind
Job board expert, Peter Weddle, suggests that all candidates want to learn the answers to the following questions after reading a job post:

  1. What will I get to do?
  2. What will I get to learn?
  3. What will I get to accomplish?
  4. With whom will I get to work?
  5. How will I be recognized and rewarded?

If these five questions are answered in the posting, candidates will have the basic framework they need to decide whether or not to pursue the opportunity further. Visit http://www.PracticeLink.com/magazine/online-only/jaspr/ for five additional questions you should be prepared to answer.

Parting words of wisdom
The more details offered, the more candidates you’ll get. A single general job post summarizing the 20 jobs you have available will never provide the same level of interest and attention that 20 individual job posts will generate.

It’s more than just quantity—it’s the quality that matters too. An average job description will draw an average candidate and an average response rate. Putting extra effort into each posting is worth it, every time. Exceptional candidates respond to exceptional jobs.

One physician on the PracticeLink panel said it best: "We’re overachievers. The more (information), the better.”

Ken Allman is Founder and CEO of PracticeLink.com—The Career Advancement Resource for Physicians. For help with your job posts or more information about PracticeLink, please email ProTeam@PracticeLink.com, call (800) 776-8383 or visit PracticeLink.com/Employers.

PracticeLink

Journal of ASPR - Fall 2013

© 2016 Association of Staff Physician Recruiters. All rights reserved.
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