‘Wine and Dine’ a Candidate in the Physician Recruitment Process: The Art of Creating a Memorable Experience
Show them you really care about them, make their interview experience fun, get everyone ready for all the site visit events and then you have a good chance of them accepting your offer!
In the competitive landscape of talent acquisition, the physician and APP recruitment process has evolved from a mere transactional interaction to a strategic and engaging experience. Employers now understand the importance of creating a positive and memorable impression on candidates to attract top talent. One effective approach is to “wine and dine” candidates, which goes beyond the traditional interview setting to showcase the organization’s culture, values, and commitment to employee well-being. Explore the art of ‘wining and dining’ a candidate in the recruitment process, and how it can help create a lasting impact on prospective employees.
- Personalization is Key
The first step in ‘wining and dining’ a candidate is to personalize the recruitment experience. Each candidate is unique, and tailoring the process to their specific preferences and interests demonstrates genuine care and consideration. Start by understanding the candidate’s career goals, motivations, and what they seek in an employer. Use this information to craft a personalized itinerary for their visit or virtual interactions.
For example, if a candidate is interested in work-life balance, arrange meetings with employees who can share their experiences on maintaining a healthy work-life balance within the organization. If the candidate has a passion for community engagement, organize a volunteer activity or introduce them to the organization’s corporate social responsibility initiatives. Personalization shows that the organization values the candidate as an individual, making them feel appreciated and valued.
In addition, let the candidate know what you see them accomplishing within your system. Tell how they will fit in, what they can accomplish and how this role will make a big impact.
- Showcasing the Company Culture
During the recruitment process, it is essential to highlight the company culture and work environment. Whether it’s photos from your last off-site hanging in reception, or a video of your employees taking part in a volunteering program, there are many ways to use the location of the interview to show your company culture to candidates. The candidate should get a genuine feel for what it is like to work within the organization. Offer opportunities for the candidate to interact with current employees at various levels and engage in casual conversations. Organize team lunches, virtual coffee chats, or informal meet-and-greet sessions to facilitate organic interactions.
Providing a transparent view of the company culture helps candidates assess whether they align with the organization’s values and work ethic. This not only helps in attracting the right fit for the organization but also ensures that the candidate has a clear understanding of what to expect if they join the team.
- Going Beyond the Usual Interview Setting
To create a lasting impression, consider going beyond the standard interview setting. While formal interviews are crucial for assessing a candidate’s skills and qualifications, incorporating additional activities can elevate the recruitment experience.
For instance, invite the candidate to participate in a team-building exercise, attend a company event, or take a tour of the workplace. Virtual reality tours or interactive presentations can also provide an immersive experience for remote candidates. Such activities allow candidates to experience the organization’s atmosphere and camaraderie, fostering a sense of belonging and excitement about potential future collaboration.
Hosting a dinner, happy hour and lunch can be another excellent way to show the candidate you care about them, and it helps them have a fun and memorable experience. If they can sense you and your team care about them, they are more likely to accept your position.
- Build a Genuine Relationship
Get to know them personally so that they can feel that you care for them! Thoughtful gestures during the recruitment process can leave a lasting impact on candidates. Send a personalized welcome package or a handwritten note expressing gratitude for their interest in the organization. Offer to connect the candidate with a mentor or a buddy within the company to provide further insights and support.
After the recruitment process, maintain communication with candidates, even if they are not selected for the position. Timely follow-ups and feedback demonstrate professionalism and respect for the candidate’s time and effort. Positive experiences, regardless of the outcome, can lead to word-of-mouth referrals and contribute to the organization’s reputation as an employer of choice.
DO’s:
- Send them an itinerary ahead of time of how they will spend their time. Let them know who will be meeting them and when – make sure they know the address to arrive
- Make sure all internal staff and physicians know exactly when and where to arrive for the interview events
- Make sure the position is clearly defined in terms of patient volume, hours, team size, bonuses, etc. If your position is vague, the more likely they will decline your offer, because they don’t know what they are accepting.
- Arrange time for them to talk to physicians that work for your organization. Pick physicians that are strong ambassadors for your group and give your candidate permission to ask the physician any question they want.
- Talk to the candidate about the vision and mission of the group. Candidates want to join a group with a bold vision and strong sense of purpose.
- Interview candidates and ask them a lot of questions about their background and experience. Don’t only sell your group, spend time vetting them too. If they sense you are desperate for candidates, by constantly selling them on your group, they are more likely to decline your offer. Make them sell themselves as well.
- Wait a day after the visit is over to offer the position. If you offer immediately, you may come off desperate. Give them 7-10 days to respond to your offer. 2 days to make a decision is too fast and candidates feel too much pressure.
- If the candidate is coming from out of town, schedule 2-3 hours with a reputable realtor to show them the neighborhoods. If they need detailed info on school districts, have them review that before the site visit.
‘Wining and dining’ a candidate in the recruitment process is about creating an authentic and engaging experience that leaves a lasting impression. By personalizing the process, showcasing the company culture, going beyond the usual interview setting, and offering thoughtful gestures and follow-up, organizations can set themselves apart as employers who genuinely care about their employees. This approach not only attracts top talent but also contributes to long-term employee satisfaction and retention. In a competitive job market, investing in a positive recruitment experience is a strategic move that can lead to lasting success for both the organization and its future employees.
From the desk of David Wolfe
Founder & CEO
NOW Healthcare Recruiting