Download - Streamlining the Recruitment Process
Streamlining the Recruitment
ProcessKent McMackin, Senior Vice President
Physician Services Cogent HMG
CrisisIs there a physician shortage in the
United States?Has your organization internalized
whether or not there is a physician shortage; if yes,
Has your organization created a physician recruitment program that is reflective of a physician shortage.
CrisisHave you internalized that there is
a physician shortage; if yes,Have you evaluated how this
shortage will affect your ability to be successful as a recruiter; if yes,
Have you made any changes to your processes to insure that they are reflective of a physician shortage?
CrisisNearly 1/3 (265,000) of all doctors
will retire in the next decade15 million patients will become
eligible for Medicare32 million younger Americans will
become newly insured.Reference: AAMC (2010)
Physician Shortage
YearPhysician Supply (all specialties)
Physician Demand (all specialties)
Physician Shortage (all specialties)
Physician Shortage (nonprimary care)
2010 709,700 723,400 13,700 4,700
2015 735,600 798,500 62,900 33,100
2020 759,800 851,300 91,500 46,100
Simplification Defined
Performance of steps comprising a work in a manner (in terms of effort, money, and time) and consistent with the objective of the work.
SimplificationOpportunity Profile
Process
Time
Automation of Systems
Opportunity ProfileSWOT Analysis for Physician
RecruitmentResidency and Fellowship ProgramsCommunityHospital/Physician OrganizationPracticeSite VisitRetention
Recruitment ProcessOpportunit
y Profile• Opportunity Profile (Justify and approve the need)
Sourcing• Sourcing
Screening• Screen Candidate
Interview• Interview
Site Visit• Site Visit
Contracting
• ContractCredentiali
ng• Credentialing
Enrollment• Enrollment
Onboarding
• Onboarding
Recruitment ProcessFlow chart the recruitment process
(this needs to include all of the people who are involved, from opportunity profile to Onboarding).
Remove non-value added steps in the process.
Remove departmental silos.Strive for an integrative process.
ReportingSigned
Site Visits
Referrals
Reporting
LostWithdra
wSigned
TimeTime management is concerned with behavior that require intentions to complete tasks within a given period or sequence, include valuations of the importance of the task (necessity), allow for using external aids to help reduce cognitive load or competing demands and require monitoring of time and its relation to task completion (Macan, 2010).
TimeTime is a competitive tool, a
commodity to be controlled.Time management intervention is
for situations where time management influences key job outcomes.
How do individuals perceive time; how does their culture and personality affect the use of time? (Nonis, 2005)
Time and ProcrastinationOrganizations and researchers are
studying how procrastination affects behavioral economics.
Procrastination is an irrational delay, where we put off a task despite being worse off (cognitive dissonance).
Cognitive Dissonance is considered an irrational delay. Even after we make a decision we delay taking action.
Time and ProcrastinationProcrastination causes people to put off tasks with long term rewards because they are impulsively distracted by short-term goals (Steel, 2010).
Time and EmailEmail and internet are the largest
external sources of personal information overload.
Performance of knowledge workers is hindered by their lack of control over information flow.
77% of workers check email regularly resulting in excessive interruptions that adversely affect productivity.
Time and Email51% of workers do not feel in
control of information flow.41% do not believe that
organizations offer assistance.Employees lives are characterized
by an accelerated pace that intensifies time pressure; email adds to this pressure.
Time ManagementTime management is defined as
types of behavior aimed at effective use of time, “undertaking goal directed activities.”
Organization’s role is to include time assessment, planning, and the monitoring of behavior.
Time management helps the employee gain the feeling of time control (Huang, 2010)
Automation of SystemsWhether a big or small
organization; the automation of the physician recruitment process is imperative.
If you don’t have a system develop one.
If you have an existing system; evaluate it to insure that it will make you competitive in the battle for physician talent.
Automation of SystemsThe goal of an automated system
is to be able to track the recruitment process from opportunity profile through to onboarding.
To implement an automated system it is important to identify critical success factors that will guide how the project is defined.
A critical success factor is completion of a significant event and involves time duration.
Automation of SystemsMinimization of risk: Any
implementation contains a number of associated risks at both the technical and business level. The key aim is to practically minimize and actively mitigate those risks in order to have a low risk project which will pan out according to plan in terms of timelines and budget. “What does that mean?”
Automation of SystemsBusiness Value and Performance
Measurement: The ultimate goal of a system initiative is to provide a solution capable of delivering the requisite business functionality to the end users. At the end of each stage it is important to be able to measure the success of each projected improvement.
Automation of SystemsExecutive involvement: One of the
key characteristics of a successful implementation is early executive sponsorship and on-going senior management involvement throughout the transformation.
Automation of SystemsCross Departmental Participation: A
project means sharing data which may be resisted initially by users. Organizations need to promote the project as an initiative that is important to each department’s success. “Remove silos.”
Automation of SystemsResources: A successful
implementation team will the include individuals with strong business knowledge in addition to technical skills. Without the correct team and an in depth solution knowledge, a project cannot be deployed. “Must have buy-in.”
ConclusionPhysician Shortage CrisisHave you internalized the physician
shortage and do your processes reflect this crisis.
Work SimplificationRecruitment Process: Use the
opportunity profile to identify your universe. Flow chart the process, remove silos, and create a team.
ConclusionFocus on why you are losing
physicians and why they withdraw as much as you celebrate the signing of a physician.
Time Management: competitive tool; cue significant events; get down to the individual level; be aware of procrastination; manage your email systems; and finally this is the organization’s responsibility; not the individuals.
ConclusionImperative to success. Correlate
the cost of system to the amount of money you lose by not filling a position.
Minimize risk; business value and performance; executive involvement; cross departmental participation; resources
QuestionsMany thanks to PracticeMatch and you for allowing me to be a part of venue in one of the most exciting industries in America.