3 Ways to Develop Trust with Physician Recruiters

As Onora O’Neill, the House of Lords member and philosopher puts it, “we are responsible for developing ourselves as trustworthy individuals.” So, you might be thinking about what this has to do with a physician recruiter and other executive search firms. This is so because you must be trustworthy so that a physician recruiter can present you as a potential candidate to the clients. Most physicians question whether they have their familiar guard up or not while making a conversation with recruiters.

They are cautious about sharing anything, which may be perceived as negative. However, it could actually work against you when we talk about establishing trust. So, it is advisable, to be honest, but you need to be smart about it. Also, it does not guarantee that the post will be all yours. However, a physician recruiter will most likely remember your professional and honest manner. So, then they trust you a bit for putting your candidacy forward once again.

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Part 1. 3 Different Ways to Establish Trust with a Physician recruiter

So, there are some basic ways of establishing trust with a physician recruiter. Using these different ways, you can build a good relationship with physician recruiters. So, let’s begin with these three ways to establish trust without waiting anymore!

1. Crack No Punches

A candidate does not gain anything by withholding any information about their future expectations or their past. If you have not gotten along with previous supervisors, you have to explain why it happened. No one is going to be surprised by a personality clash. However, you should discuss what exactly did not work in that relationship. Basically, there are two main reasons for this. The physician recruiter understands the culture of their client and then, advises if they think you will sail the boat or plunge. Another reason for open discussions about the previous challenges could be the recruiter could best present you in front of their clients while they have all the relevant information. If they just have an idea that you suffered or struggled, recruiters could not start a meaningful talk about you. This kind of disadvantage could result in your non-consideration for any post.

Candidates also have to be prepared to discuss salary and other benefits needs. Physician recruiters have clear instructions from clients on how much they can willingly pay. Thus, they cannot mislead a candidate for any reason. Also, some recruiters will let you know about the potential to bargain if they have an idea about your bottom line. If you are not sure how much you should ask for, then check the average pay for physicians in your state as per your specialty.

2. Ask Questions

Physician recruiters know everything pertinent to the post, client organization, and hiring team. It even includes why the previous employer for that role is no longer available or why that person left. The recruiter knows what problems the company is presently facing and which work style will work the best.

Job seekers should not feel shy while asking relevant questions or other things that will help them in determining whether they would accept that offer or not. It does not mean that they should not put these questions to the employer because inside perspectives are valuable. If you are having discussions with a physician recruiter, then you might have already developed yourself as a potential candidate. Thus, you should rely on that recruiter to share their opinion and knowledge. Recruiters will even tell you where the company is exactly located and whether you and your family will be a fit or not as per the details shared with them.

3. Be Prepared to Resign Your Job

Nothing destroys your reputation with a search firm faster than window shopping. People who have advanced enough where a good offer comes their way should consider it seriously. You should decline the offer only if it does not meet your preferences – not because you intend to use it in the present organization as leverage.

Of course, you cannot do anything if your existing employer makes an outstanding and unexpected counter offer upon giving the notice. If you wish to accept that offer, it is your responsibility to tell the recruiter that you would have never been able to forecast that situation. By doing so, this at least could preserve some kind of trust that the physician recruiter has in you. It could even prove vital if you have to begin another job search in the future.

If you like to distinguish yourself as trustworthy, O’Neil defines that you should behave in a reliable, honest, and competent manner. So, job seekers need to approach their job search in this way. By following these rules, you will not only become better at making career decisions but will also develop strong relationships with a physician recruiter. These rules will make your search more promising and positive.

So, this was all about the diverse rules to develop trust with a recruiter. Now, if you are thinking of becoming a physician recruiter, stay tuned. Here, we are going to discuss how you can become a recruiter for physicians. Now, let’s begin without further ado.

Part 2: How to Become a Physician recruiter

In this section, you will learn how you can become a physician recruiter. Check out the education requirements and job description, and discover how you can start your career as a physician recruiter.

Overview of a Physician recruiter

A physician recruiter hires doctors for several healthcare organizations like private medical practices and hospitals. Physician recruiters might directly work for the healthcare organization or for staffing agencies, overseeing the screening, identification, processing, or interviewing of candidates. These recruiters could even work with hospital managers for developing strategies to retain and attract physicians.

A physician recruiter is an HR specialist, and as such, he/she works in full-time office settings. For recruiting doctors, physician recruiters also require to travel. Some recruiters even work on a contractual basis. The recruiters who are employed by medical facilities such as hospitals usually enjoy more job security as compared to the contracted ones.

Degree LevelBachelor’s degree
Degree FieldHuman resource management, public relations, business, or other related fields
ExperienceMore than two years of experience in the relevant field
Key SkillsInterpersonal and communication skills
Computer SkillsWell-versed with applicant tracking systems and internet recruiting tools
Expected Salary $55,371 annually (median yearly salary for physician recruiters)

Step 1: Get a Bachelor’s Degree

A physician recruiter can learn the basics of HR management by graduating with a bachelor’s degree in human resources. They can even take on courses in occupational health and safety, employment law, organization and public policy, and compensation policies. In this field, business programs could be useful too, which focus on economics and business administration along with ethics, social awareness, and communication. Some of these programs even provide the chance to specialize.

Most employers prefer candidates for the physician recruitment posts who have a one-year experience, at least, even for entry-level posts. Therefore, while you are an undergraduate candidate, it might be good to look for an internship at some medical facilities or undercurrent physician recruiters.

Step 2: Earn Experience

A graduate can look for entry-level recruiter positions for in-house HR departments or staffing agencies. In entry-level positions, recruiters might screen applicants and guide them during the interview procedure, place advertisements, and carry out background checks. After more than two years of physician recruiting experience, they might turn out to be viable candidates for physician recruiter posts.

Most of the jobs in this category are found by interacting with others in the field or via personal contacts. The range for contacts could be from acquaintances and close friends to experts in physician recruitment. You need to ask people if they have a clue about job openings and conduct informational interviews with persons who work as recruiting agents. So, these are two methods of networking in this field.

Step 3: Become Qualified

It is best to obtain certifications, which could lead to more work opportunities. This is definitely not a job requirement. The Society of HR Management features various HR certifications for individuals who have gained a bachelor’s degree in HR and passed a certification examination. These examinations cover various principles associated with human resources, such as workforce planning, employment law, and compensation.

Also, the National Association of Personnel Services provides certification to physician recruiters specifically. For this, candidates must have passed an examination for the post of Physician recruiter Consultant. These candidates are recommended to take the benefits of the study materials of the organization. The study materials cover all regulations and lawn affecting physician recruiting. Certifications from these organizations carry ongoing education requirements.

So, in short, to become a physician recruiter, you must have a bachelor’s degree in HR management or some other related field. Along with that, candidates need to have two or more years’ job experience in physician recruiting. Candidates who go for voluntary professional certifications could enjoy more work opportunities than others.

Now, you know what the different ways are there to establish trust with a physician recruiter. In addition to this, candidates who have graduated with a degree in HR management can enter physician recruiting. It’s not difficult to become a physician recruiter!