Though this is an older post, Paul Hawkinson at The Fordyce Letter wrote an excellent explanation of why a top-notch recruiter is worth the cost. His blog post, Why Recruiters Are Worth What They Charge, explores the value that a recruiter adds to a job search – through expertise, networking, access to “hidden” job markets, neutrality, and negotiation skills. I second many of his opinions, and would like to underscore a few of the ideas presented in his post.
Clients sometimes question the need for a third-party recruiter, especially when there are in-house Human Resources experts. But a physician recruiter has access to job markets and information far beyond looking up jobs on Google and searching through job posting directories. The recruiter is in the job market every day, and is aware of many more opportunities and possibilities than a hiring manager.
Physician Recruiters are neutral parties that can assess the candidate and work opportunity with an outsider’s eye to make an impartial job match. He or she can coach the client on how to present the job in a way that most clearly indicates the skills and daily duties. The recruiter can help the client to accurately describe the culture, which will help the physician decide whether he or she can excel in that environment. An internal staffing expert might have more trouble looking at these factors critically.
One of the most valuable services a recruiter offers is facilitation. While the client keeps the practice running, the recruiter is screening and lining up the best candidates for the job. The client doesn’t have to spend valuable time weeding out inapporapirate CVs or taking an initial interview to learn that what sounded good on paper will not work for their practice. The physician is prepared for an interview so that he or she is ready to provide the most important information about skills and experience – eliminating the painful, rambling interview. And during negotiations, the recruiter knows the client and candidate’s bottom lines, so the parties don’t spend their time dancing around in the dark.
I believe that the cost of hiring a physician recruiter bears a great return – in time, peace of mind, and efficiency. These returns benefit both the physician and the practice, and add value to the hiring process.