It’s like riding that perfect wave. You have a great psychiatrist lined up to fill the
open position. She’s sailed through the interviewing process. Her
recommendations are stellar. Her licensing and accreditations check out. And
you’re convinced the credentialing process will be smooth sailing. Then, it’s as
though the tide goes out and never comes back in. Your calls go to her
voicemail. You emails remain unanswered. She’s in the wind. And you have to
start all over again with your next-best choice. You’ve just experienced
“ghosting.”
You can get ghosted at any point in the interview, internal review, or contract
negotiation process. The reason? Simple supply and demand. Thanks to low
unemployment rates and the increased access to mental health care provided by
the Affordable Care Act, psychiatrists in the hunt for a new job are in the driver’s
seat. Here are three strategies that you can implement in order to keep the
ghosts at bay.
1. Treat Candidates Like VIPs
Because the power differential in hiring has shifted, it’s time to borrow a chapter
from the hospitality industry. When reaching out to a candidate, make sure to do
your homework. Eavesdrop on their social media to get a sense of their interests.
Research the opportunities or features available at their previous employer or
assignment with and consider how your facility can offer more. When it’s time to
invite them for a site visit, ensure that they connect with the right people, that
their lodging and dietary preferences are accommodated, and that an appealing
(to them) leisure activity is included. As the saying goes, you never get a second
chance to make a first impression. When your facility shines, you’re much less
likely to experience ghosting.
2. Make Your First Offer Your Best Offer
With today’s intense competition for talented psychiatrists, doctors have the
negotiating power. If you want to remain in consideration, determine what the
psychiatrist is looking for in terms of compensation and benefits, and then
present your best offer. While you may not have leeway in the compensation
model used by your facility, you may be able to offer an attractive benefits
package. Get creative. Consider a signing bonus, a relocation allowance, and, if
applicable, even a student loan repayment [INTERNAL LINK TO PREVIOUS
POST] incentive.
Along with the proposed contract, make the argument for why your practice type
is the right fit for the psychiatrist. Enumerate the advantages of your location in
terms of the psychiatrist’s priorities, such as the school system, the cost of living,
or the availability of leisure activities. By understanding what makes the
psychiatrist tick, you can position your offer so that it sets a hook that ensures
your calls will be returned.
3. Think Outside of the Box
If your facility’s circumstances are such that it’s hard to attract top talent or,
despite your best efforts, ghosting has become your reality, it might be time to
think outside of the box. For example, instead of aiming for an employed
psychiatrist, consider temporarily filling the empty position with a locum tenens
psychiatrist. This can give you the breathing room you need to find the right fit. In
a different vein, it may be possible to provide flexible coverage through
telepsychiatry. Telepsychiatry attracts qualified psychiatrists who prefer to work
part-time, to moonlight, or to take time in considering their next career move.
Finally, ghosting can be prevented by relying on a recruiting and staffing agency,
which can leverage its pool of candidates to find a great fit. Outside recruiters
have access to vetted candidates who are actively seeking positions like those
you have to offer.
Ghosting wastes valuable time, energy, and money. Recognizing the phenomena
and taking active measures to counteract it will streamline the hiring process and
position your facility to attract qualified psychiatrists.
If you’re a human resources manager searching for a psychiatrist for your facility,
PsychWorx can help. Our clinicians-turned-recruiters attract the best and
brightest, and have candidates that fit your needs. Call 202-380-9606 to get
started.