Coors Physician Recruiting
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Identifying the right leaders to build a cohesive senior team begins with defining and recruiting the right people. Coors works with clients in all facets of this process, and our proven search process combines a consultative approach with personalized service.
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Coors Physician Recruiting
- 2. STRATEGIC PHYSICIAN SOLUTIONS™ A customized, comprehensive approach that delivers strategic solutions to communities, physicians, hospitals & health systems. Coors Healthcare Solutions © 2013
- 3. Organizational Strategy Needs Assessment / Gap Analysis Physician Strategy Physician Alignment Contracts, Compensation & Implementation Physician Recruitment Physician Integration Strategic Physician Solutions™ Coors Healthcare Solutions © 2013
- 4. Physician Recruitment Program Objectives • In addition to recruiting top-talent physicians for the long-term success of your organization, Coors’ Strategic Physician Solutions™ will also: – Identify the critical components of a successful employed physician strategy. – Develop an approach based on “best practices” for each component. – Establish criteria for determining your hospital’s definition of a successful employed physician strategy. Coors Healthcare Solutions © 2013
- 5. Physician Recruitment Solutions Retained Physician Search Specialized Focus & Knowledge Of Healthcare Industry Nationwide Network Of Top Talent Refined Candidate Sourcing Strategy & Proven Screening Methodology Expertise In National Trends Coors Healthcare Solutions © 2013
- 6. • Stage One: Preparation & Research – Onsite Assessment and information gathering to build Position Specification – Initial network research for passive candidates & recruitment marketing strategy implementation • StageTwo: Search Operations & Candidate Screening – Nationwide sourcing of top physician candidates through multiple channels – Screening & thorough qualification of all physician candidates • StageThree: Evaluation & Selection of Talent – Recruiter interviews of candidates & spouses to assess experience,motivation, style, family needs and overall fit with position – Organization of client interviews of top candidates • Stage Four: Satisfaction Guaranteed – Transition & on-boarding assistance of successful candidate to ensure long-term stability Search ProcessTimeline Coors Healthcare Solutions © 2013
- 7. Proven Physician Recruitment Process • We begin by developing a thorough understanding of our Client’s mission, values, culture and current leadership team and key physician leaders as well as the community setting • Candidates are evaluated using evidenced based criteria and matched to our Client’s goals to determine fit – Candidate Profile – develops accountability with the candidate – Thorough behavioral based interviewing process Coors Healthcare Solutions © 2013
- 8. • Assessment of organizational strategy, culture and existing physician strategy • Assessment of existing recruitment practices • Define recruitment compensation package • Develop recruitment strategy based on best practices – Identify targets, goals & objectives for 12 and 24 months – Outline recruitment process – Identify members of physician search committee – Establish search timeline & create urgency – Measure & track outcomes • On-boarding & retention strategies Physician Recruitment Onsite Assessment Coors Healthcare Solutions © 2013
- 9. • Top Considerations For Doctors – Alignment of model options – Health system motivations – Referral sources – Financial – Governance, term and exit strategy – Healthcare reform Physician Recruitment Best Practices: KnowYour Physicians Coors Healthcare Solutions © 2013
- 10. Physician Recruitment Best Practices: Compensation • A well designed physician compensation strategy establishes the principles for how the physician practices will operate in advance • Benefits to the organization: – Lets the physician know right from the start what “the deal” is. – Enforces consistency and fairness. – Saves the organization from spending a lot of energy on negotiating. – Gets the relationship between the physician and employer started on a positive note. – Ensures that the organization doesn’t get pressured into unrealistic deals that aren’t sustainable. – Defines the flexibility that is allowable, improving physician satisfaction and retention. – Simplifies contracting and contract renewals. – Allows the organization to modify incentives, update goals and objectives, and align desired outcomes with rewards. Coors Healthcare Solutions © 2013
- 11. Physician Recruitment Best Practices: Common Errors to Avoid • Failing to recognize that it’s rarely just about the money • Not realizing that first impressions count • Not understanding the young physician out of training and assuming “one size fits all” • Failing to ask for physician input to organizational priorities • Not looking at satisfaction and morale • Discounting life-style issues • Forgetting that small investments in existing physicians are usually a far better investment that costly new recruitments • Failing to address bad behavior • Not letting people take time off to get away Coors Healthcare Solutions © 2013
- 12. Effective Retention Initiatives When physicians are surveyed nationally with regard to what factors would increase their job satisfaction, the main themes that emerge include: – Desire for greater involvement in decision-making about how their practices are run. – Greater control over work hours - increased flexibility to help them better manage work with other parts of their lives. – Compensation plans that better recognize individual contributions to improved patient care, productivity and profitability. Coors Healthcare Solutions © 2013
- 13. • Historically hospital administration has been more "reactive" verses "proactive" in listening to and addressing physicians concerns, complaints and attitudes • Physicians are a hospital's number #1 customer! • PAC™ uses this philosophy as the foundation in which to build a strong, vibrant and successful physician strategy and partnership • Integral component of overall physician strategy, alignment and retention initiatives The PAC™ - A Retention Tool Coors Healthcare Solutions © 2013
- 14. • Our candidate screening process delivers long term results & immediate impact • Utilizing in-depth screening and interviewing, evidence based experience, and candidate accountability measures provides top quality, highly interested and motivated candidates that match what your organization requires for success and drives your physician strategy • On-boarding programs & retention techniques ensure strong physician– hospital alignment for continued success Proven Results Coors Healthcare Solutions © 2013