• If you are citizen of an European Union member nation, you may not use this service unless you are at least 16 years old.

  • Stop wasting time looking for files and revisions! Dokkio, a new product from the PBworks team, integrates and organizes your Drive, Dropbox, Box, Slack and Gmail files. Sign up for free.


Recruiting Abstract

Page history last edited by Rush Pierce 10 years, 4 months ago


Background: Because of changes in resident staffing, our academic hospitalist section required a 50% increase (from 12 to 18 FTE) in faculty members in one year.  Thus, we undertook an intensive recruiting effort that spanned 9 months.

Purpose: In a cost effective way, to attract and screen a large number of applicants for a position with our section of academic hospital medicine.

Description: In January and October, we advertised in national journals and on websites.  We responded to over 100 inquiries with a standardized email describing our program, and with an invitation to formally apply by providing a letter of intent, current CV, and three professional references. Over a 9 month period, we received formal applications from 68 physicians (53 were currently completing their residency, and 15 were practicing hospitalists). 5 were from our own residents, and 4 were from local hospitalists who had completed some training with us. These 68 applications and/or letters of reference were reviewed by our Hiring Committee. Using pre-established screening criteria, 26 of 68 (38%) applicants were judged competitive.  Using standardized interviewing tools, Hiring Committee members interviewed by telephone 24 of these competitive candidates and their references. Of these, 18 were invited for an on-site visit.  Almost all of the invited candidates (16/18) visited our department for a one or two day visit which included face-to-face interviews, rounding, and social events.  12 of these 16 candidates (and 6 of 8 local candidates) were offered a position, and 5 accepted. Four of these had completed their residency in the past year. 3/5 (60%) of the successfully recruited faculty members had done some training at our institution.  The recruiting cost included $6,431 for advertising and $14,292 for candidate visits; and required weekly meetings by our Hiring Committee.

Conclusions: Using pre-established screening criteria and standardized telephone interviews, we targeted those candidates which we felt we were most likely to successfully recruit, and invited them for on-site interviews. We ultimately offered a job to 75% and hired 30% of those who completed an on-site visit. Over half of our successful recruits were from local candidates. The cost of our recruiting was $4,145 per successfully recruited physician

Comments (0)

You don't have permission to comment on this page.