A need for doctors has been long acknowledged by an American city's constituents, but now it is realized that these doctors also count on the community. The key element in hiring individuals to venture into a new community is by presenting it as the most ideal place to reside in. Potential new doctors would want to make sure that they and their families can avail of good housing, education, socio-cultural opportunities in a safe environment that can cater to their needs.
Board of trustees, administration down to the medical staff prioritize recruitment of physicians for their hospital. Involving the community is a must to ensure the most successful recruitments and this is what recruiting firms have learned through experience. The recruitment process will continue despite areas of improvement in the health care delivery system as revealed by thourough research and study.
One of the biggest concerns in rural areas in the US is the drought of manpower in the medical and wellness field. These rural areas have been touted as medically marginalized communities, according to a recent federal document. A point rating system is designated to each set of criteria assigned to every community which encompasses the following number of infant deaths, rate of those beyond the age of 65, the percentage of those below the poverty line as well as the ratio of a physician to a thousand of the citizens.
Primary care physicians are defined as those practicing internal medicine, obstetrics gynecology, family practice, or pediatrics. A consensus between the board of directors and medical staff on what services are needed must be made after establishing this. Hiring more ob gynecologists has been the main priority of some hospitals in the community. Also in demand are doctors specializing in family practice and emergency room doctors.
The rigorous way of hiring new doctors involves displaying what both the hospital and community can guarantee the physicians can use to their full advantage. Hiring starts by advertising in major medical journals that reach a general audience of physicians throughout the country. Enticing potential physicians in nearby medical schools such as medical school graduates and residents can be done through sending letters to these institutions. Members of the local community who engage in medical studies are asked to maintain contact while the friends of friends of their local doctors are constantly phoned and contacted.
Upon expressing interest, the potential new physician is asked to come over and see the local community. He then gets a feel of the hospital and its staff members after a good meal. The hospital crew oftentimes go out of their way and offer their homes to throw a party for the potential new physicians while there are other times the orientations only happen in the hospital.
He will be toured on the existing support services in the hospital like the radiology and pathology laboratory, as well as their efforts in obtaining equipments needed to encourage a new medical field. They will also inform him of the continuing education plan, and that they will assist him in acquiring a good office space and an adequate insurance policy.
But it does not end here for the recruiter's offers must be more than just the hospital-related perks. The physician and the spouse will have a chance to contact the principal so that their kids can spend time and see their new learning environment.
They will also meet local bankers with good local sense of mortgage and loan opportunities, as well as housing experts who will enable them to find the right housing for their family. The hospital staff and the board of trustees however, can only go so far. The community's involvement as resource speakers are still factors in helping the new recruits find their place in the community apart from the hospital recruitment team's previous efforts.
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