The Differences in Recruiting Single vs. Married Doctors
While they were both pursuing medical careers, Dr. Ryan Walsh and his wife learned how to juggle their schedules so that one or the other was always available to drive their young son to and from daycare. “We didn’t get a lot of sleep, ” Dr. Walsh says. “But it was a learning experience and we grew closer.”
Among the many differences you might see in recruiting millennial age doctors is relationship status.
Your potential doctors could be married, divorced, seriously dating, single-by-choice, etc., which means you must tailor your recruitment methods to appeal to their individual circumstances, whether that means considering childcare options or suggesting extracurricular activities in the community.
Here are a few key factors to consider when discussing opportunities with future doctors.
Priorities can differ widely
Since priorities will most likely differ depending on relationship status, be sure to understand them and pitch your health group accordingly. This starts with getting to know the doctor’s personal circumstances, which you can ask about in an initial interview or on an application. This will help ensure that you can best convey what would appeal to their self-interest when they ask more about your health group or visit it in person.
If a spouse works, for example, show an active interest in their career aspirations and ask how they plan to pursue them in a new area. How will the two spouses’ work life coexist?
On the other hand, a single millennial doctor might want to know the specifics of how your health group values work-life balance. Be sure to ask what their priorities are, and consider ways that your health group can show that they matter to you, too.
Among a hard-working doctor’s many priorities is the community they’ll be joining; however, what exactly they value about it isn’t necessarily the same. A married doctor tends to care more about schools and family-friendly neighborhoods. A single doctor might be on the lookout for a lively social scene and places to go on weekend trips.
“From swim teams to soccer leagues, church groups, flying lessons, horse stables, Boy Scouts or even adult tennis leagues, your own employees can be your best sales representatives,” says Becker’s Hospital Review. “Do whatever it takes to help a candidate envision the transition to your community. Remember: You may be recruiting an entire family unit. They are also helping the candidate select the best location.”
Becker’s also recommends partnering with a knowledgeable realtor to show your recruits around the area and see what the community really has to offer. After all, your doctor isn’t just joining a health group but a community.
Another consideration is what kind of support you can build within your health group. “It’s just that no one quite understands the schedule, the frustrations, the sometimes seriously sweet perks like conference trips, and the insane delayed gratification like another resident’s wife,” says Erica McCaleb Camp, whose spouse is a chief resident in orthopedic surgery.
Offering spouse support groups or organizing mixers for single medical staff can be a great way to develop camaraderie within your health group and show that you value your doctors’ emotional and social well-being.
Career paths adapt
Another matter you’ll want to discuss with the doctors you’re considering hiring is what they envision for their career long-term. This is at least partially dependent on relationship status. A single doctor might view joining your health group as a career stepping stone or might not be interested in staying long-term if they get married. A married doctor might be looking for long-term in order to provide a consistent home life for their family.
There might even be a situation where you’ll see two doctors who are married to each other, in which case you’ll want to be aware of other positions available within your health group or neighboring organizations that are hiring. Be straightforward with them. Get an idea of what kind of career path they’re looking for.
Of all the factors that one sees in hiring, relationship status is one of the most influential when it comes to where they choose to work and why. Be sure to approach each candidate differently, making it clear that their relationship status is understood and valued.
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