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Gray Peretti gray.peretti@practicelink 304-250-4426

Gray Peretti gray.peretti@practicelink.com 304-250-4426. Objectives. Learn what employer brand is and how it impacts physician recruitment. Learn e asy , no money solutions to building your employer brand now .

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Gray Peretti gray.peretti@practicelink 304-250-4426

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  1. Gray Perettigray.peretti@practicelink.com304-250-4426

  2. Objectives • Learn what employer brand is and how it impacts physician recruitment. • Learn easy, no money solutions to building your employer brand now. • Discuss the challenges of recruiting millennial physicians and the role employer brand plays.

  3. What is employer brand?

  4. Definition The reputation and public impression that your organizationhas built as a place to work.

  5. What is it?

  6. What is it?

  7. What is it?

  8. Why does employer brand matter?

  9. Let’s play a game Raise your hand if one of the following statements apply to you.

  10. iCIMS Statistic According to a recent report by iCIMS, 92% of working Americans consider employer reviews to be important when deciding to apply for a job.

  11. How do I determine my employer brand?

  12. Google yourself. After your Google search, ask yourself, would you want to work for your company?

  13. Easy (and free)solutions to building your employer brand

  14. Post all of your jobs Jobs attract candidates. Non-registered candidates can see your job opportunities. Passive candidates are not visible to you in the database, but they still receive notifications of new opportunities, search the database and apply for jobs. Increase brand awareness for your organization.

  15. Passive candidate job applies In 2017, PracticeLink had17,027 job appliesfrom passive candidates. In Q1 of 2018, PracticeLink had6,987 job appliesfrom passive candidates.

  16. Improve your job postings Your goal should be to create postings that are informative and appealing – and more importantly, set you apart from your competitors.

  17. 4 questions to ask yourself when writing your job posting. Who am I really trying to recruit? Is my headline adequate? Is my job posting one-sided? Why do your physicians choose to stay?

  18. Build out your profiles Job-seekers will research your company prior to applying for your opportunity. Make sure they can find everything they need to ensure they apply.

  19. Elements of your PracticeLink Profile Company Logo Description of organization Recruiter profile Description of facilities Slideshow YouTube video Practicelink organization profile

  20. Conduct a nationwide search. Establish a relationship with the program’s administrators, and you may be establishing a pipeline of interested candidates. CAST a wide net

  21. PracticeLink gme What is PracticeLink GME? A free resource that helps physician recruiters search, find and contact program directors and coordinators in any specialty at more than 11,000 residency and fellowship programs nationwide.

  22. Build awareness. Residents and fellows in your region may want to stay in the area after training. Reach out to local program coordinators to build awareness of your organization. Be A Resource

  23. Reach out before events. Reach out to program coordinators prior to a physician specialty conference or PracticeLink Live! Career fair. Ask them to invite their residents and fellows to the event or to pass along your opportunities. Practicelink GME

  24. Millennials vs Boomers How recruiting differs between the Generations

  25. Why is it important to recruit millennials?

  26. By 2025, millennials will comprise 75% of the workforce in the United States.

  27. According to a 2017 study by the Federation of State Medical Boards, 23.78% of all physicians with an active license in the U.S. are millennials.

  28. How do I recruit millennials?

  29. Competitive Compensation Millennial physicians are graduating from medical school with a large amount of student debt – larger than their baby boomer predecessors. In addition to offering competitive compensation, a benefits package that includes enrollment in a 401K plan or tuition reimbursement are highly appealing to millennials.

  30. Leadership Opportunities To a millennial, their role with your company is a job and they are not typically interested in partnership opportunities. However, they are interested in leadership. Consider offering your new employee a leadership or committee role within your organization.

  31. Technology They want the company they work for to have the newest technology and be open to new technology integrations. Build your employer brand by showcasing your current technology on your social media pages, your company website and your PracticeLink organization page.

  32. Mentorship Millennials are team oriented. Offering a mentorship gives them a feeling of teamwork and reinforces their transition into leadership down the road when they become mentors themselves. Support this desire to be a part of a team by offering them a mentor, someone they can go to with questions.

  33. Work-Life Balance Millennials are not interested in living to work. Their life philosophy is to work so that they may live. Prioritizing life outside of work over their careers helps them to avoid burnout. Support this life philosophy by offering flexible vacation time and reasonable on-call policies.

  34. Customize your recruiting Tailor your recruitment strategy Craft the offer to meet their needs Sell it

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