Recruiting doctors: how do you find the right specialist for your organisation?

Recruiting in healthcare is no easy task these days. Where in the past you could perhaps fill a vacancy as a healthcare organisation over a cup of coffee and a good chat, recruiting doctors now seems almost a profession in its own right. Doctors who provide specialist care, such as surgeons, cardiologists or GPs, are essential, but finding that perfect candidate can feel like looking for a needle in a haystack. Fortunately, these 5 tips will get you a long way.

1. Make your vacancy irresistible

If you want to recruit doctors, the first step is writing a strong vacancy. And yes, that means going beyond the standard 'we are looking for a doctor' text. Doctors are often more critical than other professions. After all, they have plenty of choice when it comes to employers. So how do you make a vacancy attractive to doctors in particular?

Focus on the workplace

As mentioned above, employers are queuing up for doctors. So think about what makes your organisation unique and how that would appeal to a doctor. Doctors want to work in an environment that supports them. So describe not only the role, but also the team and the culture within your organisation. Show that at your organisation doctors can not only practise their profession, but are also valued as people.

Flexibility is key

It is no secret that many doctors are looking for a better work-life balance. So are working hours at your organisation more flexible than elsewhere, or is there an option to work part-time? Then make that clear in your vacancy.

Training and career development opportunities

Yes, doctors already have a long education behind them. But that does not mean they have stopped developing! Their field keeps evolving every day, so make sure you give doctors the opportunity to grow along with it, and that you state this clearly in your job ad. Also be as specific as possible about the career paths available or the courses someone can take.

Salary and fringe benefits

Doctors chose their profession because they want to help people, right? Although that applies to most healthcare workers, money and fringe benefits also play a big role for doctors when choosing a new job. So be clear about what you offer (mention concrete amounts or salary ranges) and think about the fringe benefits doctors may value. Childcare, travel allowance or pension plans are good examples.

2. Search on online platforms

Did you know there are online recruitment platforms specifically for the healthcare sector? On job boards such as Zorgwerk.nl, Artsenvacaturebank.nl or MedischeVacaturebank.nl you will find medical specialists who are actively looking for a new challenge.

Recruiting via LinkedIn is also becoming increasingly popular for doctors. Many medical professionals have a LinkedIn profile that they actually use, too. That is why buying a LinkedIn Recruiter Seat can be a smart option: it may be an investment, but it lets you search much more precisely and approach more people on the platform.

3. Offer a sharp application procedure

Doctors have packed schedules. That is why they appreciate an application procedure that runs smoothly and efficiently and does not take months. So keep the quality of the procedure high and make the process as fast and transparent as possible.

Respond quickly

In an application procedure, a quick response is crucial. If you wait too long to respond to an application, the candidate may well have already moved on to another employer. So always keep candidates informed of the progress.

Set clear expectations

Make sure a doctor already knows the next steps in the process when reading the vacancy. Will there be interviews, for example? Is there a practical test involved? State clearly in the vacancy what they can expect and within what timeframe.

4. Use your network

Networking is nothing new to most doctors. They often have their own professional circles, for example to share knowledge. Make use of this! Ask your current doctors or colleagues whether they know someone who might be suitable for the vacancy you want to fill. This often works faster, and the fact that the employees already know each other can work in your favour. Chances are these doctors will be a better fit for your organisation, because they share the same norms and values.

Referral programmes

Referral programmes can be effective here. For example, offer a bonus to employees who put forward a doctor who is eventually hired. This creates extra motivation to suggest suitable candidates.

5. Work with a recruitment agency

Recruiting specialist doctors is not for everyone. Not only are doctors scarce, it is also an extremely demanding profile. You can always choose to leave this healthcare recruitment to the professionals by outsourcing it to a recruitment agency. Recruitment agencies often have a large network of doctors, knowledge of the sector and experience with, for example, job marketing campaigns. They can also take various tasks off your team's hands, such as selecting candidates, holding first interviews and negotiating salary.

Recruiting doctors takes a plan

Recruiting specialist doctors can be a challenge. So think carefully about your approach when it comes to recruitment in healthcare! Make the vacancy relevant, attractive and complete, use the right platforms and make the most of your network. And do not forget: flexibility, training and career development opportunities are often just as important as the salary!