makers to buy in to your candidate choices quickly, before the best prospects are recruited elsewhere.

Red Hot Internet Recruiting!
• How to survive and compete on the Web
• Lowering your costs through Internet recruiting
• Which recruitment websites are pulling the best (we’ll surf them live)
• Major tips on making your website easier to find, and then gather you more responses
• Hot sites you have to know about to help you recruit and assist your candidates
• Actively recruiting as you go out and find the physicians on the Web (they’re waiting for you)
• Looking up CVs on the web; finding job posting sites; finding residencies
• Joining e-mail news groups; networking with other recruiters, administrators and managers
• Which on-line recruiting services can really help you for a reasonable price
• Which on-line services are nothing more than search firms asking for huge fee

On-line/Remote Interviewing
• Video Conferencing like the Fortune 500
• Why fly them in when you can hook up on the computer face-to-face?
• Where and how to find the candidate a video link
• Hardware and software you will need on your end
• On-line interviewing etiquette—we’re blazing new paths
• Guidelines to provide the candidate
• Structure of your questions
• How to show the personal/community side as well

The Purpose of Recruitment: Retention Of Qualified and Productive Medical Staff
• Retention and productivity cannot be cured just by making a ‘good match’ and having good public relations with the medical staff
• Impacting retention and productivity with solid contracts, compensation and good business practices
• Understanding the major differences in various segments of the physician market (specialty, age, gender, and more)
• Integrating new physicians into the medical staff and community
• Creating your own three-year retention plan

Recruitment and Retention Benchmarks
• Average cost of recruitment by organization type and location
• Average length of time to recruit—Primary Care vs. Specialists
• Budget size and review
• Average staffing for your organization and recruitment needs
• Customary recruitment assistance, whether employees, managers, or expanded staff
• Average sign-on bonuses
• Typical benefits and incentives
• Average search firm fees
• Expected search firm success rates
• Average physician relations professionals’ salaries and incentives
• Hospitals charging for their services to recruit for practices
• Physician productivity benchmarks
• Recruiter productivity benchmarks
• Average loss of medical staff
• Financial expectations of the new physician’s practice
• Average length of time for a newly graduated physician’s first job
• Break-even costs and timeline for adding an additional physician

Special Recruitment Perk’s
• Student loan payoffs
• Income guarantees (full guarantee vs. net guarantee)
• Sign-on bonuses
• Stipends for residents and fellows
• Prioritizing your sourcing mechanisms
• Time vs. Quality vs. Money—the inevitable triad • Tapping the Military and other special segments

Fully Automating Your Office
• E-mail tips for jetlined communications
• Rapid CV processing
• Computer faxing and broadcast faxing
• Cost effective but heavy duty computerization
• Your choice of computer software for tracking prospects
• Developing your own data base

Sourcing Candidates with the Most Efficient Tools
• Review and checklist of dozens of ways to source candidates

Sourcing by Specialty!
• By specialty-dramatically different personalities, priorities and motivations
• Finding the strongest sourcing mechanisms for each specialty
• Primary Care sourcing
• Specialty and Sub-Specialty sourcing

Building and Managing Your Own Data Base
• Retention of qualified candidate leads
• Acquisition of viable data—bulk and singular
• Guarding against unethical acquisition of candidates as your own
• Data sources: Buy to own, annual rental, one-time use
• Tagging of data
• Creating Value–Trading names for the data you need
• Appropriate data entry
• Queries on qualified data
• Maintenance–additions, purging of data, general maintenance
• Sorting lists with your customized parameters
• Running the Kill list
• Merging and purging
• Software choices–ready-made and customized
• Tracking; analyzing; seeds
• Return mail processing
• Broadcast email; Broadcast faxing; Direct Mail

Advertising Workshop: Creating Qualified Responses
• See which ads are pulling best
• Which ads pull terribly
• Develop your own ad on the spot!
• Keeping your ads targeted and within budget

Direct Mail Workshop
• Receive specific samples of direct mail that works!
• Writing your own letters and cards that pull responses
• Understanding the relation of your lists by specialty, geographics, experience
• Changing your message based on the parameters of your list
• Mailing limited pieces from your office; mailing larger jobs from a mail house
• Tying into your own database

Telemarketing Your Candidates
• Developing a call system to keep you organized and motivated
• Customizing your own telephone script
• Choosing to call only warm leads, or consider contacting other physicians as well
• Overcoming objections over the phone
• Keeping your call log updated (hard file or computer file)

Rural Recruitment
• Dozens of new rural recruitment ideas
• Recruiting D.O.s, PAs, NPs
• Setting up solo practices and call and referral relationships
• Doctor Nurses are here!
• Overcoming doctors’ poor perceptions of rural markets
• When you can’t get the candidate to visit...
• Don’t go it alone and don’t spend a bundle
• Orchestrating the proper visit, combining a strong interview and exceptional look at the community

Website and Collaterals Review
• Review of the best recruitment websites

• Making your website highly interactive to get your new docs
• Innovative hot links to create a robust site
• How to use your other video and printed materials on your website
• Brochures on a budget
• Full recruitment packet analysis
• Prioritizing which collaterals you might use, and budget
• Recruitment videos—see which work best and customize your own

Recruiting Graduating Residents and Fellows
• Are they worth it? What about the incredible turnover of young physicians in their first job?
• Dramatically different motivations of the young physician compared to the older, practicing doctor
• Smarter sourcing of these young physicians
• Customizing your search based on their priorities and needs
• Customizing your recruitment contract

In-Depth Interviewing
• Telephone interviewing–working your interview questionnaire
• Verification of information prior to the on-site interview
• On-site interview coordination of interviewers and questions; written feedback forms
• Post interview debriefing

Making Your Interview and Site Visit Exceptional for the Candidate
• Orchestrating the schedule on-site with an emphasis on interviewing the candidate and the candidate interviewing you
• Operating from a position of strength: Working in a moderate amount of social interaction for a serious and balanced interview and visit
• Properly coordinating for dual spouse placement
• Creating responsible expectations of the candidate and of the interviewing team
• Formal follow-up and continued determination of candidate selectivity

Building Internal Support for Your Department
• Attracting the legions of potential volunteers to help you recruit
• Leveraging your budget
• Asking for more staff to support the recruitment and/or physician relations activities
• Politics and public relations—what’s worked for other physician relations professionals

Creating a Recruitment Budget and Recruitment Plan

• Outlining your budget based on recruitment expectations of the number of physicians needed, in which specialties, of what caliber, and how quickly
• Line item budgeting based on past year’s
• Zero-based budgeting
• Financial impact of new recruitment tactics and start-up time considerations

Sales Training Workshop
• Handling objections with solid responses
• Listening for their major interests, and their family’s needs
• Applying their wants and needs to your realistic offer
• Closing the sale with trial closures
• Utilizing the letter of intent
• Sign-on bonuses
• Establishing deadlines in a tactful manner so you maintain control

Working with Search Firms
• How to write your own contract with search firms (receive specific samples)
• Protecting yourself from search firms sending you multiple candidates
• Incentivizing firms to either make a placement or leave you alone
• Your responsibility to be responsive and fair
• Insisting on receiving all your leads (to add to your OWN data base)

Physician Contracts and Letters of Intent–Thorough, Legal and Fair
• Receive multiple physician contracts for varying positions
• Understanding Stark I, II and III
• Examples of physician loan documents
• Compete Clauses and Restrictive Covenants
• Termination clauses; Notice of Non-renewal; Termination for Cause
• Compensation, benefits, incentives
• Income guarantees
• Exclusivity; professional fees, intellectual property, compliance of policies and procedures
• Provision of facilities, equipment and staff
• Licensure and Certification

Physician Compensation, Benefits and Incentives
• Sample compensation schedules
• Adjusting compensation to accommodate capitation and other forms of managed care
• Full income guarantee vs. net income guarantee
• Base salary plus incentives; incentive measures in alignment with decreasing revenues
• Gain sharing
• Bonus calculations
• Options to utilize RVUs, two-tiers, visits, case mix, panel equivalents, equity
• Malpractice, insurances
• CME allowance and leave

Legal Problems with Recruitment, Contracts and Incentives
• Aligning incentives such as improper Gain Sharing that could land you in jail or a $10,000 personal fine!
• Destroying the myth about the dangers of sign-on bonuses
• Moving ahead confidently with the proper understanding of what can be done safely
• Documenting your recruitment for a safer tomorrow

Applying Human Resources Standards to Physician Recruitment of Employed Medical Staff
• Outlining structured interviews for the telephone, first and second visits
• Proper feedback forms from interviewers and candidates
• Development of your Physician Term Sheet and Recruitment Checklist
• Presentation of the Total Compensation Package
• Approved policies for your consistency and protection
• What can we ask a candidate during the interview?
• Record keeping of information obtained
• Defending fair recruitment of minorities
• Keeping your administration and medical staff in line to limit liability and actually enhance your HR strategy and position

Conducting Your Own Physician Manpower Plan (Physician Needs Analysis)
• Identification of physicians needed by specialty, timeline and location
• Statistical analysis nationally and for your region, by specialty
• Conducting medical staff interviews and surveys
• Conducting consumer interviews