coors physician recruiting

www.CoorsHealthcareSolutions.com1.800.507.6917

Coors Healthcare Solutions © 2013

STRATEGIC PHYSICIAN SOLUTIONS™

A customized, comprehensive approach that delivers strategic solutions to

communities, physicians, hospitals & health systems.


Organizational Strategy

Needs Assessment / Gap Analysis

Physician Strategy

Physician AlignmentContracts,

Compensation & Implementation

Physician Recruitment

Physician Integration

Strategic Physician Solutions™


Physician Recruitment Program Objectives• In addition to recruiting top-talent physicians for the long-

term success of your organization, Coors’ Strategic Physician Solutions™ will also:– Identify the critical components of a successful

employed physician strategy.– Develop an approach based on “best practices” for

each component.– Establish criteria for determining your hospital’s

definition of a successful employed physician strategy.


Physician Recruitment Solutions

Retained Physician Search

Specialized Focus & Knowledge Of Healthcare Industry

Nationwide Network Of Top Talent

Refined Candidate Sourcing Strategy & Proven Screening Methodology

Expertise In National Trends


• Stage One: Preparation & Research– Onsite Assessment and information gathering to build Position Specification– Initial network research for passive candidates & recruitment marketing strategy

implementation

• Stage Two: Search Operations & Candidate Screening– Nationwide sourcing of top physician candidates through multiple channels – Screening & thorough qualification of all physician candidates

• Stage Three: Evaluation & Selection of Talent– Recruiter interviews of candidates & spouses to assess experience, motivation, style,

family needs and overall fit with position– Organization of client interviews of top candidates

• Stage Four: Satisfaction Guaranteed– Transition & on-boarding assistance of successful candidate to ensure long-term stability

Search Process Timeline


Proven Physician Recruitment Process• We begin by developing a thorough understanding of our

Client’s mission, values, culture and current leadership team and key physician leaders as well as the community setting

• Candidates are evaluated using evidenced based criteria and matched to our Client’s goals to determine fit– Candidate Profile – develops accountability with the

candidate– Thorough behavioral based interviewing process


• Assessment of organizational strategy, culture and existing physician strategy

• Assessment of existing recruitment practices• Define recruitment compensation package• Develop recruitment strategy based on best practices

– Identify targets, goals & objectives for 12 and 24 months– Outline recruitment process– Identify members of physician search committee– Establish search timeline & create urgency– Measure & track outcomes

• On-boarding & retention strategies

Physician Recruitment Onsite Assessment


• Top Considerations For Doctors– Alignment of model options– Health system motivations– Referral sources– Financial– Governance, term and exit strategy– Healthcare reform

Physician Recruitment Best Practices: Know Your Physicians


Physician Recruitment Best Practices: Compensation• A well designed physician compensation strategy establishes the

principles for how the physician practices will operate in advance • Benefits to the organization:

– Lets the physician know right from the start what “the deal” is.– Enforces consistency and fairness.– Saves the organization from spending a lot of energy on negotiating.– Gets the relationship between the physician and employer started on a positive note.– Ensures that the organization doesn’t get pressured into unrealistic deals that aren’t

sustainable.– Defines the flexibility that is allowable, improving physician satisfaction and

retention.– Simplifies contracting and contract renewals.– Allows the organization to modify incentives, update goals and objectives, and align

desired outcomes with rewards.Coors Healthcare Solutions © 2013

Physician Recruitment Best Practices: Common Errors to Avoid• Failing to recognize that it’s rarely just about the money• Not realizing that first impressions count• Not understanding the young physician out of training and assuming “one

size fits all”• Failing to ask for physician input to organizational priorities• Not looking at satisfaction and morale• Discounting life-style issues• Forgetting that small investments in existing physicians are usually a far

better investment that costly new recruitments• Failing to address bad behavior• Not letting people take time off to get away


Effective Retention InitiativesWhen physicians are surveyed nationally with regard to what factors would increase their job satisfaction, the main themes that emerge include:

– Desire for greater involvement in decision-making about how their practices are run.

– Greater control over work hours - increased flexibility to help them better manage work with other parts of their lives.

– Compensation plans that better recognize individual contributions to improved patient care, productivity and profitability.


• Historically hospital administration has been more "reactive" verses "proactive" in listening to and addressing physicians concerns, complaints and attitudes

• Physicians are a hospital's number #1 customer! • PAC™ uses this philosophy as the foundation in which to

build a strong, vibrant and successful physician strategy and partnership

• Integral component of overall physician strategy, alignment and retention initiatives

The PAC™ - A Retention Tool


• Our candidate screening process delivers long term results & immediate impact

• Utilizing in-depth screening and interviewing, evidence based experience, and candidate accountability measures provides top quality, highly interested and motivated candidates that match what your organization requires for success and drives your physician strategy

• On-boarding programs & retention techniques ensure strong physician–hospital alignment for continued success

Proven Results


www.CoorsHealthcareSolutions.com1.800.507.6917


coors physician recruiting

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