> Recruitment process and consulting experience
> Expert screening, qualifying and reference checking of candidates
> Extensive national database covering all practice specialties
> Advertisements in major publications
> Representation at industry trade shows and conferences
> Direct marketing and mailing of job opportunities to practicing physicians
> Current competitive salary and benefits information for clients and candidates
> Candidate profile presentation along with CV
> Candidate diversity and supply
> Focus and commitment
> Cutting-edge tools to secure the best possible candidate for your job(s)
> Proven recruitment strategies that help ensure a timely placement
> Follow-up and retention
Services on a Contingency Basis
The services that most firms provide on a retainer basis are offered to you by BACMR on a contingency basis. Our proactive approach to recruiting includes advertising, direct marketing and source mailing, resulting in the identification of several qualified candidates for your job opportunities. All of these services are provided at no additional cost to the client.
Advertising: We advertise for our clients' specific needs by utilizing major trade publications, job banks, and our web site. Our company's philosophy is to provide maximum client exposure, ultimately resulting in effective, efficient job placements.
Direct Marketing: We don't wait for a candidate to call us with their specific requirements. Instead, we proactively seek out candidates from our large database, list sources, and from personal and professional referrals.
Source Mailing: Direct advertisement of job opportunities, mailed to pre-qualified physicians who match client requirements, targets candidates most effectively.
Email Campaigning: Distributing information about your job opportunity(s) directly to residency and fellowship programs and practicing physicians that fit your criteria. This further ensures exposure to your target audience.
BACMR firmly abides by the laws and ethics of physician recruiting, giving candidates and clients further incentive to utilize our services. Our firm is uncompromising when it comes to offering anything less than superior service. The following are critical guidelines that we are committed to abide by:
> All physicians (candidates) are presented with our clients' job opportunities in full and accurate detail. We rely on clients to provide complete job descriptions and to keep us apprised of any and all changes in job profiles.
> Our clients are assured that their opportunities will be presented in their absolute entirety and that all candidates have consented to have their CV’s submitted.
> If a client receives submissions of a CV from more than one firm it is understood, per industry standard, that the firm referring the CV first is the procuring agent of the candidate. In the instance that the initial referring firm failed to present the opportunity to the candidate or failed to obtain permission from the candidate to submit his/her CV, this standard does not apply.
> We engage in frequent communication with our clients and candidates during the recruitment process.
> At all times, we conduct themselves in an ethical and professional manner.
Tips for Successful Recruiting
Give a complete description of the position - The more information BACMR can provide to prospective candidates, the more interested these physicians will be your position(s). Any additional information provided on the community, schools, local attractions and other amenities is very helpful.
Include a rough compensation level - Compensation is a negotiable aspect of physician placement contingent on training, experience, personality, certifications, and available resources and confidentiality is of the utmost importance. However, providing us with a compensation range will assist us in answering the inevitable question, "What are they offering?"
Are additional benefits available? - Some clients include signing bonuses for the right candidate. Some offer to pay off school loans and, in return, the candidate offers to stay for a longer term. Think about your options and ask us for suggestions.
Actively interview various candidates - It is in your facility's best interest to consider various candidates as prospective physicians are generally looking at multiple opportunities. This approach affords you the chance to select from several qualified candidates and gives you some alternatives.
Provide timely feedback - Feedback on received CV's allows us to be courteous to the physicians you forego, tactfully telling them that there is no interest, and further indicates what sort of candidates you are ultimately interested in. This way, we can provide you with more job-specific CV's, consequently increasing the odds of finding the ideal candidate for your opportunity. Feedback on the interviews works much in the same way. You can expect timely feedback from your recruiter so your facility can make appropriate and prompt decisions about each candidate.
Provide interview itineraries and directions - An itinerary gives the physician something to look forward to and prepare for and it also prepares you. An interview can be as simple as a two-hour visit with the hiring entity or a full day's interview with the entire staff. Possibilities include meeting with key physicians and ancillary staff the candidate will be working with, administrators, and program directors. Lunch or dinner is customary. Many organizations include real estate tours in their interviews.
Use us to help you - We assist in everything from facilitating a phone interview between the client and candidate to negotiating the contract. We have a great deal of experience in these areas and have many suggestions on how to overcome obstacles.
Don't prolong the process - Certainly, no rushed decisions should be made, but keep in mind that the physicians you are interviewing are constantly being presented and pursued by other opportunities. Once the decision is made by both parties to proceed, expedite the process and put deadlines on contract offerings.