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Post Palliative Care physician recruitment
Author: AMoss
Date: Oct 23, 2007 2:55 pm
We have been unable to recruit a palliative care physician for our hospital-based palliative care consultation service and outpatient cancer center. We have sent letters to the fellowship programs and posted ads on the CAPC and AAHPM website. I have let colleagues know of the position. Any other suggestions would be appreciated.
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Re:Palliative Care physician recruitment (by Weissman on 11/01/2007)
Hi--this is a tough problem; many programs are working to "grow their own"--recruit someone from your hospital or training program and encourage them to get training. Other programs hire a headhunter. Best wishes
Re:Palliative Care physician recruitment (by KarinPorterWilliamson on 11/29/2007)
You are certainly not alone there, it is an incredibly high demand market. Strategies we are using include "crosstraining" of our own hospitalists who have an interest in palliative care, especially those who trained at our institition and on our services- they join along in some of our palliative care fellowship didactics, go to training seminars, etc. The palliative care certified attendings work with/supervise clinical activities, as do the nurses on the service. As well, I have recently hired a partner who was prior a local hospitalist and hospice medical director- word of mouth in your own community, removing the burden of geography and relocation in recruitment, can be huge- I truly wish you the best of luck, we have been in your shoes-- KPW
Re:Palliative Care physician recruitment (by tcousounis on 12/02/2007)
I've found success by utilizing recruitment approaches that have produced results in other "skill markets" where demand exceeds supply. In such markets, the scales are tipped in favor of the professional, in this case the palliative medicine specialist. How to best restore a balance? By understanding how specialists in short supply make career decisions, and then using methods that can best reach those "passive" candidates. Postings are most effective in reaching "actively-looking" candidates, usually in markets where supply exceeds demand. Such candidates are often among the weakest. Postings will typically not work in reaching "passive" candidates, since these individuals know that because of their relative scarcity securing a new position is easy. Passive candidates need to be "approached and asked" and then "sparked and nurtured". This process is very demanding of time on the part of the hiring company /manager, and so frequently the recruitment team will be strengthened on an adhoc basis by bringing on a recruitment specialist with insider knowledge of the particular market. Tim Cousounis,Palliative Care Group

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