Recruiting the Spouse and Family: 5 items not to be overlooked

Hire More Physicians by Recruiting the Spouse and Children

You've received an excellent looking CV of a well-trained physician; you've made the calls to court the candidate and picked dates for the candidate to interview. You know what the candidate needs from an opportunity, and you feel pretty good about your chances of a successful recruitment effort.  However, there is one lingering issue to address prior to counting this one a done deal: the spouse and children.

Spouses seem to prevent more deals from closing than any other deal breaker out there.  They are easy to forget about when you spend your time focusing solely on the candidate’s needs.  A professional move for a physician is a huge decision that will have major effects on all family members. It is essential that you take almost as much, if not more, time recruiting your candidate’s spouse. Getting the spouse on the phone to discuss their needs can sometimes be challenging. Here we will provide you five different topics that could help to open the door to dialogue with the spouse:

1)      What is his or her occupation? This is the best ice-breaker there is.  Discovering what a  spouse does for a living will provide you the opportunity to discuss your area’s market for his or her profession and will also allow you to start networking the proper channels throughout your community.  Perhaps this will enable you to keep the spouse busy with his or her own interview while you concentrate your efforts on the physician.

2)      What are the schooling needs? Many physicians have school-aged children that will need to be placed in a new school upon arrival.  Find out from the spouse what type of school they are seeking, and make sure that a school tour will be part of their site visit.  If possible, make arrangements in advance with the school staff, and see if they are willing to make the kids feel like VIP’s.

3)      Where is their extended family? Many physicians end up taking jobs that will keep them near their spouse’s family; this is especially true of male physicians.  If their family is nearby, that is great, try to make them part of the itinerary.  If they are not nearby, be candid with your physician’s spouse and see if he or she is willing and able to live a plane ride away.

4)      What are the housing needs? Many of us assume that the family is going to want to immediately buy a big home in the nicest neighborhood.  That is not always the case; you need to take a few minutes to lay the groundwork for the realtor you choose for their community tour.  Many deals are broken by unprepared realtors that show candidates homes they have no interest in, thus wasting valuable time during the visit.

5)      What do the kids like to do? Soccer, football, baseball, play the violin, etc.  Just like anyone else, physicians love to see their kids excel.  Find out what the kids are into, and make visits to each venue part of the community tour.

By taking the time to really court the spouse and children, you will position your opportunity above your competitor’s.  Kids and spouses have more sway in the decision of where the candidate will end up than any job detail ever will.  What is your policy in regards to recruiting the spouse?