It takes time to find top talent. And in the healthcare industry, physicians are in high demand. This is due, in part, to the growing need for doctors and healthcare workers based on the Affordable Care Act, as well as our aging population of baby boomers. Regardless, you’ve put plenty of time, effort and dollars into locating the best match for your open job opportunity, and it can be disappointing if your job offer is turned down. For starters, it can help to understand why this might have happened. Then, you can come to the hiring table armed with a few strategies that may help change the mind of your top candidate.
Why candidates reject job offers
Common reasons a physician may reject your offer include:
- The total compensation (pay and benefits) is perceived as too low.
- The physician has accepted a job offer from another facility.
- He or she doesn’t prefer the job role or responsibilities.
Smart negotiation strategies you can use
The competitive nature of the healthcare industry may require you to use a few negotiation tactics to change the mind of your primary candidate. Here’s what you can do:
- Know the going pay rate. Of course, salary is the number once place in which you may need to negotiate. If you didn’t before you made your salary offer, find out the current average salary level in the market for the candidate’s position. You can research the Bureau of Labor Statistics; however, you may also need to consult other job ads or even recruiters. It will also help to find out what the competition is offering, if possible, through networking or by asking the candidate directly. You can use this information to help you understand if a candidate’s expectations are simply inflated, or if your offer was on the low side (giving you room for salary negotiation).
- Understand the candidate’s job motivators. What is the candidate looking for in a position? You’ve likely asked about this during the job interview, but if not, you’ll need to find out. Is the candidate concerned mostly with pay, or is he or she also concerned with benefits, job responsibilities, commute time, room to advance, etc. The more you understand about what the candidate needs, the more wiggle room you’ll have to make adjustments.
- Hold your ground. If you feel your initial offer was generous, you may prefer not to make any adjustments to your job proposal. In this case, you should be prepared to reiterate what the position offers, and describe the opportunities for future job growth, pay increases, etc.
- Know when to move on. If the candidate’s expectations (salary, benefits, job role or otherwise) are just too far from what you can realistically offer, it may be best to shake hands, wish him or her the best of luck, and part ways. In the end, you must do what is best for your facility by working within its budgetary constraints.
Work with a staffing partner
If you’re looking for highly qualified physicians and medical staff, it helps to partner with a niche staffing agency. Recruiters have access to deep talent pools and can fit you with best-matched candidates for your job opportunity. You’ll interview candidates who have expressed interest in your open position, minimizing the chance of offer rejection.
KTE Services is ready to work with you
We’re a medical staffing agency that specializes in the nationwide placement of anesthesiologists, pain management specialists, CRNAs, nurse practitioners and physician assistants. To learn more about our industry-leading staffing services, contact KTE Services today.
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