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Top 10 Questions to Ask a Search Firm

Before hiring a search firm to assist with your physician recruitment needs, it's important to ask the firms in consideration the right questions. In a recent interview, Scott Manning shared with us the top 10 questions he asks a search firm before considering engaging their services and his rationale for why he asks them. Manning is the Director of Human Resources and Provider Recruitment at District Medical Group, a multispecialty group of 250 physicians located in Phoenix, Arizona. As President Elect of the Association of Staff Physician Recruiters (ASPR), Manning will be leading the 1100+ ASPR membership.

1. How long have you been in business?
   It is important for me to know I am working with an experienced firm that has the tools and knowledge in the physician recruitment industry to help me meet my recruitment goals.
   
   
2. Do you recruit all specialties?
   Specifically for hospitals and multi-specialty groups, a firm with access to a large number of physicians in all specialties is a plus.
   
   
3. What success have you had in the specialty for which we are recruiting?
   It is helpful to know a firm has had experience and success in the specialty you are recruiting. Having a knowledge base of the specialty is always an advantage when presenting an opportunity to a candidate.
   
   
4. What is your fee and how is it structured?
   There are several types of search firms – retained, contingency, contained, and locum tenens. Healthcare organizations must determine the differences in the type of search firms and which type of firm can best assist your facility.
   
   
5. Is there a guarantee?
   A search firm should provide a guarantee that the provider will stay with the medical facility for a specified period of time. It is important that the search firm be a vested partner.
   
   
6. What is your process?
   Successful firms source, screen and interview candidates who meet the criteria of the medical group or hospital. These firms realize recruiting a physician is a very time sensitive project. Conducting an effective candidate pre-screening interview saves everyone time.
   
   
7. What is the size of your firm?
   Large is not always better. The size of firm is not necessarily an indicator of success. I have found success working with smaller firms that can give my search the personal attention it needs.
   
   
8. How is your recruiter retention?
   Firms that have a revolving door may not best meet the need of your facility. A recruiter who stays with a firm for a number of years is somewhat similar to organizations that have good staff and physician retention. It speaks volumes to the organization.
   
   
9. Who will be my point of contact?
   I prefer to work with firms where I have one point of contact. The process can be very fragmented with three different search consultants involved in the search.
   
   
10. Will you provide references of groups/hospitals I can contact?
    The ability to provide references shows the firm is proud of their reputation and track record.

In closing, Manning summarized: "To condense what I look for in a quality search firm, I find ethical, professional firms are usually willing and eager to give names of other facilities with whom they have worked. Aspects of contracting with a search firm include not only the experience, size of firm, cost of search but also the search process itself. Search firms must have a process that lends itself to open, honest communication. It is important to have the search firm really listen to the experience, training and criteria we are looking for in a candidate. As clients, we realize the time involved in advertising, sourcing, screening, and interviewing candidates. It saves everyone time and effort if only those candidates who meet the criteria are presented for consideration."

If you are ready to begin a search and are looking for a quality search firm, please contact us and we will be happy to answer all your questions!