Before I started working at PracticeLink, I spent several months in job-search mode. I read hundreds of job descriptions and looked at dozens of companies' career pages. After a while I developed a major job-posting turnoff: stock photos.
I recently started following a popular Twitter feed called Advice to Writers. It's just what it sounds like, a stream of inspirational tips from professional writers to aspiring writers. Since I've been following the feed, I've noticed a common theme throughout the writers' advice: They advise editing ruthlessly. They advise weeding out the very words you worked so hard to choose, all in the name of making a point clear. (Stephen King calls this "killing your darlings.")
In physician recruitment as in many other jobs, it's easy to get to the end of the day — or the end of the week — and find yourself asking, "Where did the time go?"
After the contract is signed, after the physician has shown up for the first day (or the first week or the first month), after the books are closed on the vacancy and onboarding is complete, what's a recruiter to do? How can you foster a positive ongoing relationship with your new hire?
