A new group of primary care physicians has decided to locate

A new group of primary care physicians has decided to locate in a suburb of Washington, D.C. After conducting some primary market research on the area, the group\'s research firm has characterized the community as comprising boomers, Gen-Xers, and a significant number of N-Gen white-collar workers, all - employed by high-tech and consulting firms located in the outer belt that surrounds Washington, D.C. What are the implications of this market profile with regards to: a. How the office setting might be configured? b. How office scheduling and hours should be constructed? Several of the group\'s older partners have announced their intentions to retire. At a recent meeting, the group has decided it wants to bring in 5 new partners over the next 12 to 20 months. The group hopes it can attract younger primary care physicians who are no more than 3 to 5 years out of training. In this way, the group believes the group can continue to stay viable and grow. Suggest a recruiting plan to attract this cohort of physicians.

Solution

What are the implications of this market profile with regards to:

a. How the office setting might be configured?

Answer: Office setting should be configured in such a way that the organization can cater to all the groups in the society. we should have three departments catering ot three groups of the community.

b. How office scheduling and hours should be constructed?

Answer: We need to find schedules of their office hours. Accordingly, we need ot keep maximum staff during non working hours as people visit health care centres when they are free from their office work.

c. Several of the group\'s older partners have announced their intentions to retire. At a recent meeting, the group has decided it wants to bring in 5 new partners over the next 12 to 20 months. The group hopes it can attract younger primary care physicians who are no more than 3 to 5 years out of training. In this way, the group believes the group can continue to stay viable and grow. Suggest a recruiting plan to attract this cohort of physicians.

Aswer:

Step 1: Create a recruitment timeline. Work in reverse, starting with the date by which you must fill the position and moving backward to the date you intend to advertise the position. Make certain you include an application deadline date and several dates for interviews. Also include time for background and criminal checks, if required.

Step 2: List the positions that you need to fill, along with complete job descriptions for each.

Step 3: Examine each position and job description, then create a list of desirable traits for each. Keep the list reasonable, about five traits in total, and take into account factors such as expected experience level of the candidates. For example, you wouldn’t expect an intern to possess leadership experience or to be an expert at crisis management. Use your selected traits as a means of narrowing down the number of applicants, omitting those who don’t meet expectations.

Step 4: Create an advertising plan. Include the location of the ads as well as how widely you wish to advertise the opening. For example, if you are seeking an intern, there’s little reason to place a national ad in an industry publication when an ad on online job boards will get you suitable candidates.

Step 5: Include others in the interview process. Choose managers who will be in a supervisory role over the new hire, or those with extensive experience in the department with the opening. Schedule interviews to accommodate the other staff members\' schedules and interview together.

Step 6: Work with the other interviewers to create a list of questions to ask the interviewee. Concentrate on job-related questions and those geared toward finding out whether the potential employee will fit within the culture of the company. Meet with someone from your company’s human resources department to review the questions to make certain you are not violating any laws.

Step 7: Set up the interview process. Allow opportunities for second or even third interviews, if necessary. Leave time between the final interview and the position fill date for the successful hire to provide her current employer with notice upon leaving.

Step 8: Keep careful documentation of your interviews and interview decisions. Attach the notes to each interviewee’s resume so that you can keep track of how you went about making your hiring decision, in case of litigation or complaint from a disgruntled applicant.