Chief Healthcare Executive April 7, 2024
There are a lot of variables in talent acquisition in healthcare, but hospitals should focus on what they can control: a process that makes a good impression.
A hospital was slow to get an employment offer letter out to a prospective physician. The position was located in a rural facility and would fill a vacancy in family medicine that had been vacant for eight months.
Twenty-four hours after the offer letter went out – a response came back: it was a polite and carefully worded declination.
This was a setback. The recruiter solicited feedback from the candidate to no avail. The hospital now had to start their search all over again.
The 40% chance a candidate will decline a rural...
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