Aug 29, 2019

How to Make Your Website an Ally in Finding Your Next Associate

Your first exposure to a potential new associate is almost certainly not going to be a phone call or a handshake. The nature of the market today is that people want to look at you without you knowing. Logically, this will lead them to your website.   

Unless you are a large, multi-location practice, it probably doesn’t make sense for you to have a dedicated recruitment-facing website, but there are simple things you can do to make your public-facing site more engaging to the potential candidate:

  1. Make sure your website reflects the personality of your practice.
    The amount of effort a practice puts into a website varies, but from a recruiting standpoint, it’s important to reflect the essence of your practice in terms of modern versus traditional and formal versus casual. A web designer can help you with colors and designs that reflect your firm’s personality as you see it.
  2. Be mobile friendly.
    This is good advice for web strategy in general but can be critical for recruiting. When a candidate is looking for a new job, they are certainly not going to use the office desktop. Their smart phone is likely the place they will conduct their initial searches.
  3. Create a staff page.
    Staff pages are some of the most frequently viewed areas of websites. Many patients like to see the staff before they come into the office. Similarly, many candidates like to familiarize themselves with potential coworkers and their backgrounds. Don’t be afraid to include personal insights such as staff hobbies and interests.
  4. Should your practice have a careers/opportunities page?
    There are different ways to look at including a careers page on your website. On the positive side, it showcases growth and creates a place to share opportunities. On the negative side, you may be inundated with undesirable candidates and left to deal with resumes that you have to acknowledge and process. While an opportunities portal is necessary for high-volume employers (Lowes, Target, etc.), it is often counterproductive for OBGYN practices.
  5. If you have an email newsletter, make it easy to sign up for.
    If a potential candidate is interested in your practice but not ready to make a career move, the newsletter is a great way to keep up with changes and growth in your organization.
  6. Include some community links.
    Consider creating a secondary page that says something like, “Our community makes us smile” and has links to local tourism, chambers of commerce, school systems, activity calendars, media, and attractions. Showcasing your community will show you are a good corporate citizen to your patients and to potential candidates. A sense of place and quality of life is a critical ingredient in getting quality candidates interested in your opportunity.

OBGYN practices have a wide range of views on consumer-facing website sophistication, perceived importance, and priority. Ultimately the success of your organization is the most important validation of your perception. 

At ETS, we know it is important to keep in mind that your patients aren’t the only people looking at your website. If you would like to have one of our professional recruiters review your website in terms of what a candidate might like to see on your website, we’ll be happy to work with your digital team to provide recommendations and thoughts from a recruitment perspective. 


Hiring Master Tip: Don’t Wait Until It’s Too Late Hiring

Hiring Master Tip: Don’t Wait Until It’s Too Late

Nov 3, 2021

As a recruiting firm specializing only in the recruitment of Obstetricians and Gynecologists, we know a thing or two when it comes to growing your OB/GYN practice. In short, w...

Where Are All the OB/GYN’s? Hiring

Where Are All the OB/GYN’s?

Oct 27, 2021

 The market for OB/GYN talent has always been competitive. Several factors have combined to make what was already a tight market even more challenging. These include: Gr...

The One That Got Away Hiring

The One That Got Away

Jun 23, 2021

You thought your staffing issue was solved. You felt you had the right fit, you were confident the job offer was solid, you made the offer, and yet, somehow, they took another...

Are You Ready for What’s Next? Hiring

Are You Ready for What’s Next?

Mar 24, 2021

Everyone is trying to understand what’s coming next in a post-COVID-19 world. While we have no special foresight into the future of the pandemic, we can tell you what we hav...

The Right Questions to Ask When You Meet a Candidate Hiring

The Right Questions to Ask When You Meet a Candidate

Jun 16, 2020

There is a common perception that interviews are about putting the best face forward for both the practice and the potential employee. While it is natural to want to make a go...

Planning Ahead – Hiring for the Future of Your Practice Hiring

Planning Ahead – Hiring for the Future of Your Practice

Apr 22, 2020

With some states in the beginning stages of lifting isolation restrictions and making small, careful steps toward a new normal after the COVID-19 crisis, many of the practice ...

Interview Logistics 101: Putting a Candidate at Ease Hiring

Interview Logistics 101: Putting a Candidate at Ease

Jan 21, 2020

You think you’ve found a candidate who might just be the perfect fit and you’re looking forward to a great interview. However, your candidate could have a flight delay on ...

Ten Great Quotes to Inspire You to Find Your Next Superstar Associate Hiring

Ten Great Quotes to Inspire You to Find Your Next Superstar Associate

Jan 13, 2020

“Hire people who are smarter than you are—whose talents surpass yours—and give them opportunities for growth. It's the smart thing to do and it is a sign of high persona...

New Year. New Hire? Hiring

New Year. New Hire?

Jan 2, 2020

The big ball has dropped. The champagne has popped. The calendar page has turned.  A lot of the planning for 2020 has probably already taken place. Now it’s time to star...

Playing to Win – How to Seal the Deal with a Potential New Hire Hiring

Playing to Win – How to Seal the Deal with a Potential New Hire

Nov 26, 2019

The rest of the corporate America is dealing with what OB/GYN practices have known for years: it's tough to attract and retain top talent. Even when you find a promising candi...