PARTNERSHIP FOR SUCCESS
- We strive to understand your Needs, Wants, Vision, and Plans
- We will work with you to formalize a Recruitment Blueprint for Success
- We work the market to identify and attract the most qualified candidates
- We focus on vetting the candidate and their family to guarantee the candidate is a good fit
- We shepherd the interview and decision-making process
Our 9 Step Process
Your recruiter at J.D. Hawkins & Associates follows a 9 Step Process to complete our commitment to success. Highlights of this process include:
- Community and Practice Assessment Profile
We gather precise information to efficiently match the right provider to your practice and community. We understand all the “pros and cons” of the search so that we can present appropriately.
- Candidate Evaluation
When evaluating a candidate, we will review their past professional experience, their motivation for making a change, their current patient volume, and what they are looking for in a new practice. We will also spend time reviewing their financial needs as well as their personal preferences and requirements regarding a community (i.e. special needs school, etc.), recreational interests / hobbies, house of worship, etc. We provide a preliminary Background Check, which includes an initial screening of credentials, DEA licensure, legal ramifications, bankruptcy, etc.
- Personal Interview
We gather precise information to efficiently match the right provider to your practice and community. We understand all the “pros and cons” of the search so that we can present appropriately.
The Open Window of Interest
The Psychology of Decision Making
Within 7 days after the interview, candidate interest starts to decline.
- We will assist with communication speed and effectiveness. Since timing is crucial and the clock is ticking, we need to secure the candidate before their interest level declines.
- You will need to have a prepared Employment Agreement.
- Analysis of Interest: We will contact you and the candidate no later than 48 hours after the On-Site Interview to gauge both parties’ interests and answer additional questions.
- A Letter of Agreement should be sent to the candidate within than 48 hours if both parties agree to move forward. Ideally, the candidate leaving with an offer in hand is now considered today’s best practice.
