When two qualified candidates appear to have the same set of skills and experience, recruiters need to dig a little deeper to determine who is right for the job. Here are a few tips on how to decide between equally qualified physician candidates.
Look at the long term
The medical industry changes fast, especially the technological advancements and new treatment options. When two candidates are equally qualified for a position, the recruiter may consider assessing which is better suited to the organization's long-term goals. For instance, if one candidate has shown the ability to adapt quickly to new technologies and processes, they may be the better fit for a progressive healthcare organization.
In fact, a recent survey from Michael Page showed that 71 percent of recruiters say adaptability is the most valuable skill for a candidate to possess. Considering how different the medical technology landscape looks compared to just a few years ago, it's clear why this sentiment applies to the healthcare field.
Assess cultural alignment
If two candidates appear the same on paper, recruiters should try to identify who would align better with the culture of the hiring organization. Culture is simply the values and practices set in place by the organization's leaders. If no definition currently exists, recruiters should work with the organization's hiring authorities to define the culture.
Throughout the interview process, recruiters should get some idea of how each candidate will fit in with the organization's current staff. However, employee culture is often impacted by the surrounding community. Think about the type of patients who typically visit the organization and consider their backgrounds. Which candidate would easily develop a rapport with members of this community?
In this regard, soft skills such as interpersonal communication and emotional intelligence impact how the candidates will interact with patients, administrators and other clinicians. If you're stuck deciding between two candidates with similar technical skills, an assessment of their soft skills may help you determine which would be the better hire.
Speak with references
Professional references can give you insight on the value a candidate brought to their previous organization. For instance, recruiters could ask about how each candidate dealt with conflict in the past to determine who would be a better fit. Likewise, asking references to quantify the physician candidate's value will add weight to their opinion.
For more information on how to find qualified medical professionals for your next search, visit myHealthtalent.com today. When two qualified candidates appear to have the same set of skills and experience, recruiters need to dig a little deeper to determine who is right for the job.