Tip Three: Screening Candidates to Ensure the Best Fit

Screening a hospitalist candidate goes beyond reviewing a resume and performing the necessary background and reference checks. It is also important to consider whether the candidate is a good "fit" for your organization. For example, does he or she share the majority of the organization's work styles, philosophies and goals?

When assessing whether a candidate is a good fit, first you must candidly consider the style of your department and organization. Address questions such as:

• Does the organization value individual performance or team play?
  
• Is the organization's style loose or structured with regard to schedules, coverage, etc.?
  
• How social is the department and organization?
  
• Does the position entail taking risks or it more suited to a cautious hospitalist?
  
• How much value does the organization place on saving money and improving the bottom line?

Next, develop a checklist of all of the qualities you are seeking in a hospitalist. Begin by addressing the following questions:

• Do you need a team player or an independent performer?
  
• Do you want a physician who will stay for 20 years or for five?
  
• Are community involvement and civic contributions important?
  
• What does the candidate's background tell you about his or her ability to fit in with your organization?

While there is no fail-safe method for assessing candidates, a careful appraisal of your organization coupled with a detailed exploration of a candidate’s personal and professional goals will help you better determine if he or she is a good match.