User login
When recruiting top personnel to a hospital, it's crucial to gain the approval of the candidate's spouse and family, according to an online survey conducted by the executive search and consulting firm MillicanSolutions.
The survey, which included responses from 36 academic medical centers in the United States and Canada, showed that although work environment and salary were the top challenges in retaining faculty members, the concerns of family members and spouses were the most important elements in the recruiting process. The survey was conducted in collaboration with the Association of Administrators in Academic Pediatrics.
More than a third of the respondents ranked family and spouse concerns as the greatest challenge in recruiting faculty. About 21% cited salary and benefits, and only 10% of academic medical centers said that work environment was a major factor. Similarly, family and spouse concerns were the top reasons cited by candidates in rejecting a job offer. Family matters also topped the reasons for resignation in the survey.
Hospital executives should pay attention to this trend and bring families into the interview process early, said Wesley D. Millican, CEO of MillicanSolutions. Typically, spouses and family members don't visit the facility until the second interview. Hospitals can save time and money by involving families right away and finding out what they want, which may have more to do with sports and music opportunities for children than with salary and advancement opportunities, Mr. Millican said.
When recruiting top personnel to a hospital, it's crucial to gain the approval of the candidate's spouse and family, according to an online survey conducted by the executive search and consulting firm MillicanSolutions.
The survey, which included responses from 36 academic medical centers in the United States and Canada, showed that although work environment and salary were the top challenges in retaining faculty members, the concerns of family members and spouses were the most important elements in the recruiting process. The survey was conducted in collaboration with the Association of Administrators in Academic Pediatrics.
More than a third of the respondents ranked family and spouse concerns as the greatest challenge in recruiting faculty. About 21% cited salary and benefits, and only 10% of academic medical centers said that work environment was a major factor. Similarly, family and spouse concerns were the top reasons cited by candidates in rejecting a job offer. Family matters also topped the reasons for resignation in the survey.
Hospital executives should pay attention to this trend and bring families into the interview process early, said Wesley D. Millican, CEO of MillicanSolutions. Typically, spouses and family members don't visit the facility until the second interview. Hospitals can save time and money by involving families right away and finding out what they want, which may have more to do with sports and music opportunities for children than with salary and advancement opportunities, Mr. Millican said.
When recruiting top personnel to a hospital, it's crucial to gain the approval of the candidate's spouse and family, according to an online survey conducted by the executive search and consulting firm MillicanSolutions.
The survey, which included responses from 36 academic medical centers in the United States and Canada, showed that although work environment and salary were the top challenges in retaining faculty members, the concerns of family members and spouses were the most important elements in the recruiting process. The survey was conducted in collaboration with the Association of Administrators in Academic Pediatrics.
More than a third of the respondents ranked family and spouse concerns as the greatest challenge in recruiting faculty. About 21% cited salary and benefits, and only 10% of academic medical centers said that work environment was a major factor. Similarly, family and spouse concerns were the top reasons cited by candidates in rejecting a job offer. Family matters also topped the reasons for resignation in the survey.
Hospital executives should pay attention to this trend and bring families into the interview process early, said Wesley D. Millican, CEO of MillicanSolutions. Typically, spouses and family members don't visit the facility until the second interview. Hospitals can save time and money by involving families right away and finding out what they want, which may have more to do with sports and music opportunities for children than with salary and advancement opportunities, Mr. Millican said.