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At VISTA, we’re just as passionate about our work as the clinicians we place. Our job isn’t simply to fill open assignments and keep healthcare facilities staffed with qualified providers — our job is to build relationships and launch or grow careers. We’re there for our candidates and strive to make the process as smooth as possible.

We shared the inside scoop from a healthcare recruiter previously on our blog. Today’s post puts the spotlight on a Recruiter on the Psychiatry team at VISTA.

What’s your favorite part about being a healthcare recruiter?

My favorite part has to be the impact that you make by finding a great facility for a provider. Also, the personal interaction required is great. You get the opportunity to speak to many interesting and highly intelligent people, get to know them and build a relationship and rapport. Some of them become your friends.

What’s the toughest part about being a healthcare recruiter?

No job is easy, but being a recruiter can be tough. At the end of the day, you are their career adviser and the decisions you make can drastically change their future for better or worse.

What’s the most frequently asked question you get from a provider?

Coincidentally, the first question that is frequently asked from a prospect is, “What is the rate?” I always personally make sure the doctors that I work with are compensated adequately and commensurate to industry-standard market rates that align to their level of experience. I never avoid the question and just be honest.

If you had a magic wand and could make one thing known to all job applicants, what would you want them to know or be prepared for?

I would want applicants to come with a reasonable understanding of the credentialing and licensing process. It doesn’t happen overnight and they need to have patience. They also need to ensure they keep on top of their paperwork, because the longer they take to return a needed document, it will appropriately impact their start date.

What is the most common mistake or error you see on resumes?

The most common mistake is when a CV is too long or too short, and also no explanation of gaps between their work experience.

How do you find the right healthcare clinician to match the job opportunity?

Finding the right healthcare clinician to match to the job is about using a thorough process and doing your due diligence. As you’re managing multiple stakeholders, it is important to have a spot-on understanding of the needs of not only the physician but also the facility. Lastly, asking the right questions throughout the process can help ensure you have a good match.

What do you do when you can’t find a position for a provider who is seeking employment?

I collaborate to “reverse market” my provider to the facilities throughout the area he/she wants to be. That means that, even though the facility or facilities do not currently have open assignments, I make sure to highlight the candidate’s strengths to keep them top of mind, if or when a position becomes available.

How do you handle last-minute bumps or hiccups in an assignment?

The work is not done until the provider is confirmed. You need to keep communication lines open with all teams until this is done. It is important to be calm and avoid panicking. We have a team of incredibly smart and dedicated people. Teamwork can solve anything.

How do you gain trust with a candidate that has never worked with you before?

You gain trust by being as personable as you can and avoid being a “typical” or cliché salesperson. Use empathy and put yourself in their shoes. By being empathetic, you can not only understand their list of preferences but truly understand why their preferences are so. At the end of the day, you’re a stranger calling someone and asking for their personal information. Do everything you can from the start to foster a relationship of trust.

What’s the best way to maintain relationships with candidates?

Always keep in touch with candidates and be there for them. Understand that in this immediate relationship, you are providing a service to a candidate and must be a good host of your services. Even when you don’t have the answers on hand, communicate and let them know that you are doing everything you can to service their needs.

How do you “pitch” a candidate to a facility once you believe you have found a good match?

This one isn’t that complicated. You should collaborate with your scheduler (the person or people involved with coordinating assignment details after I’ve identified a match) and ensure the provider’s experience is aligned to what your client is looking for. Since you should already have an established working relationship at this point and you’re familiar with their background, you should have all the information you need to sell him or her.

What are the hallmarks of a "really, really good day" for you?

Happy doctors, happy management, happy you! Just do your best to keep the balance.

What's your favorite success story?

My favorite success story has to be my first-ever placement. I had been trying to get Dr. S to PA Hospital for a long time. She was out of the country for a while, which made it hard to finish her credentialing. The scheduler, credentialing team and I kept at it and finished all the paperwork the night before her start date. It was challenging, but it was a huge win that neither a client or doctor felts the bumps on the road to success.

At VISTA, we’re proud of our countless success stories and the dedicated individuals that make them happen. Have a question for a healthcare recruiter? Comment below or click here. Or check out our job board to start your job search now.