Have you entertained the idea but stopped short of making it a reality because the process seems daunting and risky? You’re not alone.

Selecting the “right” provider to join your practice is a mission-critical decision, often making it equal parts exciting and stressful. Ensuring the success of a new provider is essential to the long-term viability of your practice operation. Yes, finding the “right” fit is THAT important. With well-planned execution, the new addition can be a dream-come-true for your practice. Poorly planned however, what started out as a promising expansion of your practice can quickly turn into a nightmare. The difference-maker lies in how well your provider selection and onboarding process goes.

Provider Selection

All too often we see physicians enter into employment agreements that are not the right fit for their practice or the provider recruit. One can argue that this is a primary reason physician “divorce rates” are high nationwide, and possibly even higher in California. Rising turnover coupled with physician shortages projected over the next 10 years mean that recruitment of the “right provider” for your group will become increasingly more difficult.

It is essential for practices to view recruitment decisions as long-term investments and not short-term fixes to the stressors of being overworked, fielding patient complaints about accessibility, or seeking “quick” revenue growth.

Let Zymeda help put those worries to rest by acting as your practice concierge. Our team has developed a strategic approach to assist physician practices and their office staff with every integral step of the provider selection and onboarding process.

 From beginning to end, we can help with identifying and interviewing qualified candidates, contract negotiation, and finally to orientation and onboarding.

First, we help practices identify the steps they must specifically take to make provider recruitment a successful long-term investment for the practice and your patients, including:

  • How industry issues and trends may play a role in impacting your recruitment specifically
  • When you should consider using a recruitment firm to aid in the provider selection search for your practice
  • The various scenarios in which it may make sense to partner with a hospital to recruit a new provider
  • Financial projections and forecasting the impact that a new provider should have on the practice
  • What you need to know prior to the initial interview based on your specific practice needs, goals and value proposition in the marketplace
  • Coordination of the interview process from start to finish using video web conferencing technology for out-of-town candidates
  • Coordination of on-site interview for candidates
  • Questions to consider throughout the interview process, tailored specifically to the candidate you’re interviewing
  • Systematic steps for evaluating and selecting the right provider candidate for your practice

Provider Onboarding

Of course, selecting the right provider to bring into your practice is really only half the battle. We’ve seen many practices breathe a sigh of relief at this point and then go back to business as usual, assuming the new provider just automatically “knows” what to do. Not only is such an assumption (no matter the line of work you’re in) rarely true, it can lead to disaster. Every new practice team member needs help acclimating to their new environment and what’s more, those practices that do this onboarding thing right, have a greater chance of success and longer-term provider commitment in the future.

After we’ve helped you complete the provider selection process, you can think of Zymeda as the Welcome Wagon to make them feel at home. From assistance with the legal and human resource brass tacks to deliver a sound contract to your new provider, to helping get them credentialed and oriented to the hospitals they’ll be on staff at, we’ll apply our diligence in the selection process to also cover the very important provider onboarding process:

  • Draft legally-vetted formal employment offers and letters of intent
  • Assistance with developing a sound and competitive salary and benefits package offer
  • Coordinate and oversee credentialing of new provider between hospital(s) and payors and the practice
  • Provide insight and analysis of income guarantees for newly selected providers
  • Development of “Welcome Kit” including business cards, lab coat and prescription pads for the new provider
  • Recommendations on strategic and cost-effective marketing and advertising endeavors to help “get the word out” about new providers to the practice
  • Establishment of performance targets for new provider such that practice leadership can track productivity and forecast for future practice needs.

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