51 minutes | Nov 24th 2016

MediStrategy with Kip Piper Ep 08 - Gil Carrara, MD on Physician Recruiting

MediStrategy with Kip Piper Episode 08 - Recruiting Top Physician Talent: Interview with Gil Carrara, MD, Leading Health Care Executive Recruiter This episode offers valuable insight into recruiting physicians for leadership, management, clinical, and scientific roles. Today's competitive policy landscape has fundamentally changed physician recruiting. Industry leader Dr. Gil Carrara discusses the changes in health care recruiting, and what health care organizations need to know to identify, recruit, and retain top physician talent. He offers tips for aspiring executives and physician leaders who want to position themselves for advancement. Topics covered also include how the new public rating systems for physicians, hospitals, and other providers is changing the industry and how “people analytics” are transforming recruitment, hiring, assessment, and retention practices. Understanding new developments in physician recruiting and retention is critically important to health insurers, hospitals and health systems, integrated delivery systems, accountable care organizations, life sciences companies, multi-physician practices, and government health agencies - as well as physicians seeking leadership and management roles in the healthcare industry. Subscribe in iTunes | Stitcher | SoundCloud | Libsyn | RSS Feed Takeaways: Health care organizations can do better to recruit top talent. Organizations need to understand that: ● Competition for top physician talent is fierce. ● Candidates are very aware of the marketplace and their value in that marketplace. ● Organizations need to articulate their organizational culture and share that with candidates. ● Candidates want to know about opportunities for career advancement within the organization. ● The process doesn’t stop with hiring — organizations must maintain sustained contact with the new hire. Recruitment and hiring practices in the health care industry are changing dramatically. In the past, hires hinged on the size of someone’s CV, the institutions they’d worked with, the universities they graduated from, or how well the candidate interviewed. Core competencies, and the means to accurately assess those competencies, are the future of successful recruitment. The new star rating systems (publicly rating health plans, hospitals, and physicians on their performance) is an industry game changer and will change how hospitals, health systems, health plans, and others operate and what they need in physician leaders. There are exciting new tools more effectively identify and screen top talent, like people analytics. ● People analytics herald a sea change in how human resource departments make hiring decisions. ● The approach gives more effective, unbiased assessments of candidates. ● It can help bring more diversity to the workplace, short-circuiting the tendency of hiring managers to hire people just like them. Innovations in the health care industry are changing the kind of leadership and management that organizations need. Big changes in the health care industry include: ● CRISPR, or gene editing, allows researchers to cut out faulty, damaged, or disease-causing pieces of DNA, replacing them with healthy pieces. This technology will potentially revolutionize how we treat diseases. ● Big data, or new ways of understanding the data we’ve already collected, will change the face of the industry. ● Consumer health care, including wearables, is pushing health care back towards the patient. There will be dramatic changes as healthcare is put back into the individual’s hands. How aspiring health care executives and physician leaders can better position themselves for career advancement. ● Educate yourself on the marketplace. Talk to other people, network, and learn about different companies and their cultures. ● Manage expectations: there are pluses and minuses to every opportunity. ● Work on your teaming skills. In healthcare institutions and life science companies, you work in teams.  ● Demonstrate true management ability. Many physicians feel that they have management skills by leading residents, but that's not the same thing. ● Know how to interview, how to ask insightful questions and effectively answer questions. ● Develop your own personal brand, hold fast to it, and communicate that brand to hiring individuals. ● Know the value that you will be bringing to that particular organization—that’s part of your brand. About Gil Carrara, MD Gilbert J. Carrara Jr., MD conducts senior-level searches for a broad spectrum of life sciences companies in the pharmaceutical, biotechnology, consumer healthcare, and health information arenas, as well as large managed care organizations and major academic medical centers. Gil is a partner at Battalia Winston, consistently ranked as one of the top fifteen executive search firms. Connect with Dr. Gil Carrara: Battalia Winston Website @battaliawinston | Twitter About Kip Piper, MA, FACHE A top authority on Medicare, Medicaid, and the health reform, Kip Piper is a prominent consultant, speaker, and author. He advises major health care organizations on business, policy, finance, and communications. As a skilled business and policy strategist, Kip has advised top health care companies in the U.S. and Europe, Fortune 100 employers, state health agencies, federal officials, governors, members of Congress, foundations, and foreign leaders. Kip is president of the Health Results Group, LLC, a strategy consultancy, and CEO of Medonomics, Inc., a health policy research organization.   Connect with Kip Piper: Kip Piper Website @KipPiper | Twitter Piper Report Blog Kip Piper | LinkedIn
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