HR в медицине: как найти и нанять лучшего врача

Светлана Мейдер, директор по персоналу Центра медицинской реабилитации «Благополучие» (ООО «Благополучие»), поделилась с НаПоправку секретами медицинского HR. Светлана более 15 лет занимается поиском и подбором персонала и точно знает, как найти хорошего доктора.

Центр медицинской реабилитации

Центр медицинской реабилитации «Благополучие» открылся в Ногинском районе Московской области в 2011 году. Центр принимает пациентов старше 18 лет на 2-й и 3-й этап медицинской реабилитации. Постоянно в нем работают более 80 специалистов. В год реабилитацию проходят 850 пациентов, из них 270 – повторно.

Конкурентные преимущества ЦМР «Благополучие»:

  • Центр находится в лесном массиве, на участке площадью 5 га, где есть все необходимое для комфортного пребывания как самих пациентов и их  родственников, так и гостей: спортивная площадка, оборудованные прогулочные дорожки и зоны отдыха.
  • В центре правильно реализована безбарьерная среда: полное отсутствие порогов, противоскользящий пол, в том числе в ванной комнате, поручни, пандусы и широкие проходы.
  • Низкая стоимость курса реабилитации. Мы делаем качественную реабилитацию доступной. 
  •  Мультидисциплинарный подход. С каждым пациентом работает мультидисциплинарная бригада, где каждый специалист отвечает за восстановление утраченных функций.

Здравоохранение как рынок труда

Если мы говорим о подборе врачей, то сейчас рынком труда правят соискатели. Медцентры борются за достойных кандидатов, предлагают разнообразные бонусы. Переговоры могут идти не один месяц. Кандидаты перебирают варианты, думают, взвешивают, советуются с коллегами по цеху.

При подборе медсестер ситуация немного другая: бюджетные учреждения конкурируют с коммерческими, часто в пользу госсектора. Медсестры воспринимают коммерческие клиники как дополнительный источник дохода, предпочтение отдают государственным медучреждениям, потому как они кажутся более надежными.

К тому же последние изменения в системе здравоохранения привели к значительному росту зарплат в бюджетных учреждениях. Теперь коммерческие медцентры вынуждены искать компромиссы: брать совместителей, приглашать на консультативные приемы с почасовой оплатой, создавать иные преимущества.


Кстати, подписывайтесь на наш Telegram-канал «Медицинский маркетинг от НаПоправку» (https://t.me/napopravku_for_clinics).


Выпускники

У выпускников медвузов сейчас точно нет никаких проблем. Да, коммерческие клиники в первую очередь «охотятся» за гуру медицинской отрасли. Они рассчитывают, что на громкое имя пойдут пациенты и прибыль клиники вырастет. Но из-за острого дефицита кадров молодые специалисты тоже востребованы. У них есть все шансы занять начальную позицию и в коммерческой клинике. Было бы желание! 

Для бюджетных учреждений молодые специалисты – это основное решение нехватки кадров. В кулуарах уже ходят слухи о необходимости обязать выпускников отрабатывать минимум 5-6 лет в бюджетном учреждении и только после этого уходить в коммерцию. Думаю, что подобные  меры вполне целесообразны для системы государственного здравоохранения и могут стать реальностью в той или иной степени.

Критерии отбора

Для работы в коммерческой клинике только медицинских знаний и опыта недостаточно. Важны клиенториентированность, умение предлагать услугу, объяснять план лечения, обосновывать выбранную тактику лечения. Имеют значение способность расположить к себе и клинике. Многим соискателям не хватает пациентоориентированности, в этом направлении требуется регулярное обучение и контроль обратной связи.

Времена, когда пациент безоговорочно выполнял назначения доктора, давно прошли. Пациенты пользуются интернетом, читают статьи, спорят. Врачу приходится четко и грамотно аргументировать и отстаивать свою точку зрения, устранять тревожность, чтобы у пациента не возникло желание «погуглить». Для этого нужны выдержка и спокойствие.


Читайте нашу статью о том, как врачу нужно общаться с пациентами.


Сейчас востребован любой доктор, но важное преимущество — универсальность специалиста. Ценятся врачи, у которых кроме основной специальности есть еще одна-две других. Например, врач-хирург + врач УЗИ, врач по ЛФК + врач-физиотерапевт, врач-невролог, имеющий дополнительную квалификацию по рефлексотерапии и/или мануальной терапии и т.д. и т.п

Еще некоторым кандидатам нужно улучшить навыки использования ПК, почему-то медицина сложно осваивает этот прогресс.

Как искать персонал

Основные инструменты поиска персонала

  1. «Сарафанное радио» — рекомендательный рекрутмент.
  2. Кадровый резерв, своя база кандидатов.
  3. Социальные сети. Да, как ни странно, сейчас медицинское сообщество массово вышло в интернет, и HR-ы этим пользуются.
  4. Обмен информацией с коллегами по цеху.
  5. JOB-ресурсы — это дополнительный вариант, когда горят сроки и «очень надо».

Здравоохранение — специфичный рынок труда. Я это поняла буквально сразу, как только оказалась в медицинском бизнесе. Главный инструмент поиска — это «сарафанное радио».

Врачи в первую очередь звонят друзьям-коллегам. Именно по их рекомендациям и советам принимают решение: идти или не идти на собеседование. Поэтому бренд работодателя невероятно важен. Если вы некорректно обошлись с одним врачом, дурная слава уйдет далеко за пределы клиники. Даже если врач или медсестра оказались не пределом ваших мечтаний, расставайтесь с ними грамотно и на позитивной ноте. Так вы сохраните шансы на рекомендацию даже от уволенного специалиста (как минимум, они точно не скажут гадость).

Я всегда начинаю поиск с «сарафанного радио», рассказываю нашим врачам и медсестрам, какие кандидаты нужны. Только после этого приступаю к обработке своей базы соискателей, которую тоже веду очень внимательно, периодически напоминая о себе важным кандидатам.

Этапы отбора зависят от источника. Обычно это первоначальные сведения от рекомендодателя, просмотр резюме, если таковое имеется. Кстати, врачи не любят составлять резюме. Гуру известны и так и не хотят тратить время на «пустую писанину». Поэтому очень аккуратно спрашивайте у соискателя о резюме, особенно если его вам порекомендовали или он известен в своей сфере. 

Если ищу кандидата по базе, то оцениваю резюме и свои заметки, провожу телефонное интервью, чтобы выяснить, есть ли первичная заинтересованность. Затем приглашаю кандидата в «Благополучие».

Мне повезло, я работаю в Центре с благоустроенной территорией в лесном массиве, красивым интерьером и современным оборудованием — в общем, есть чем «очаровать» соискателя. Этот прием помогает, и я его постоянно использую. На работе мы проводим большую часть времени, поэтому обстановка важна и привлекательна.

Далее провожу интервью, первоначальную оценку портрета кандидата, выясняю конкретный опыт и жизненную мотивацию. Если вижу, что кандидат соответствует нашему идеалу или близок к нему, стараюсь пригласить на встречу непосредственного руководителя (доктора). Вместе разбираем небольшой кейс, далее уже идут вопросы в формате «медик-медику».

Head hunting

Head hunting, безусловно, в сфере есть. Недавно главврач реабилитационного центра «Три сестры», одного из наших конкурентов, перешел в Ильинскую больницу. Я своих врачей тоже добывала постепенно. Сначала удалось выманить одного нужного специалиста, через него еще двух врачей. Да, не сразу, но такая у HR работа. Кстати, когда врачи сами приглашают в клинику недостающих специалистов, — это важный показатель доверия к работодателю.

Профдеформация

Профессия, безусловно, накладывает на врачей отпечаток. Это особая каста людей, к которой надо найти подход. Они живут в режиме повышенной ответственности за наши с вами жизни. Врачи часто принимают решения за считанные секунды, и от их решения зависит чья-то жизнь. Это огромный стресс. Эту особенность надо учитывать и при подборе кандидата.

На старте общения рекрутеру стоит запастись терпением и проявить чудеса дипломатии. Если доктор не откликался на вакансию сам, свяжитесь с ним, очень осторожно уточните, готов ли он к обсуждению вакансии сейчас. У врача может быть тяжелый день, дотошный пациент или срочная документация. Если кандидат наотрез отказывается с вами разговаривать, не настаивайте. Пожелайте хорошего дня и попросите разрешения перезвонить завтра или через несколько дней.

Если доктора вам порекомендовали, обязательно упомяните это в беседе: «Мне вас порекомендовали как высококлассного специалиста в области…». Затем скажите, что вы хотели бы познакомиться лично и рассказать об актуальных вакансиях.

Новичку может показаться, что доктора черствы к чужому горю. Это иллюзия. Им-то как раз это горе небезразлично, поэтому они и пришли в эту профессию. Наружная черствость — это только защита. На самом деле врачи как никто нуждаются в похвале, признании заслуг. Это очень ранимые и тонко чувствующие люди. Часто самый простой способ достучаться до их сердца — это грамота, знак отличия, всеобщая похвала, положительный отзыв.

Ошибки

У новичков в HR распространенная ошибка — это формат общения на равных. Из-за нее врачи либо не приходят на собеседование, либо уходят с него безвозвратно. Если вы не медик, не стоит занимать равную с врачом позицию. Поверьте: встав изначально на ступень ниже, в будущем вы вырастете в глазах своих медицинских работников. Постепенно они начнут прислушиваться к вашему мнению. Вы сможете не то чтобы влиять на них, но корректировать их поведение в нужном русле. Всегда уважайте их опыт и знания, годы, отданные образованию, цените их самоотверженность и верность традициям.

Публичность

Будет ли публичность доктора преимуществом при устройстве на работу? Зависит от специальности врача.  Для пластического хирурга блог в Instagram — неплохой плюс при трудоустройстве. Если же речь идет об урологе, то достаточно отзывов на агрегаторах и отзовиках. Кстати, при просмотре отзывов, оцениваю в первую очередь именно плохие отзывы и пытаюсь понять, что больше всего расстроило в приеме доктора, насколько критичны претензии, оцениваю эмоциональный окрас и делаю выводы.

Текучка кадров

В госклиниках врачи часто работают чуть ли не до пенсии, да и после нее остаются. В коммерческой клинике «срок жизни врача» зависит от политики компании. Если она резко не меняется, то есть все шансы на долгие годы. Если же клинику штормит, бросает из одного направления развития в другое, то и «срок жизни» специалистов этой клиники можно оценивать по этим поворотам. Медики — по сути своей консерваторы и принимают только доказанные и обоснованные изменения.


Читайте нашу статью о том, как потерять медцентр и начать все заново.


Мотивация

Главная мотивация врачей — это профессиональный интерес. Из-за жизненных обстоятельств врач может пойти в менее интересное для себя место, где больше платят. Но как только ситуация стабилизируется, сразу же уйдет туда, где есть прогресс, современные методики, новое оборудование, возможность во все это окунуться и т.д. и т.п. Например, вы можете заманить к себе оперирующего хирурга на консультативные приемы в клинику без операционной, но только на совместительство, либо пока он не дождался «своего места» в каком-либо привлекательном для него операционном отделении, не более.

Хорошего доктора можно удержать хорошим отношением, благоприятной атмосферой в коллективе, уважением, похвалой и, конечно же, интересной работой и профессиональным развитием!

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 Записать больше пациентов в сезон

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Каналы трафика, о которых забывают клиники.

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 Маркетинг клиники на жителей района

Маркетинг клиники на жителей района

Как сделать клинику самой узнаваемой в районе.

Приветствую! Опубликуйте материал о своём опыте в медицинском маркетинге в нашем Блоге. Для этого напишите мне на k.magomedshafieva@napopravku.ru

233 Comments

  1. Статья, вроде, вышла 30.04.2020 , но уже потеряла актуальность (видимо писалась до начала коронакризиса): с конца марта на рынок начало выходить множество кандидатов разной квалификации.
    В медицинских центрах – практически нет пациентов. Учитывая стремительно падающие доходы населения, отказ от ДМС, сокращения – дальше будет только хуже (в плане наполняемости) клиник и необходимости в врачах.
    Сейчас будет рынок работодателя (правда их немного, по всей видимости, останется).

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