3 Steps to Evaluating Your Physician Onboarding Program
With the prime onboarding season behind us, hopefully, you and your teams (even with an influx of interviews & on-sites) have been able to pause for a moment, breathe, and maybe even take a few days away to reset. As we prepare to wrap up another year, it’s a great time to reflect on key areas like physician onboarding. Understanding that reflection, progress, and planning in general can be a little overwhelming, here are a few easy steps to help you start evaluating your physician onboarding program.
1. Feedback
Internally, start by asking yourself what went well and what didn’t.
It sounds simple, but at the end of an onboarding marathon, many teams forget to ask this question or avoid it altogether, nervous of what the response might be. Make 2 columns, then put a time limit of 10 minutes on this exercise. Ask your team and others who participate in the onboarding process to do the same.
From an external perspective, how did your newly onboarded providers rate their onboarding experience? If you aren’t getting their feedback, consider creating a simple survey or 2 to implement next year. Make sure that you’re asking questions that are clear, concise, and actionable. If you are already getting provider feedback-look for trends. Don’t be afraid to reach out to get specifics around how you can improve the process to better meet or exceed their expectations. Many providers are happy to provide feedback for process improvement to better support them and their future colleagues.
2. Focus
After brainstorming and collecting feedback, determine 3 areas of focus that would create the biggest impact for everyone involved.
Is internal or external communication a barrier? Do you have a good tracking system, a single source of truth? Or maybe you have the basics, but now it’s time to build out the postboarding, mentorship, retention, or even offboarding portion of your process.
3. Finalize
Once you have your 3 areas of opportunity defined, it’s time to plan next steps.
Since onboarding is a team sport, make sure to involve all key stakeholders in communications to create a shared vision. This is the perfect time to let your inner storyteller out, outline the “why” and the impact (financial, time, engagement, etc.) that changes could have system-wide.
Next, set a timeline for planning, follow-up discussions, and implementation.
Lastly, if there were additional items shared during your focus/feedback session(s) that didn’t make it into the top 3 this time, save them to your calendar to revisit in 3-6 months.
As we all know, a lot has changed over the last 24 months. Make sure that your physician recruitment, hiring, and onboarding practices are ready to help you attract and retain the best.
Overwhelmed, not sure where to start when evaluating your physician onboarding program. We’re here to help!
Demo — Physician Onboarding
An Inside Look at Marketware’s Onboarding Platform
Our healthcare-specific recruitment and onboarding platforms are designed by industry professionals to streamline your hiring process, helping you source, qualify, and retain the best providers with ease. Interested in learning more about how Marketware’s Recruit Platform can help?
Tool Kit — Physician Onboarding
Physician Onboarding Plan
This toolkit provides essential templates and guides to ensure a smooth transition for new providers, from their first 100 days to full integration within your organization. Inside, you’ll find structured assessment plans, onboarding checklists, referral development tools, and communication strategies — everything you need to support and retain top medical talent.
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