Recruiting to Win Spouse Approval

You think you’ve found the right match for your hospitalist position – the feedback from your interview team overwhelmingly points to one outstanding candidate, and the position seems to meet the prospective employee’s professional and personal goals.

However, there is an important element missing that could derail the entire offer: does the spouse support this job change? One of the most common reasons that candidates will refuse a position is because their spouse is dissatisfied or unsure regarding factors related to the job. In fact, over 60% of offers are rejected specifically because of the spouses’ concerns.

During the evaluation process, be sensitive to personal and professional needs of the candidate’s family, particularly when the position involves relocation.

Beyond salary and incentives, “quality of life” in the community and location are important. Considerations may also include:
Career opportunities for the spouse
Residential areas
Education
Religious institutions
Recreational facilities
Cultural and sporting activities

When recruiting a candidate, assure the spouse that he or she will be an integral part of the interview process. Learn about the spouse’s professional and personal interests, and then prepare an itinerary for the candidate’s family. While you’re under no obligation to find a spouse employment, you could set up courtesy interviews with some potential employers, churches, schools, and real estate offices. By addressing the spouse’s particular needs and desires, you can emphasize key factors of the position that help to engage them and win their acceptance.