Hiring the Right Gynaecologist for Your Practice
A chat about expanding and building your healthcare team
So, you’ve reached that point in your gynaecology practice where the patient load is piling up, and the thought of expanding your team keeps crossing your mind. It’s exciting, isn’t it?
But let’s be real—hiring a new gynaecologist is and building a full healthcare team is not easy. Get it right, and you’re set for growth. Get it wrong, and, well… let’s just say nobody wants to know what happens in that nightmare.
Let’s talk about what you, need to know before you welcome another doctor into your fold.
Why Does Hiring Feel Like a Gamble?
Let’s say, you’ve just onboarded a bright, talented gynaecologist. Their CV sparkled, and they aced the interview, but three months in, you’re wondering if you missed a glaring red flag. Maybe their bedside manner is a little too brisk for your patient base. Or they’re not as tech-savvy as they claimed. This happens more often than we’d like to admit.
In a country like India, where gynaecology patients often bring their entire family to appointments, cultural sensitivity and empathy are non-negotiable. It’s not just about degrees; it’s about the human touch.
Before You Post That Job Ad, Ask Yourself This
What do you really need?
Are you looking for someone to share the load of routine check-ups and deliveries? Or do you want to diversify your services—maybe bring in someone who’s brilliant at high-risk pregnancies or infertility treatments? The clearer you are about your needs, the better your chances of finding the right person.
And let’s not forget the practical stuff. Do you have the infrastructure to support a new specialty? There’s no point hiring a laparoscopic genius if you don’t have the right equipment—or the budget to invest in it.
Qualifications Are Great, But Personality Is Everything
Here’s a fun statistic: Nearly 75% of hiring failures in healthcare are due to personality mismatches, not a lack of skills. Shocking, right? A gynaecologist might have a gold-standard degree, but if they can’t communicate with your patients (or clash with your staff), you’ll be in for some long days.
I once heard of a practice that hired a brilliant gynaecologist from a top-tier metro hospital. He was sharp, skilled, and came highly recommended. But here’s the kicker—he didn’t speak the local language. Patients started avoiding him, and the practice lost valuable goodwill. Lesson learned: technical skills are just one piece of the puzzle.
Work Culture
Now, let’s talk about the elephant in the room: work-life balance. If you’re hiring someone fresh out of med school, don’t expect them to pull the same long hours you did back in the day. Times have changed, and younger doctors value balance more than ever.
I once met a clinic owner who complained about how her younger hires wouldn’t take on late-night deliveries. But when she dug deeper, she realized they were burnt out from overpacked schedules. She eventually started offering rotational shifts and mandatory off days—and guess what? Her retention rates shot up.
Money Talks, But So Do Perks
Compensation is important, but it’s not always about throwing money at the problem. Think about what else you can offer:
Flexible schedules
Opportunities to attend conferences or training sessions
A mentorship program (you’d be surprised how many young doctors crave guidance)
And don’t forget to structure pay in a way that makes sense for both parties. If the new doctor doesn’t have an established patient base, a fixed salary with a gradual shift to revenue-based incentives can work wonders.
Involve Your Team (Yes, Even Your Receptionist)
Your staff—whether it’s the receptionist, nurses, or even your accountant—know the practice inside out. They’ve seen what works and what doesn’t. Get their input on what kind of person would fit well.
I remember hearing about a practice where the staff was asked to help shortlist candidates. One nurse pointed out that a candidate’s previous experience in a busy clinic would make her a perfect fit for their fast-paced practice. That doctor ended up becoming a star hire.
Patients Will Tell You What You’re Missing
Patients are your best (and sometimes harshest) critics. If you’re hearing complaints like, “We wish you offered infertility counseling,” or “Why can’t we schedule evening appointments?”—that’s a sign. Maybe it’s time to hire someone with a specific specialty or someone who’s open to flexible hours.
Take your time, think beyond qualifications, and trust your instincts.
And remember, even if you don’t find “The One” right away, every interview is a learning experience. As they say, good things come to those who wait—and to those who prepare.
Good luck with your hiring journey, and here’s to finding a colleague who’s as passionate about gynaecology as you are! ✨
P.S. Have a question or need specific resources? Write to us at publications@mayflowerhospital.com. We always love hearing from our readers.
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