1. Sometimes it’s more about opportunity than income. A lot of pathologists that we have chatted with lately are more concerned about finding a group that is stable, has strong leadership, values their pathologists’ non-diagnostic skill sets (leadership, business, research, etc.), and are interested in opportunities that provide them a better work/life balance versus getting a big pay raise. Also, a lot of pathologists are looking for groups where everyone works together to help each other and a group that is properly staffed. 2. Interviews are as much about the client interviewing the candidate as the candidate interviewing the client. To ensure a smooth and positive interview experience for candidates, hiring managers need to prep their interview panel on topics of conversations that are and are not appropriate during interviews. You want to make sure no one on the interview panel is spilling out company issues to the candidates. That is hard for both the client and recruiter to recover from. This can be better controlled by prepping the interview team and limiting who is involved in the interview process. 3. Have a “scorecard” made so that everyone is evaluating the candidate on the same, most important criteria. This goes together with the previous point. A scorecard allows each interviewer to stay on topic and accurately evaluate the candidate on the criteria relevant to the position they are interviewing for and effectively assess their skill sets. Additionally, it helps the hiring manager to receive feedback from each interviewer in a quick, more organized manner. 4. Timely responses and feedback from hiring managers is important. Good candidates do not stay around for long. It is vital to express interest quickly in the candidates that you would like to pursue since many of them are interviewing with other groups and some have offers in hand. It is also important for hiring managers to provide the recruiter feedback on the candidates they are not interested in; by letting the recruiter know why and what they do not like about candidates, the recruiter is able to shift their focus to candidates that are a better fit. 5. Recruiters need to have contact with the hiring manager. HR’s responsibilities stem well outside of vetting candidates for positions whereas a recruiter’s focus is filling your position. This allows recruiters to understand the pathology industry on a more in-depth scale. If recruiters can work directly with the hiring manager, they are able to ask the more in-depth questions such as case volume, case breakdown, etc. while also offering the hiring manager insight into what the industry is like for the type of pathologist they are looking for.