1 NORTH COUNTRY HOSPITAL PHYSICIAN RECRUITMENT

2 Multi-tactic Approach Retained Search Contingency Search Advertising Job Posting on web sites CV mining Temp-to-Perm Mailings Resident rotations Job fairs Physician contacts

3 WHICH IS THE BEST SOURCE? RETAINED SEARCH (1) CONTINGENCY SEARCH (3) PHYSICIAN CONTACTS (1) EMPLOYEE REFERAL (2) TEMP TO PERM (1) RESIDENCY ROTATION (1) Bi-STATE REFERAL (1)

4 What We Offer Base Compensation – MGMA median Incentive Compensation – RVU based Loan Repayment guarantee for 6 years Relocation payment Comprehensive Benefit Package CME funding Updated facilities and equipment Hospitalist program

5 What Do Candidates Want? A job that matches their career interests Competent, collegial co-workers Reasonable call schedule A location that matches their lifestyle Job opportunities for their spouse Good schools for their children Loan repayment

6 What are the Challenges? Supply & Demand  First year MD enrollment per 100,000 population has declined since 1980  U.S. census data shows a 33% population increase since 1980 to 303 million in 2007  The number of elderly will double by 2030 Outpatient Only Spouse career needs We have high standards (we have and continue to reject candidates)

7 How Do We Screen For Fit? It starts at the pre-screening stage We look for connections to VT or New England We are “positively” honest The site visits always include the spouse and often the family A social event that includes colleagues and families

8 OUR RECRUITMENT TEAM CEO – On-site interview team. Extends offer. Chief Medical Officer – On-site interview team. Designated physician from the practice or department. Pre-screen, on-site interview team, hosts social event Practice/Department physicians and key staff. On-site interview team, social event

9 OUR RECRUITMENT TEAM Director of Development – Conducts community tour Local real estate agents – Conducts real estate tour

10