Survey Reveals Costly Disconnect Between Physicians and Hospitals About Retirement

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MGMA19 | The Annual Conference

New Orleans Ernest N. Morial Convention Center

Booth 1427

 

ATLANTA and NEW ORLEANS ― (Oct. 14, 2019) — While physicians often feel it’s their responsibility to initiate a conversation about retirement plans with hospitals, many of them think much less notice is necessary than hospital administrators would find ideal. In a new survey from Jackson Physician Search, a firm specializing in the permanent recruitment of physicians and advanced practice providers to hospitals and other healthcare providers, many physicians felt that less than six months of notice was reasonable, despite hospital administrators preferring a one to three year notice period.

 

This week, during the Medical Group Management Association (MGMA) Annual Conference in New Orleans, Jackson Physician Search President Tony Stajduhar will share key findings from the company’s newly released study, “The Realities of Physician Retirement: A Survey of Physicians and Healthcare Administrators.”

 

“Given that a hospital can easily lose $150,000 per month if a specialist leaves and a search for a medical or surgical specialist can take anywhere from five to 10 months, the stakes are high with this disconnect between physicians and administrators about notices of retirement,” said Stajduhar. “The findings in our study highlight the importance of creating the right culture and processes around physician retirement, including effective transition processes and ongoing recruiting efforts, to avoid the downside of a vacancy or understaffing situation.”

 

The survey, which was conducted in August of 2019, included responses from 567 doctors across a range of specialties and 100 administrators from throughout the country. Among the key findings:

 

  • Physicians feel it’s their responsibility to initiate the retirement conversation, but they are less comfortable doing so than administrators. A large majority of physicians (80 percent) said it’s their responsibility to broach the subject compared with 37 percent of administrators, yet less of them (52 percent) are comfortable discussing retirement plans than administrators (74 percent).

 

  • Physicians and administrators have vastly different opinions on what the ideal notice period is for a retirement timeline. Almost 50 percent of administrators indicated the ideal notice was one to three years, while 40 percent of physicians felt six months or less was sufficient. Further, 34 percent of physicians said they weren’t required to give any notice of retirement, while 81 percent of administrators said they were required to give more than three months.

 

  • Physicians’ drivers for retirement include lifestyle, financial stability, burnout and frustration with the current state of medicine. While physicians cited lifestyle issues (44 percent) as the most important reason driving their retirement decision, followed by financial stability (23 percent), comments from nearly 20 percent noted burnout and frustration with the current state of medicine and decreased focus on patient care.

 

  • Administrators assume that many physicians will fully retire, but a number of them plan to work elsewhere. Almost 40 percent of administrators named full retirement as a top retirement transition method at their organization. However, the study indicated that just 17 percent of physicians were planning to do so. In contrast, 28 percent of doctors said they will work part or full time somewhere else.

These and other findings in the Jackson Physician Search research are significant. By 2020, one in three physicians will be over age 65 and approaching retirement. That, coupled with the fact that recruiting an experienced, culturally-aligned physician can be a timely and complicated process for hospital administrators, adds to the complexity.

 

“Although there is hesitancy about initiating a conversation about retirement, it is clear that both administrators and physicians feel that it’s a beneficial discussion for both parties,” added Stajduhar. “Differences remain on length of notice and whose responsibility it is to bring up retirement, but when handled respectfully and conducted in a non-discriminatory way, both parties can find the ideal way to approach retirement transitions through proper planning and processes.”

 

The complete report on the survey results is available here: https://www.jacksonphysiciansearch.com/white-paper-the-realities-of-physician-retirement-a-survey-of-physicians-and-healthcare-administrators/

 

Jackson Physician Search

Jackson Physician Search is an established industry leader in physician recruitment and pioneered the recruitment methodologies standard in the industry today. The firm specializes in the permanent recruitment of physicians and advanced practice providers for hospitals, health systems, academic medical centers and medical groups across the United States. Headquartered in Alpharetta, Ga., the company is recognized for its track record of results built on client trust and transparency of processes and fees. Jackson Physician Search is part of the Jackson Healthcare® family of companies. For more information, visit www.jacksonphysiciansearch.com.

 

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Media Contact:                                                                                                

Jan Sisko

Carabiner Communications

jsisko@carabinercomms.com

(678) 461-7438

Let Branded Recruitment Work for You

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Has your healthcare organization developed a brand that is recognizable to local consumers and gives them a glimpse into your values and culture?  If not, you may be missing out on consumers who would choose your facility for their healthcare needs, as well as physicians you are trying to recruit.  It is critical that you use your brand throughout your recruitment process, but remember that it’s more than just a logo and tagline. Rather, it represents an embodiment of your staff, your values, and the type and quality of care you provide to your patients.

As important as branding is for your organization, overall, it is just as important in attracting the right physicians to join your team.  Physicians today are much more likely to join organizations that they perceive to share similar culture and values. Jackson Physician Search understands the importance of branding and offers branded physician recruitment.  Branded recruitment is a level of partnership with a recruitment agency that goes to the next level. A recruitment agency’s resources and expertise are combined with the branding of the organization. Job postings and emails have the logo of the organization and include more detail about the opportunity.

How Branded Recruitment Works for You

Whether you are an administrator at a rural FQHC or a multi-facility health system, branded recruitment offers you an opportunity to expand and improve your recruitment process.  A smaller facility or health system may not have the resources to run a national recruitment campaign.  In many instances, those who are doing the recruiting are already wearing multiple hats. Finding a trusted physician recruitment partner who can manage a branded search for your vacancy immediately adds experienced resources to your search effort.  And, in the case of a large health system with an established team of recruiters, today’s hiring landscape is probably stretching them to capacity.  Large systems can utilize their recruitment partner for specific searches, for example, the primary care and internal medicine vacancies, while the in-house team focuses on all of the specialties.  Both of these scenarios creates a win-win situation because, with branded recruitment, the physicians only see your facility name and brand.  Let’s look at other ways a branded recruitment strategy can work for you.

  • Using a branded recruitment strategy with a trusted, experienced recruitment partner immediately provides you with reach and access to hundreds of passive and active physician applicants. Because candidates are more familiar with local healthcare organizations and the fact that AAMC reports physicians often stay in state, it pays to use your own brand. For example, AAMC reports that physicians in Georgia remain in the state at a rate of 49.8% and 62.1% in Texas.
  • Digital branding of your ads and emails seamlessly appear to the candidates as coming from your facility and location. Studies show that branded emails generate up to a 50% higher response rate than generic emails or job board postings.
  • Having a recruitment partner managing your brand presence for physician vacancies improves your brand awareness and visibility, helping you now and in future searches.
  • Your recruitment partnership is an exclusive agreement that takes the time-consuming vetting process off of your team’s plate, allowing them to focus on other critical matters of the business. You are only presented with the candidates who fit your organizational culture and values.

Your brand is important, and it should be a factor in your recruitment process.  Using a recruitment partner who understands the importance of brand and also has the capabilities to reach candidates, you may not otherwise have access to, is an important factor in finding a physician who fits your need.

Jackson Physician Search can manage your branded search campaign while providing you with access to proprietary digital tools, national exposure, and an experienced team of recruitment professionals.  Contact us today to learn more about how we can put your brand to work for you.

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How a Recruiter Can Help You Find Your Best Opportunity

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Dr. E is a young, family medicine practitioner. She did her undergrad in Alabama and her medical degree in Washington, DC.  Dr. E was completing her Family Medicine Residency at a large medical center in North Carolina, but was in the process of starting her search for outpatient primary care openings within driving distance of her family who lived in and around Washington, DC.

Searching for the right position on her own, she had received a few offers from large medical systems but had been hesitant to accept any of them. She was finding that the offers were requiring her to commit to five years, in exchange for a $100,000 in student loan assistance.  Then, Dr. E responded to an opportunity for a Primary Care provider search being promoted by Jackson Physician Search, Director of Recruitment, Sally Ann Patton.  The opportunity was located in Maryland and within driving distance of the nation’s capital.  Dr. E and Sally Ann immediately developed a great rapport. Through their initial conversations, Sally Ann quickly understood Dr. E’s concerns about the type of setting she was looking for, her student loan concerns, and she walked her through what a reasonable compensation package might look like without strings attached. She explained what Dr. E should be looking for to provide quality of life, a manageable caseload, and the ability to pay down her student loans.

The opportunity that was being presented to Dr. E was with a 375-bed community hospital system that was primarily physician-led throughout their seven locations.  Dr. E met with the key leaders and was immediately taken by the physician-first approach and their focus on the doctor-patient relationship.  She found this in contrast to the larger systems that she had been interviewing at, and she appreciated the personable approach that was evident with everyone she met.  Another important relationship that played a role in what ultimately turned into a successful placement was the key role that the client’s recruitment lead played in the process.

There were clear lines of communication from the beginning, and the client was very responsive to any questions or concerns raised by Dr. E.  When the offer was presented to Dr. E, she had received a couple of other solid offers.  Because of the trust and rapport she had built with Sally Ann, she felt confident in her understanding of everything being presented to her and ultimately chose the community setting.

This scenario is not uncommon for young physicians who might be overwhelmed by the frenzied nature of searching for the right opportunity. In this case, the recruitment professional was able to establish a trust-based relationship with the physician, provide guidance about the industry and the inner workings of the contractual offer process, and even help facilitate the open communication between the client and the candidate.

If you are a physician who is ready to start exploring new opportunities to take the next step in your career, or if you are a new physician and want to better understand the industry through the guidance of an experienced physician recruitment professional, contact Jackson Physician Search today.

residents need to know

JPS Recruiters Live: 3 Things Residents Need to Know to Land a Great First Job

You can watch the recording of JPS Recruiters Live: 3 Things Residents Need to Know to Land a Great First Job on our Facebook page. (10 mins.)

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Managers urged to broaden ‘recruitment parameters’ amid rheumatology shortage

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“My recommendation for practices who don’t want to just buy a rheumatologist — don’t want to just have any warm body filling the position — but have someone they want for the job who they can retain…”

“Sell the big picture. Have a competitive base salary. That first year is going to be the most important — just make it as attractive as possible. Also, remember that an incentive to one candidate might be different to another candidate. If there is one candidate who needs an extra week of vacation, or if someone needs extra CME, or student loans that need to be paid, make sure you are thinking outside the box to outthink your competitors.”

“I travel about 50 to 120 days out of the year. I’ve been everywhere, from small rural places to big places, and you have no idea what I have heard from administrations, from hospitals, private practices and medical groups. But this is what I am telling everyone — open up your recruitment parameters.”

“If there is a physician who can communicate and practice medicine well, and has a family who fits in with the community, you better take an extra look at that physician,” he added. “I understand concerns about communication, but if there is a physician who is willing to make a move, especially to a rural area, and move their family, and their communication skills are good, and you believe the family will fit in with the community, you hire that physician. It shouldn’t be a question.”

Click HERE to read the full article.

 

Jackson Physician Search Named One of Healthcare’s Best Places to Work by Modern Healthcare

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ATLANTA (Oct. 1, 2019) –  Jackson Physician Search, a firm specializing in the permanent recruitment of physicians and advanced practice providers to hospitals and other healthcare providers, is pleased to announce that it has been named one of healthcare’s Best Places to Work by Modern Healthcare for a fourth consecutive year.

“It is an honor to once again be recognized by Modern Healthcare and our associates as one of the best places to work in this field,” said Tony Stajduhar, president, Jackson Physician Search. “We have exemplary associates, and we strive to provide them the best tools, training, environment and culture so they are happy at work. They are the foundation of our success.”

Inclusion on the 2019 list of Best Places to Work is based on both employer and employee surveys. Employers complete a survey detailing company policies, practices, benefits, and demographics. Employees then anonymously respond to a survey analyzing several areas of employee satisfaction, including leadership and planning, culture and communications, role satisfaction, work environment, training, pay and benefits, and overall satisfaction.

“Just as we are committed to finding fulfilling positions for physicians that produce long-term relationships with our client partners, it’s important that we build this for our associates,” said Stajduhar. “Our mission is to help physician candidates find the best professional position possible that also achieves a balanced lifestyle, which is what we seek to create for our associates as well.”

Jackson Physician Search

Jackson Physician Search is an established industry leader in physician recruitment and pioneered the recruitment methodologies standard in the industry today. The firm specializes in the permanent recruitment of physicians and advanced practice providers for hospitals, health systems, academic medical centers and medical groups across the United States. Headquartered in Alpharetta, Ga., the company is recognized for its track record of results built on client trust and transparency of processes and fees. Jackson Physician Search is part of the Jackson Healthcare® family of companies. For more information, visit www.jacksonphysiciansearch.com.

Physician’s Choice: Employed vs. Self-employed

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Today’s physicians are in the enviable position of being in such high demand that they have any number and variety of career options to choose from. Some, in recent years, have left their private practice for hospital or large health system employment, while others have reconsidered and returned to a private setting.  Let’s take a look at the main differences between being an employed physician vs. self-employed.

Employed

  1. Financial Stability – Physicians working in a hospital or hospital-owned group do not have to worry about over-head, billing, administrative, or other private practice concerns. They know what their salary is going to be and any types of financial incentives they need to meet.
  2. Focus on Medicine – Like financial stability, employed physicians don’t have as many distractions or the responsibilities of running the practice, in addition to treating their patients. This allows their focus to remain on doing what they love to do most, practice medicine.
  3. Benefits/Insurance Coverage – Like most careers, when you are working for a larger organization, you tend to have better insurance and other benefits. Employed physicians typically have better malpractice insurance as another added benefit over private practice.
  4. Regular Schedule – In an employment setting, physicians tend to negotiate a stable work schedule, limited call duties, and paid vacation time.
  5. Academic Opportunities – In an employed setting, physicians who have the desire to pursue research and other academic opportunities can do so without losing billable hours at a private practice.

Self-employed

  1. Autonomy – As much as employed physicians have guaranteed financial security, self-employed physicians have the autonomy to practice medicine the way they deem is best. Self-employed physicians do not have administrators or other executives dictating various processes or rules that may be contrary to the physician’s practice methods.
  2. Workplace Culture – Physicians in a self-employed setting have the ability to develop the culture and values of their workplace. Whereas in an employed setting, there is little control of the culture. When you are the one making the decisions, everything that happens within the workplace is within your purview.
  3. Unlimited Income Potential – While an employed setting may provide a stable financial opportunity, there is no limit to how successful your private setting can become. As in any business, you can grow the practice into whatever you envision and with greater success comes greater reward, financial and otherwise.
  4. Work/Life Balance – When you run your own practice, you can control your work schedule. It may take time, but eventually, you can be in a position to work as many or as few hours as suits your lifestyle.
  5. Patient Relationships – In a self-employed setting, physicians have opportunities to develop relationships with their patients. Research has shown that when a doctor gets to know their patient, the result is that both are more satisfied with the level of care and overall experience.

The results of physician job satisfaction surveys show that employed physicians and self-employed physicians have similar levels of job satisfaction, with self-employed physicians just slightly more satisfied.  With that, it is safe to infer that physicians should choose the practice setting that is best aligned with their individual career goals and workplace preferences.  The employment outlook for physicians is continuing to grow at a rapid pace which means that there will continue to be plenty of opportunities to choose from regardless of the practice setting.

If you want to explore the many opportunities that are available for your physician career, contact a Jackson Physician Search recruitment professional today.

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JPS Recruiters Live: 3 Things Residents Need to Know to Land a Great First Job

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You can watch the recording of JPS Recruiters Live: 3 Things Residents Need to Know to Land a Great First Job on our Facebook page. (10 mins.)

What you need to know, before we get started, is that now is the time for you to be preparing yourself for the perfect job opportunity.

Why Now?

  • Credentialing process: On average will take 90 – 120 days
  • Phone interviews and site visits: 30 – 45 days, longer if considering multiple offers
  • Decision making: Some organizations move faster than others but prepare for a 30-day process
  • Contract review, revisions, and signing: At least 30 days

When things are going smoothly, you are looking at a process that will take 6- to 8-months from the first date of contact.

Things to Consider

1. Play the Long Game

    • Finances – The financial aspect of your first job can be broken down into the immediate monetary value (salary, sign-on bonus, loan forgiveness, etc.), and more importantly, the long-term wealth-building opportunity of the position. Consider how the job will set you up for your future including buying a home, starting a family, living within the lifestyle of your choice, and even potentially retiring early.
    • Impact – Your career choices have an impact on every aspect of your life. Internally, you should consider what type of impact you will be able to impart on the practice and setting you choose. From an external perspective, consider the impact you can have on the community and patients you will serve. Finally, it is important to consider how your career choice impacts yourself, your family, and your future.
    • Experience – Think about how this first job is going to set you up for the future. What types of experiences will be provided for you and what do you want to gain from this job.

 

2. Embrace Your Brand

    • Millennial Pride – Yes, you are a millennial and with that comes an intrinsic set of positive attributes. As outlined in Entrepreneur Magazine, millennial employees are naturally curious, very tech-savvy, care about important social issues, and among other things, are great working in teams. Own your “millennial-ness!”
    • Promote Your Brand – Healthcare organizations have finally begun embracing the concept that finding employees who fit their culture and values are their best hires. The same applies to residents who should be looking at opportunities with organizations that match their own values. Embracing the things that you are passionate about and understanding what unique traits you bring to the table will help you make the right choice.
    • First Impressions – You’ve worked extremely hard to get to this point. Be proud of the fact that you are no longer a resident and are stepping out into a fresh start. You are skilled, prepared, and ready to make a difference – Use these attributes to present yourself during the interview process.

 

3. Utilize Available Resources

    • Don’t Go It Alone – In your profession, most of the time, you are left to your own devices when treating your patients. Sure, you have a team of nurses and others to help, but the decisions come from you. Your first job search doesn’t have to be that way. Finding an established, experienced recruitment partner, like Jackson Physician Search, can open up doors and information that you might otherwise miss.
      • Resources, Access, and Reach – A trusted career partner has resources and established connections throughout the industry that will help you access the right opportunity.
      • Experience, Data, Mentoring – Establishing a relationship with an experienced recruitment firm allows you to tap into a team that has been in the industry for decades. The right firm will provide you with quality, real-time market data showing you where the best jobs can be found.
      • Contract Negotiations – Physician compensation offers can be a tricky, complicated process. Your recruitment partner can help you navigate the hills and valleys of contract negotiations and help keep your mind at ease.
    • Blogs and Articles – There is a lot of information available to any physician who is willing to take the time to stay current on things that are happening in the employment side of the industry. You are already perusing articles through the New England Journal of Medicine, but at this stage of your career, it is also important to stay focused on the job search. Subscribing to professionally presented blog articles, like those found through Jackson Physician Search provides you access to compensation information, industry trends, data analysis, and much more. Other sites and applications we would recommend include Doximity and LinkedIn.

If you want to connect with a trusted, experienced physician recruitment firm with a national presence, contact the professionals at Jackson Physician Search today.

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A Texas-sized Opportunity

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Sometimes, a career move leaves you wondering if it was the right move after all. This was the case with Dr. J., a Board-certified OBGYN who left his native Texas for an opportunity at a Women’s Hospital in the state of Ohio.  While his wife and kids stayed behind in Lubbock, waiting for their house to sell, Dr. J. quickly ingratiated himself into his new community, even becoming involved with a local church.

Dr. J. was in a good position at the hospital and knew he had an opportunity to be successful there, but the longer his house was on the market back in Texas, the more he missed his family, his parents, and their extended family. It was around this time that Dan Rixon, a recruitment Specialist with Jackson Physician Search, posted an OBGYN opportunity for a client in the panhandle of Texas.  Because of its more rural location, the CEO was looking for someone familiar with the panhandle lifestyle who could lead their expanding OBGYN Department.  Dr. J. saw the job on an online job board and immediately reached out to Dan to casually learn more about the opening.  He explained his situation but told Dan that he wasn’t quite ready to express any formal interest.

Over the next three months, Dan spoke with Dr. J. about once a month to monitor the progress of the home sale back in Lubbock.  Finally, on an evening in June, Dr. J. and Dan had a long conversation about his situation. The length of time it was taking for his house to sell made him revaluate whether or not he wanted to stay in Ohio. They spoke about Dr. J.’s “true” career plans and also what it would mean to be closer to family. Ultimately, Dr. J. decided that he wanted to speak with the CEO and see if the opportunity in Texas was a good fit.

Once they spoke, Dr. J. sensed an immediate connection with the CEO and agreed to a site visit.  Prior to the visit, the CEO’s wife reached out to Dr. J.’s wife to get her involved in the process. This made Dr. J.’s wife feel very comfortable, and they made plans for her and the kids throughout the upcoming site visit.  During the four-day visit, Dr. J. and his family were overwhelmed by how everything seemed to click. They attended the local high school football pep rally, met many of the other physicians at a dinner in the CEO’s home, and other staff members and several local dignitaries at a well-attended barbecue picnic.  And, to cap off the incredible karma that was being generated, Dr. J. found out that he and the CEO had ties to the same college, Abilene Christian University.

Within ten days, Dr. J. was presented with a contract to be the Director of the OBGYN Department.  He felt a great sense of relief because he knew that this opportunity was going to be perfect for him.  From the connection he felt with everyone he met to how well he and his family were treated and made to feel special during the site visit, Dr. J. is thankful to be back in Texas and closer to his roots.

Whether you are actively or just casually considering a change in your physician career, contact a recruitment professional at Jackson Physician Search today.

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Jackson Physician Search’s Angela Henry Earns Fellow of American College of Healthcare Executives (FACHE) Credential

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ATLANTA (Sept. 13, 2019) –  Jackson Physician Search, a progressive leader in the permanent recruitment of physicians and advanced practice providers to hospitals and other healthcare providers, today announced that Angela Henry, the firm’s vice president of physician leadership search, has become a Fellow of the American College of Healthcare Executives (FACHE), signifying board certification in healthcare management.

Henry, who joined the firm in July, heads Jackson Physician Search’s recruitment services for healthcare organizations looking to fill physician leadership positions.

“Earning the status of Fellow from the nation’s leading professional society for healthcare leaders is one of the many ways Angela has demonstrated her personal and professional dedication to keeping pace with the ever-changing healthcare field, while helping organizations offer the best care for patients and their communities,” said Tony Stajduhar, president, Jackson Physician Search. “Her background, training and commitment make her uniquely qualified to lead our efforts for the nuanced recruiting required when placing physician leaders that are the best cultural and professional fit for a given client.”

By achieving FACHE status, Henry, who holds an MBA from the University of Georgia, joins a prestigious group that represents just 19 percent of FACHE’s 48,000 active members. To obtain FACHE status, candidates must fulfill multiple requirements, including passing a comprehensive examination; meeting academic and experiential criteria; earning continuing education credits; and demonstrating professional and community involvement. Fellows also commit to ongoing professional development and undergo recertification every three years.

“Working toward FACHE status has provided me the opportunity to train and network so I can best serve my clients, execute a successful physician search, and recognize innovations and technologies that help with this in today’s dynamic healthcare environment—all of which reflect the mission and values of Jackson Physician Search,” added Henry. “FACHE certification also brings new thinking and understanding into what keeps clients awake at night, the key requirements for effectively serving patient communities, and hiring of the most effective physician leaders—all in an increasingly competitive environment that includes the rise of mergers and acquisitions among healthcare organizations.”

Henry will lead a Physician Leadership Search team of expert consultants dedicated to regional searches, enabling physicians and clients to always communicate with experienced healthcare recruiters. To efficiently fill physician leadership positions, Jackson Physician Search also works with an established, ongoing roster of candidates, as opposed to waiting to present a full slate. The company is committed to full transparency, communication and reporting for healthcare clients throughout the entire recruiting process.

Jackson Physician Search

Jackson Physician Search is an established industry leader in physician recruitment and pioneered the recruitment methodologies standard in the industry today. The firm specializes in the permanent recruitment of physicians and advanced practice providers for hospitals, health systems, academic medical centers and medical groups across the United States. Headquartered in Alpharetta, Ga., the company is recognized for its track record of results built on client trust and transparency of processes and fees. Jackson Physician Search is part of the Jackson Healthcare® family of companies. For more information, visit www.jacksonphysiciansearch.com.

What To Consider When Choosing a Practice Setting

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When you were first dreaming about becoming a doctor, there is a good chance that most of the dream was just about helping and healing people without much thought to where it would occur.  Now that your dream has become a reality, you are probably amazed at how many options you have regarding a practice setting.  You have worked extremely hard to get where you are, so it is important to choose a practice setting that fits your personality and gives you the best opportunity to live out your dream.  Let’s look at several the things you should consider when choosing a practice setting.

Market Demographics

Many physicians who grew up in a small town or a rural community want to practice medicine in a rural setting.  Others who grew up in the city may just want to spend more time enjoying nature in wide-open spaces.  While there may not be a large variety of practice settings to choose from, many doctors favor the pace and lifestyle benefits that a rural community can provide.

Physicians who choose to practice in urban or more metropolitan areas will have many more practice options to choose from. In larger metro areas, doctors will experience more growth opportunities, higher patient volumes, and also have more access to support than those in rural communities.

Employment Model

Most recently, the trend for physicians is to leave their self-employed practice setting for a hospital or large system setting.  While some physicians are considering a return to private practice, the overall demand for practicing physicians is driving up the number of opportunities available in hospital settings and large private practice partnerships.

Many physicians prefer working in a hospital setting as a way to ensure a stable income with greater opportunities to earn bonuses and negotiate more favorable work hours. In a partnership setting, physicians are bridging the gap between being self-employed and the stability of a hospital setting. As a partner or at a minimum on a partnership track, physicians have a greater say in how the practice operates, fostering patient relationships, and contributing to the workplace culture.

Type of Organization

Much of your decision on the type of practice setting you want to work will be based on whether or not you want to work in a large or small setting. Obviously, if you want to be self-employed, you will be working in a smaller practice environment. If you choose to work in a large health system environment, you will have the luxury of having a stable flow of patients as well as access to a plethora of referring physicians.

If you are a specialist, you may want to practice in a single-specialty group that is independent or affiliated with a larger health system.  Others choose to practice in a larger group that has multiple specialties included within the organization.  This allows patients to have easier access to different specialists when necessary.

Working in a clinic setting may be the perfect choice for doctors who want to work in rural or underserved communities. Clinics typically offer a stable schedule with regular hours and even weekends off!  A downfall to working in a clinic environment is usually lower compensation and a lack of growth potential.

No one needs to tell you that a career as a physician is both rewarding and difficult.  The hard part of the equation is the main reason why it is so important for you to choose the right practice setting so you can achieve everything you dreamed of before becoming a doctor.  Finding a setting that affords you the opportunity to succeed and in an environment that fits your personal culture and values will lead to a long and personally healthy career.

Is it time for you to explore other opportunities and take your career to the next level?  Working with a Jackson Physician Search recruitment professional can be the jump start you need.  Contact our team of dedicated, industry experts today!

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