[Infographic Guide] Five Benefits of Hiring Advanced Practice Providers

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Recently we discussed how advanced practice providers could be a solution to the growing physician shortage. Next, learn some of the benefits of adding APPs to your staff.

1. Increases Patient Satisfaction

More than 90% of patients trust advanced practice providers (APPs) and believe that they perform high-quality care, according to an article by Wolters Kluwer, a global provider of professional information. Patients also feel that they will get more time with an APP versus a physician.

Healthcare facilities that staff APPs may have a shorter appointment wait time, which directly results in higher patient satisfaction scores and an increase in patients referring your practice to friends and family.

2. Boosts the Bottom Line

APPs see the same number of patients as physicians, while costing your facility less to employ. It is not uncommon for a Physician Assistant to bring in revenue worth several times their salary, resulting in approximately $300K in additional revenue for your facility.

The use of APPs can provide physicians the opportunity to concentrate on higher revenue-producing procedures and services or procedures not in APP’s purview.

3. Reduces Physician Burnout

According to a survey by SullivanCotter, 79% of physicians agree that APPs help reduce physician burnout.

By including APPs in your medical staffing plan, you allow physicians to focus on the services that interest them the most, as well as increased flexibility in scheduling which can decrease feelings of burnout.

During the height of the COVID-19 pandemic, many government regulations were lifted. This increased autonomy for APPs and took some pressure off of physicians. Without their help during this dire time, the physician burnout rate could have been even more severe.

4. Improves Physician Retention

According to the 2021 Medscape Physician Lifestyle & Happiness Report, 47% of physicians would take a pay cut for a better work-life balance. Perhaps employing APPs could provide your physicians with more harmony in their personal lives, resulting in happier physicians who will stay with your facility long-term.

5. Expands Clinical Services and Patient Access to Care

APPs often undergo broad training which allows them to be flexible and knowledgeable in many different settings. This skill set could allow your organization to expand its service offering.

Staggering schedules between physicians and APPs could grant your facility the ability to obtain new patients during off-times. Consider hiring APPs to supplement resident duty hour restrictions or to man a satellite office.

Visit our thought leadership page for more helpful presentations, case studies, and infographics.

Are Advanced Practice Providers a Solution to the Growing Physician Shortage?

One of the silver linings of the COVID-19 pandemic was the way in which it renewed public appreciation for healthcare providers. Among those on the frontlines, a sense of “we’re all in this together” developed…

Millennial Doctor Recruitment

How Millennial Doctors are Changing the Recruitment Landscape

In the United States, it has been a long-held practice to attribute generational monikers to individuals based on the year of their birth. If we look at that breakdown, it makes sense to see that the number…

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[Infographic Guide] What Residents Want: 6 Tactics to Successfully Recruit Graduating Medical Residents

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Considering that 2 of 5 currently practicing physicians are at or near retirement age and the staggering physician shortage estimates, medical residents may be the missing puzzle piece to complete your physician staffing plan. If your facility is considering engaging medical residents now or in the future, learn 6 tactics to successfully recruit them.

The Missing Piece

Residents begin the job search process 12-18 months prior to completing their training, making spring prime-time recruiting season. With a growing physician shortage and rising retirements, they can help fill any gaps in your medical staffing plan.

The AAMC estimates the physician shortage will be between 54,100 and 139,000 physicians by 2033.

More than 2 of 5 currently practicing physicians are at or near retirement age.

1. Recruit Using Digital Sourcing Methods

  • Be actively engaged where Millenial residents are: ONLINE
  • Utilize social media, job boards, targeted email campaigns, and professional medical networking sites like Doximity

2. Build a Recruitment Pipeline

Practicing continuous recruitment allows your facility to be nimble when filling a physician vacancy.

Create relationships with local residency programs. It can be beneficial to be seen as a trusted resource for these young professionals. Offering advice or career insights can establish rapport and trust, plus you are laying the groundwork for future opportunities.

3. Give Them Data

Be prepared with current, accurate data about the position, such as patient volumes, compensation structure, performance expectations, etc. Instead of rattling off volumes of data over the phone, provide highlights and follow up with a more detailed email for them to review when they have a moment.

4. Wow Residents with an Exceptional On-site Interview

Include all key players in the interview process:

  • Senior leadership should sell the vision
  • Peers to make the candidate feel welcome
  • Community partners, like real estate agents, can help the family imagine living in your community

5. Tailor the Offer to the Needs of Residents

Residents appreciate incentives such as:

  • Loan repayment
    • Considering the average student loan debt after medical school is $200,000 or more, try adding loan repayment to the offer
  • Sign-on bonus
  • Flexible schedules
    • Residents have spent a great amount of time in school and likely have young families. Offering flexible scheduling can help attract and retain top talent, and has shown to improve patient outcomes

Since it is likely a resident’s first physician contract, take time to review it together, allowing them opportunities to ask questions.

6. Communicate Career Development Programs

Early career physicians want to join an organization where they can grow. Provide them with a mentor, or leadership programs to demonstrate where their career can go.

Visit our thought leadership page for more helpful presentations, case studies, and infographics.

Ten Tips for Recruiting Medical Residents

Medical residents often begin the physician job search process 12-18 months prior to completing their training, making spring prime-time recruiting season. With the physician shortage forecasted between 54,100…

Millennial Doctor Recruitment

How Millenial Doctors are Changing the Recruitment Landscape

In the United States, it has been a long-held practice to attribute generational monikers to individuals based on the year of their birth. If we look at that breakdown, it makes sense to see that the number…

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[Infographic Guide] 7 Tips to Improve Physician Retention, Engagement, and Burnout

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Effective physician retention requires a multifaceted strategy that addresses clinical and cultural fit, new-hire orientation, retention benefits, physician engagement, leadership development, formal recognition, as well as physician burnout. Our recent Physician Retention Survey results suggest that many healthcare organizations are attempting to address some of these dimensions, but a large majority of physicians have deemed their efforts as mostly ineffective or, at a minimum, poorly communicated.

Also, because the survey results show that a number of physicians are considering leaving the practice of medicine entirely or are planning to retire earlier than previously planned, the projected physician shortage could grow at an alarming rate. It is incumbent on healthcare organizations to consider the impact it could have on their physician staffing plans and take appropriate action. In this infographic, we dive into seven things that healthcare organizations can address now in order to increase physician retention, improve physician engagement, and mitigate the negative effects of physician burnout.

1. Develop a Formal, Written Retention Program

Include the following in a formal, written retention program and share it with your physicians often:

  • Compensation and incentive plans
  • Call requirements balanced with generous time-off
  • Formal orientation and mentorship opportunities
  • Recognition programs
  • Physician leadership training

2. Customize the Orientation and Onboarding Program for Physicians

One in three physicians receives no formal orientation from their employer, which increases the risk of early turnover. A formal orientation program includes:

  • Intro to the facility’s culture, mission, and values
  • Opportunities to assimilate socially
  • Risk management policies and procedures
  • Productivity expectations outlined in a reasonable ramp-up plan
  • Resources for accounting, billing, credentialing, etc.

3. Know Which Benefits Your Physicians Value

Physicians rank compensation and additional time off as the most influential retention benefits. When physicians were asked which benefits their employer offers, 40% of them said, “None.” Consider other benefits, such as:

  • Reduced call
  • Leadership or research opportunities
  • Partnership track
  • Paid sabbaticals
  • Reduced administrative burdens

4. Prioritize Physician Engagement

69% of physicians say they are actively disengaged from their employer. To re-engage physicians, one-on-one, open communication is key. Start by asking questions, such as:

  • How can we better listen to our physicians?
  • Do physicians need more autonomy in how they practice medicine?
  • How do physicians feel patient care and facility operations could be improved?
  • What can leadership do to reduce the administrative burden?
  • Are the productivity targets reasonable?

5. Provide Physicians with Leadership Training and Opportunities

74% of physicians say their employer doesn’t offer any form of leadership training. This is a prime opportunity to increase engagement and long-term retention. Formalize a leadership training program that includes:

  • Online leadership courses
  • Attendance at national conferences
  • Formal training in business-related topics/practice management
  • MBA/MHA tuition reimbursement

6. Recognize Physicians for a Job Well Done

Only 23% of physicians say their organization has a formal recognition program. Yet, physicians feel more overworked and underappreciated for their dedication and personal sacrifice than ever before. Recognizing their contributions can counteract the risk of turnover. Consider the following:

  • Sincere act of appreciation from the c-suite
  • Opportunities for staff and patients to show gratitude
  • Annual recognition dinner
  • Physician of the month/year awards

7. Address Looming Physician Burnout

28% of physicians report that their organization offers no programs to help them deal with physician burnout. With widespread concerns about mental health during and post-pandemic, now is the time to initiate two-way conversations with physicians to learn how they’re coping and how you can help. Options include:

  • Wellness and mental health programs
  • Physician hotline
  • Paid leave
  • Professional coaching
  • Reduce sources of stress, i.e. administrative burdens

Visit our thought leadership page for more helpful presentations, case studies, and infographics.

[White Paper] On the Verge of a Physician Turnover Epidemic: Physician Retention Survey Results

We surveyed physicians and administrators to understand their views on physician retention, physician engagement, and physician burnout…

 

The Rippling Impact of Physician Burnout

According to the American Medical Association, physician burnout can have a significant impact on organizational productivity, morale, costs, and the quality of care being delivered…

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[Infographic Guide] Four Steps to Advance Your Physician Career

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If you’re looking to take your career to the next level and want to be in the best position to achieve your goals, learn four helpful steps to advance your physician career.

 

4 Steps to Advance Your Physician Career:

1. Build Your Professional Network

  • Join associations like the American Medical Association or the Medical Group Management Association
  • Get involved by actively networking at conferences and serving on committees within your facility and professional associations
  • Develop relationships with physician recruiters

2. Boost Your Digital Footprint

  • Keep your social media profiles up to date
  • Check the privacy settings on your accounts
  • Don’t rely on a single source for your online professional presence

3. Seek Professional Publication

  • Be original
  • Be cost-conscious
  • Be a rule follower
  • Be persistent

4. Serve Your Community

  • Volunteer for local causes in your community and within the healthcare industry
  • Consider medical mission trips
  • Mentor medical students, residents, and newer physicians

Five Ways Professional Coaching Helps Physicians Turn New Jobs into Long-Term Success

As a physician, landing a new practice opportunity is cause for well-deserved celebration. It also signifies the beginning of a new journey…..

Physician Giving a Lecture

A Physician’s Career Can Take Many Paths

Through the year 2026, the Bureau of Labor Statistics projects physician employment to increase by 13%, with rural and underserved population centers even higher….

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[Infographic Guide] Effective Physician Staffing Plans Consider These Factors

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If you are working on your 2021 Staffing Plan and want to ensure your organization’s success, consider these three factors: the current state-of-the-market, retaining physicians, and planning for retirements. We dive into each in this helpful Infographic Guide.

1. Recruitment

  • With 7% annual turnover, 50,000 physicians will accept new positions each year
  • It takes 6-9+ months to recruit most specialties, plus it can easily reach $1 million in lost revenue per vacancy
  • Low supply and high demand: to succeed, you must reach both active and passive candidates
    • Only 11% of doctors are actively seeking new jobs
    • 76% are passively looking
  • How can you get their attention?
    • Craft an agile and strategic digital recruiting process
      • Job Boards: Cast a wide net with job posts and search for resumes.
      • Email: Build an opted-in, engaged database and target ideal candidates with job ads and valuable content.
      • Social Media: 80% of doctors claimed their Doximity profile, making it an excellent source. LinkedIn can be effective, too.
    • Beware: Your content must be relevant
      • 50% of physicians report that less than 10% of communications from recruiters are relevant.
  • No direct mail. There are no metrics to prove ROI, you can’t adjust messaging, and you won’t even know if it was delivered.

2. Retention

  • Hire for cultural fit to increase retention
  • Favorable workplace culture results in:
    • 33% improvement in quality
    • 41% reduction in absenteeism
    • 50% drop in patient safety accidents
  • To physicians, culture and engagement are more important than money
  • Highlight organizational culture at the on-site interview
  • Remember the acronym: SALE
    • Sell the community as well as the opportunity
    • Assemble your “A” team
    • Leave no questions unanswered
    • Engender feelings of excitement and a sense of being welcomed

3. Retirement

  • More than 30% of physicians are at or near retirement age
  • Whose responsibility is it to initiate the retirement conversation?
    • 81% of physicians think it is their responsibility, but they are less comfortable having the discussion
    • 33% of administrators believe that it is theirs
  • Physicians feel that 3-6 months is enough notice, but administrators want 1-3 years
  • Retain end of career physicians
    • Did you know? 28% of physicians don’t plan to retire fully
    • Introduce reduced schedule options for physicians who wish to stay part time

Visit our thought leadership page for more helpful presentations, case studies, and infographics.

The Three R’s of Physician Staffing: Recruitment, Retention, and Retirement

We’ll dive into each of these over the next three weeks, empowering your organization to be well-prepared to meet patient demand now and into the future…

How Physician Retirements Could Disrupt Your Medical Staffing Plans

The three R’s of physician staffing include recruitment, retention, and retirement, and all three are integral to achieving your physician staffing goals…

Need Help Recruiting Physicians?

Click the Get Started button if you’re ready to speak with one of our physician recruitment experts.

[Infographic Guide] Win More Physicians: 6 Tips for a Best-in-Class Interview Experience

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Physician recruitment can be a lengthy and costly process. A vacancy not only impacts your facility’s ability to care for patients, it also can have a detrimental effect on your bottom line. It is common to invest up to $250K in the candidate you ultimately hire, including marketing, interview expenses, sign-on bonus, and relocation stipend. One strategy for reducing your time-to-fill is to develop a best-in-class single, interview process. Learn six tips to create an interview experience that is effective at winning over more physicians.

Win More Physicians: 6 Tips for a Best-in-Class Interview Process

  1. Commit to a single, comprehensive on-site interview that is customized for the candidate.
  2. Designate key players in the interview process.
  3. Generate feelings of collegiality, excitement, and a sense of being welcome.
  4. Clearly communicate the shared values and mission of your organization.
  5. Tailor the community tour to the candidate and their family.
  6. Deliver an offer within one week of the interview – if not the same day or the following.

Visit our thought leadership page for more helpful presentations, case studies, and infographics.

Successful Culture Assessment

[Infographic Guide] 10 Steps for a Successful Culture Assessment

A good company culture can be the difference between recruiting and keeping the best healthcare professionals and a constant recruiting struggle.

[White Paper] 2020 Physician Interview Experience Survey

Mastering the on-site interview is the enduring challenge in physician recruitment. The first interview is a make or break moment for both the candidate and the hiring organization…

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[Infographic Guide] The Do’s and Don’ts of Virtual Interviews

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Virtual interviews will likely have a permanent place in the recruitment process. If you’ve decided to incorporate video interviews into your physician recruitment process, first learn the Do’s and Don’ts.

The Do’s and Don’ts of Virtual Interviews

8 Do’s

  1. Do confirm the video interview in advance with both parties
  2. Do send a detailed itinerary
  3. Do send detailed instructions
  4. Do test your audio and video set-up
  5. Do choose a well-lit room
  6. Do dress in professional attire for the interview
  7. Do be prepared and take notes
  8. Do use nonverbal communication and hand gestures as you normally would

7 Don’ts

  1. Don’t assume all parties are familiar with eCalendar invites
  2. Don’t allow distractions – close out any other programs and silence your phone
  3. Don’t be late
  4. Don’t swivel or rock in your chair, use a stationary chair instead
  5. Don’t watch the screen, instead maintain eye contact with the camera
  6. Don’t forget to smile
  7. Don’t remain logged into the platform after the interview is complete

Visit our thought leadership page for more helpful presentations, case studies, and infographics.

Successful Culture Assessment

[Infographic Guide] 10 Steps for a Successful Culture Assessment

A good company culture can be the difference between recruiting and keeping the best healthcare professionals and a constant recruiting struggle.

The Physician Recruitment Process Under Transformation: Will Video Interviews Become the Norm Post-COVID-19?

A slow return to a new normal means some of the 20+ million displaced Americans will begin returning to work, and financially hard-hit medical groups…

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[Infographic Guide] 10 Steps for a Successful Culture Assessment

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A good company culture can be the difference between recruiting and keeping the best healthcare professionals and a constant recruiting struggle. This infographic guide outlines the 10 steps to take for a successful assessment.

JPS-Cultural-Blueprint-FINAL

 

10 steps for a Successful Culture Assessment

  1. Identify sponsor and/or culture project team
  2. Executive team defines the leadership practice critical for achieving the mission
  3. Select culture assessment
  4. Communicate to all what’s coming and how they’ll be involved
  5. Administer online culture assessment
  6. Review results with executive team
  7. Plan roll-out of results to all and hold group feedback sessions
  8. Explain next steps and assign action team
  9. Close the gaps to reach top workplace benchmarks
  10. Re-survey after 12 to 18 months

Visit our thought leadership page for more helpful presentations, case studies, and infographics.

Create a Cultural Blueprint for Successful Physician Recruitment

How to Create a Cultural Blueprint for Successful Physician Recruitment

Culture is defined as “values, beliefs, attitudes, and behaviors that employees share and exhibit on a daily basis in their work and in the community”. And, lack of cultural fit is among the top reasons…

physician trends - social media

[Infographic Guide] Physician Trends – Social Media

We live in a connected world where the effort required to communicate with someone has fallen causing the frequency and volume of communication to rise significantly. To effectively reach physicians it’s import to understand

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[Infographic Guide] Physician Trends – Practice Environment

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Physician recruitment relies on the ability of recruiters to make a connection. Successfully connecting with a candidate requires really understanding who that candidate is on a day-to-day basis and the challenges they face. To learn more about what a physician’s practice environment looks like, download the infographic below: Physician Trends – Practice Environment.

Physician Trends – Practice Environment

81% of doctors are at capacity or overextended

53 hours is an average workweek for a physician

9-12 hours per day on average

22 is the mean number of patients seen per day

20 minutes is the mean time spent with each patient

Physicians initiate the majority of acquisition talks

Primary Care practices make up the majority of acquisitions by hospitals

77% of physicians said selling their practice was the right decision

Employed physicians younger than 45 are more likely to have never been in private practice

92% of residents would prefer employment with a salary rather than an independent practice income

In the past decade, the percentage of hospital-owned physician practices has tripled from about 25% to almost 75%

You can find our other Infographic Guides on our Thought Leadership page.

Telemedicine

[Infographic Guide] Physician Trends – Telemedicine

The global telemedicine market is projected to expand by 14.3% by 2020. View or [download] our latest…

physician engagement

[Infographic Guide] Physician Trends – Physician Engagement

Physician engagement is a critical, though often overlooked, component of hospital health and culture.  In fact, The Advisory Board…

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[Infographic Guide] Physician Trends – Social Media

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We live in a connected world where the effort required to communicate with someone has fallen causing the frequency and volume of communication to rise significantly. To effectively reach physicians it’s import to understand how they network and what platforms they use to stay connected. Learn more about physician networking by reviewing the infographic below: Physician Trends – Social Media.

 

Physician Trends – Social Media

87% of physicians ages 26-55 are using social media

65% of traditional physicians ages 56-75 are using social media

Source: CDW Healthcare 2015 Healthcare Social Media Report

 

94% of all physicians use smartphones for professional reasons

31% of all physicians use social media for professional networking

Source: Maximizing Multi-Screen Engagement Among Clinicians Epocrates, Inc 2013; MedTech Media 2015

 

11% of physicians are actively seeking

76% of physicians are passively seeking

13% of physicians are not seeking

39% of physician candidates reported being contacted multiple times per week about job opportunities

Source: Doximity Physician Survey

 

36% of job seekers are active on LinkedIn

40% of job seekers are active on Twitter

83% of job seekers are active on Facebook

70% of job seekers are active on Doximity

 

To learn more about the best practices for physician recruitment, visit our thought leadership page.

Physician Trends - Practice Environment

[Infographic Guide] Physician Trends – Practice Environment

Physician recruitment relies on the ability of recruiters to make a connection. Successfully connecting with a candidate requires really understanding who that candidate is on a day-to-day…

Physician Trends Supply and Demand

[Infographic Guide] Physician Trends – Supply and Demand

The most discussed trends in healthcare are the current and looming staffing shortages. How big the shortage is, what can be done about it, and who will be…

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