[Infographic Guide] 4 Physician Hiring Trends to Inform Your Physician Recruitment Strategy

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Despite the tightening physician recruitment market, Jackson Physician Search is placing more physicians year after year, and the average number of days it takes to place them has decreased. This demonstrates that physicians can indeed be found when the recruitment process is strategic, and the offer is right.

This leads to the question,”What does it take to recruit a physician in the current market?”

There is no one-size-fits-all answer, but in a 2023 report, Physician Recruitment Trends: Responding to a Changing Post-Pandemic Market, the Jackson Physician Search Regional Vice Presidents of Recruiting, based in offices around the country, discuss their clients’ most pressing challenges and share the recruitment strategies they find most effective in today’s evolving market. The key physician hiring trends and takeaways are as follows.

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4 Physician Hiring Trends and How to Respond

A recent report from Jackson Physician Search, Physician Recruitment Trends: Responding to a Changing Post-Pandemic Market, identifies several developments in the national recruitment market. The following four trends, seen in our placement data and observed by our tenured physician recruitment team, serve to inform your approach to the tightening market. 

Physician Hiring Trend #1: Increasing Need for Primary Care, Mental Health, and Advanced Practice Providers

  • Primary care placements increased 24% in 2022, with OBGYNs seeing the most growth. 
  • Mental health placements increased 85% from 2020 to 2022 as mental health problems climbed nationwide. 
  • Nurse Practitioner placements in 2022 were 4 times the volume of NP placements in 2020. 
  • Demand for CRNAs is at an all-time high, as are the rates to staff them.

Takeaway: Know which specialties are in the highest demand and be prepared to try something new in your recruitment strategy, be it a signing bonus, more flexibility, or broader search parameters. 

Physician Hiring Trend #2: Rising Demand for Specialists Who Care for Broad Patient Panels

Specialists coming out of training today want to focus on a subspecialty and treat patients in their niche area of expertise rather than a broad patient panel. However, organizations need specialists who will see a broad patient panel, as many retiring specialists do today, specifically neurologists, urologists, and ENTs.

Takeaway: Get creative to find ways a subspecialist can pursue his or her passion while also providing care for the broader panel of patients. 

Physician Hiring Trend #3: More Signing Bonuses and Higher Salaries

Signing bonuses, once nice to have, are now standard, and starting salary guarantees are often above the median as reported by MGMA DataDive Provider Compensation. 

  • Nationally, 3 out of 4 placements included signing bonuses.
  • In the Midwest, 92% of placements had signing bonuses attached, and 60% had salary guarantees above the median.

Takeaway: A signing bonus may not be in the budget, but when you factor in lost revenue caused by a vacancy and the cost of a locum tenens provider, if it allows you to fill the position faster, a bonus will save the organization money in the long run. 

Physician Hiring Trend #4: Shifting Expectations

Physicians old and young seek better work-life balance. 

  • Flexible schedules such as a 4-day work week, 7 on / 7 off, or 3 weeks per month are increasingly standard.
  • More or unlimited paid time off, paid sabbaticals, medical mission opportunities, job sharing―organizations are getting creative in order to differentiate themselves and satisfy new expectations.  
  • Specialists that can work via telehealth (psychiatry, radiology) are difficult to recruit for positions that require them to be in the office full-time.

Takeaway: Organizations that offer flexible schedules, more paid time off, and the option to spend time working remotely are more likely to succeed in attracting and retaining physicians.  

The market is always changing. Trust a physician recruitment partner with national reach and regional expertise to advise on what’s happening in your specific market.  Reach out to the Jackson Physician Search Team today.  

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[Infographic Guide] 5 Physician Job Search Mistakes to Avoid

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After applying to medical school, residencies, and fellowships, most physician candidates are well-versed at the submission and interview process. However, this doesn’t mean they aren’t prone to make mistakes. They know better than to make the typical job search mistakes–typos on a CV, social media blunders, showing up late to an interview–but rather, it’s the less obvious mistakes that can derail them from getting the job they want, or more likely, cause them to take a job that isn’t a good fit. Keep reading to learn how to avoid these common physician job search mistakes.

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5 Mistakes to Avoid in Your Physician Job Search

These common job search mistakes can keep physicians from getting the job they want, or more likely, cause them to take jobs that aren’t a good fit. Keep reading to find out how to avoid these 5 physician job search mistakes.  

Physician Job Search Mistake #1: Starting Too Late

Physicians who start their job search early will have more options than those who wait until the last minute. JPS Vice President of Recruiting Tara Osseck advises residents: 

“Allow at least one year for a physician job search.”

Allow more than one year if: 

  • You require J-1 visa support
  • A specific location is top priority
  • Your specialty is highly-recruited

 

Physician Job Search Mistake #2: Limiting Your Search

Physicians who insist on a narrow scope of practice or a specific city will limit their options and miss the chance to consider other, possibly better-suited, opportunities. Prioritize what’s most important to you but also identify areas of flexibility–and the more the better. 

Broaden what’s acceptable in terms of: 

  • Location 
  • Practice setting
  • Scope of practice
  • Type of organization

Physician Job Search Mistake #3: Ignoring Red Flags

Most physicians who regret their job choice admit, when looking back, there were a number of red flags. Not every red flag is a dealbreaker, but they do require further investigation.

Red flags to watch out for:

  • High turnover
  • Negativity
  • Productivity imbalances
  • Insufficient technology
  • Unclear terms
  • Vague answers

Physician Job Search Mistake #4: Discounting the Importance of Culture

A big paycheck is nice, but if your values don’t align with the people around you, your job satisfaction will suffer. Use the on-site interview to learn about the organization’s culture. 

In the Rural Physician Recruitment and Staffing Survey from JPS and LocumTenens.com, physicians ranked the following as the top 3 attributes in an employer’s culture:

  • 40% Physician autonomy 
  • 35% Teamwork 
  • 31% Patient-focused

Physician Job Search Mistake #5: Not Leveraging Available Resources 

The recruiters at Jackson Physician Search have valuable expertise to share about the job search process. Not only can they help you with the logistics of what to do and when, but JPS recruiters know their markets inside and out and can share insight about individual organizations. 

Leverage physician recruiters for advice on:

  • Job search timing
  • CV review
  • Compensation expectations
  • Organizational culture

Don’t make the mistake of going it alone. Reach out to the Jackson Physician Search Recruitment Team today.

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[Infographic Guide] Address Key Generational Differences to Improve Rural Physician Recruitment

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The results of the recent Rural Physician Recruitment and Staffing Survey show that 90% of physicians are open to considering a rural physician job if conditions are right. Physicians are drawn to rural medicine for a number of reasons, and the report suggests those differences often vary along generational lines. By discovering what each generation is most attracted to about rural medicine, organizations can more effectively market their open positions to physicians of every stage of life. Keep reading to learn how to address key generational differences to improve rural physician recruitment results.

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Address Key Generational Differences to Improve Rural Physician Recruitment Results

An encouraging 90% of urban and suburban physicians are open to rural medicine if conditions are right, according to the 2022 Rural Physician Recruitment and Staffing Survey. A deeper look at this new data reveals what appeals most to each generation, so you can more effectively market rural medicine jobs to physicians at every stage of life.  

90% of physicians would consider rural practice if the conditions are well-aligned with their most important wants and needs.

  • 64% want higher compensation, bonuses, and benefits
  • 47% want flexible hours
  • 46% want improved work/life balance

Money Talks…to Everyone

Compensation is overwhelmingly the top reason physicians in every generation would consider rural medicine. 

  • 62% Baby Boomers
  • 63% Gen X
  • 72% Millennial

Promote Flexibility and Patient-centered Culture to Attract Baby Boomers

Baby Boomers

Most likely to already work in a rural setting 

55% of urban / suburban Baby Boomers say the ability to work part-time or have flex hours would prompt them to consider rural medicine

44% of Baby Boomer physicians say a flexible schedule or a part-time one would entice them to stay at their current organization for the next five years

37% of Baby Boomer physicians say “patient-focused” is  the most important attribute of an organization’s culture 

36% of Baby Boomers already practicing rural medicine chose to do so because it allowed them to spend more time with patients. 

To Win Over Gen X, Highlight the Ability to Make in Impact (and Have the Time and Finances to Live a More Balanced Life)

Gen X

Most likely to say they are personally (47%) and professionally (43%) unfulfilled

51% of urban / suburban Gen X physicians say improved work / life balance would make them consider rural medicine 

39% of Gen X physicians say physician autonomy is the most important attribute of an organization’s culture

For the Gen X physicians already working in rural practice, money is a huge motivator. 49% chose it because of higher compensation and 52% were swayed by a more affordable cost of living. 57% said compensation is the best way to retain them for the next five or more years.

Focus on a Healthy Work-Life Balance and a Family-friendly Environment to Recruit Millennials

Millennials

Most likely to be married to a physician (18%) 

30% of Millennials say student loan payoff could entice them to work in rural medicine

40% of Millennial physicians say supports work / life balance is the most important aspect of an organization’s culture

Most likely to say visa assistance and proximity to family / friends / colleagues would prompt them to consider a rural job

 

Visit our thought leadership page for more helpful presentations, case studies, and infographics. Or, reach out to a Jackson Physician Search representative for more information.

[Whitepaper] Rural Physician Recruitment and Staffing Survey Results

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Finding the Why: Consider Generational Differences to Improve  Rural Physician Recruitment

Physicians seek jobs in rural medicine for a number of different reasons, and a new Rural Physician Recruitment and Staffing Survey from Jackson Physician Search and LocumTenens.com suggests those differences vary even more along generational lines…

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[Infographic Guide] 4 Questions to Guide Rural Physician Recruitment and Retention

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The results of the recent Rural Physician Recruitment and Staffing Survey give rural healthcare organizations reason to be optimistic about their recruiting efforts. The new data shows 90% of physicians are open to considering a rural physician job. The report provides insight not only about who will consider physician jobs but what they are looking for in a rural healthcare employer and what those organizations can do to improve rural physician recruitment. Keep reading to find answers to the four questions that guide rural physician recruitment.

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4 Questions to Guide Rural Physician Recruitment and Retention

Rural Physician Recruitment and Staffing Survey Reveals Promising New Data to Answer 4 Critical Questions

1. Who Will Consider Practicing Rural Medicine?

Good news: 

90% of physicians surveyed would consider rural practice if conditions are well-aligned

Takeaway: Don’t discount anyone! Physicians are more open than ever to rural opportunities.

 

2. What Makes Physicians Consider Rural?

The data indicates higher compensation, flexibility, and improved work-life balance are the most common reasons physicians say they would consider rural medicine.

  • 64% Higher Compensation, Bonuses, and Benefits
  • 47% Ability to Work Part-time or Flexible Hours
  • 46% Improved Work-Life Balance
  • 33% Strong Organizational Culture
  • 29% Affordable Cost of Living

Administrators recognize the importance of work-life balance. However, they tend to overestimate the appeal of a lower cost of living (58%) and underestimate the importance of higher compensation (36%).

Takeaway: Understand what makes rural medicine appealing in order to more effectively recruit.  Consider the cost of recruitment and lost revenue (resulting from a physician vacancy) to justify offering higher compensation if needed. 

 

3. What Aspect of a Rural Organization’s Culture Is Most Important? 

Physicians, regardless of their location, prioritize autonomy as the aspect of an organization’s culture that matters most. 

40% of Physicians say Physician Autonomy but only 24% of Administrators think this is most important.

Rural physicians are more likely to prioritize a patient-focused culture (34%) and a family-friendly work environment (24%)

Takeaway: Consider the ways you can increase autonomy and improve other aspects of the organizational culture to increase the chances of attracting and retaining physicians. 

 

4. How to Improve Rural Physician Retention?

55% of physicians say higher compensation, bonuses, and benefits would motivate them to stay 5+ years

Just 37% of Administrators think compensation has this kind of impact

Money clearly matters, but so does fulfillment. 

27% of rural physicians describe their level of fulfillment as “enthusiastically happy.”  

Takeaway: Rural administrators must offer competitive compensation and promote the fact that rural physicians report higher levels of fulfillment than physicians practicing in suburban (21%) and urban locations (20%).

Visit our thought leadership page for more helpful presentations, case studies, and infographics. Or, reach out to a Jackson Physician Search representative for more information.

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[Infographic Guide] 4 Things to Know About Physician Succession Planning

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We recently surveyed physicians and administrators to gain insight into physician recruitment, engagement, retention, and succession planning and published the results in our [White Paper] Getting Ahead of Physician Turnover in Medical Practices Survey. We learned that only 16% of administrators reported having a formal, written physician succession plan, and yet, they rank the importance of having one a 7.5 on a scale of 0-10. Continue reading to learn the types, elements, objectives, and steps to creating an effective physician succession plan.

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4 Things to Know About Physician Succession Planning

Newest data from Jackson Physician Search and MGMA White Paper: Getting Ahead of Physician Turnover in Medical Practices

Why Every Organization Needs a Physician Succession Plan

More than 2 of every 5 active physicians will be age 65+ within the next 10 years.

61% of physicians are currently experiencing burnout. 62% of physicians report that their burnout is caused by their employer, while only 14% of administrators think the same.

On average, physicians rate their satisfaction with their employer at a 5.5 on a scale of 0-10. More than 50% ranked themselves as dissatisfied.

In the past year:

  • 46% of physicians considered leaving to work for another healthcare employer
  • 43% considered retiring early
  • 27% considered leaving medicine altogether

Only 16% of administrators reported having a formal, written physician succession plan. Yet, they rank the importance of having one a 7.5 on a scale of 0-10.

1. Three Most Important Elements of a Physician Succession Plan

  • Recruitment plan to replace retiring physicians
  • Transition plan for retiring physicians who want to work part-time in the practice
  • Mentor programs to minimize the experience gap that results when a tenured physician is replaced by a younger provider

2. Three Most Important Objectives of a Physician Succession Plan

  • Meeting patient demand
  • Strengthening culture
  • Forecasting future recruitment needs

3. Every Organization Needs Two Types of Physician Succession Plans

1. Long-term Succession Plan

Physician turnover is inevitable, but often you have time to plan for their departure. Because some specialties take much longer to recruit than others, it is critical to have a formal, written succession plan to minimize gaps in coverage.

2. Emergency Succession Plan

Some physician departures come as a surprise, leaving an immediate gap in coverage. The emergency succession plan identifies a physician who could take charge for a short time, while a long-term permanent replacement is hired and trained.

4. Five Steps to Creating a Physician Succession Plan

1. Survey your physicians to learn about their retirement plans.
2. Involve shareholders to create buy-in and alignment.
3. Consider internal candidates to determine if an external search is necessary.
4. Have a strong onboarding program and mentor incoming physicians.
5. Prioritize positions that have the biggest impact on the health of your practice; start recruiting early

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

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[Infographic Guide] Four Digital Physician Recruitment Best Practices

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Considering that a single physician vacancy can result in $130,000 to $150,000 per month in lost revenue, more in certain specialties, and physician searches require 6 to 12+ months, it is vital to evaluate your current physician recruitment process.

The most effective and efficient way to recruit physicians is through a comprehensive digital recruitment strategy. To set your organization up for success, learn these digital physician recruitment best practices.

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2021-JPS-physician-digital-recruitment-best-practices

 

Four Digital Physician Recruitment Best Practices

The most effective and efficient way to recruit physicians is through a comprehensive digital recruitment strategy.

Only 11% of today’s physicians are actively seeking a new position, while 76% are considered passive candidates. The key is to intrigue this larger group.

Before You Start Recruiting, Create a Winning Physician Job Description:

  1. Use your job description to target specific physician qualities.
  2. The job title should include specialty, location, and have a hook.
  3. Use SEO keywords to increase search traffic.
  4. Give them a reason to come to you for more information.
  5. Sell more than just the job; highlight your community and culture.

1. Social Media is the Digital Key to Filling Your Physician Vacancy

  • Cultivate your corporate brand to attract candidates who are best suited to thrive in your organization.
  • Your successful physicians can be your best brand ambassadors!
  • There are many physician-centric online communities. Learn which ones are the best fit for your organization by measuring candidate engagement.
  • For an engagement boost, share “feel-good” stories that have occurred between patients and clinicians.

2. Leverage Email Marketing

97% of physicians prefer to receive job opportunities via email. Source: 2021 MMS Annual Physician Survey

Email Recruitment Best Practices: Do’s and Don’ts

  • Do: Personalize your email message by addressing candidates by name, preferably Dr. “Last Name”.
  • Do: Segment your email database by specialty so that Pediatricians do not receive emails about Gastroenterology positions.
  • Do: Pay attention to your email metrics, including click-thru and unsubscribe rates.
  • Don’t: Email candidates who haven’t opened or engaged with your emails in more than two years.
  • Don’t: Use a “no-reply address” as your sender address.
  • Don’t: Ignore privacy changes being implemented by Apple and Google.
  • Don’t: Forget to test your campaigns. Try testing different subject lines, calls-to-action, or link placements.

3. Maximize Your Recruitment Efforts on Job Boards

Some Top Job Boards for Sourcing Physicians:

  • Doximity
  • Health eCareers
  • DocCafe.com
  • MDSearch.com
  • NEJM Career Center
  • PracticeLink
  • Profiles Physician Database
  • American Academy of Family Physicians (AAFP)

Takeaways for Physician Recruiting via Job Boards

  • In addition to specialty-specific job boards, try a variety of other physician-centric sites to determine which ones can be the most successful for you.
  • Monitor your placements and which job boards produce the most success for your organization.

4. Consider Utilizing Mass Text

A new and effective method of reaching candidates is through mass text messaging. A smart text campaign can quickly engage physician candidates and allow them to respond if interested. Text messaging is increasingly popular for reaching a large number of candidates.

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

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[Infographic Guide] 5 Physician Practice Trends to Watch

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The landscape in which physicians practice is constantly evolving, requiring physicians, administrators, and recruiters to adapt. While the COVID-19 pandemic was something no one could have predicted, it has accelerated many of the physician practice trends that were already underway in the healthcare industry. Rising physician burnout, renewed interest in rural healthcare, and sustained demand for telemedicine by patients and providers are just a few of the shifts that the industry will need to accommodate. Certainly, some of these trends will impact advanced practice provider and physician recruitment as well. Whether you are an administrator, physician recruiter, a physician, or an advanced practice provider, here are five physician practice trends to watch.

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1. More Than Half of Physicians Report Burnout

48% of Generation X, 38% of Millenials, and 39% of Baby Boomers are burned out.

Female physicians are more burned out than their male counterparts, reporting 48% and 37% respectively. Yet 28% of physicians report that their employer does not offer a program to mitigate burnout.

Due to COVID-19, 54% of physicians plan to make an employment change. 36% of those respondents are considering early retirement or leaving medicine altogether and another 50% are considering leaving their current employer for another.

Sources: September 2020 Modern Healthcare Article, January 2020 Medscape National Physician Burnout & Suicide Report 2020: The Generational Divide, February 2021 Jackson Physician Search Physician Retention Survey Results White Paper

2. More Physicians are Employed

For the first time, less than 50% of doctors work for a private practice and close to 40% work for a hospital, or fully or partially hospital-owned practice.

57% of women and 47% of men are employed.

Family Medicine Physicians:

  • 58% are employed
  • 39% own their own practice
  • 3% are independent contractors

General Surgeons :

  • 53% are employed
  • 42% own their own practice
  • 5% are independent contractors

OBGYNs:

  • 46% are employed
  • 48% own their own practice
  • 6% are independent contractors

Radiologists:

  • 37% are employed
  • 54% own their own practice
  • 9% are independent contractors

21% of residents are planning on owning their own practice, 28% are seeking employment, and 20% are considering both options. Recent graduates often seek larger organizations that can offer secure employment.

Increase in Physician Practice Acquisitions During COVID: From January 2019 to January 2021 there was a 21% increase in the number of physician practices owned by corporations or hospitals.

Sources: 2020 AMA Physician Practice Benchmark Survey, May 2021 Advisory Board Article, June 2021 Physicians Advocacy Institute Study

3. More Physicians Considering Rural Healthcare

20% of the US population lives in rural locations, but only 11% of physicians practice there.

“We’ve seen a significant influx of candidates seeking physician jobs in the Midwest. Physicians want to come back to the Midwest to be near family, but there are others who are just looking for a slower pace of life, away from busier metropolitan markets.” – Carly Clem, Jackson Physician Search Regional Vice President of Recruiting

Source: February 2020 AAM Article, July 2021 Jackson Physician Search COVID Changed the Physician Job Market White Paper

4. More Physicians in Demand

The current AAMC numbers project a physician shortage of between 37,800-124,000 by 2034.

The physician specialties in the highest demand:

  • Primary Care
  • Internal Medicine
  • Emergency Medicine
  • Psychiatry
  • Obstetrics and Gynecology

Physician Shortage Estimates by Specialty

  • Primary Care – 48,000
  • Surgical Specialties – 30,200
  • Other Specialties – 35,600
  • Medical Specialties – 13,400

Sources: June 2021 AAMC The Complexities of Physician Supply and Demand: Projections From 2019 to 2034 Report, May 2021 St. George University Article

5. More Telemedicine

31% of healthcare leaders expect their use of telemedicine to increase in 2021.

86% patient satisfaction score for telehealth services.

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

Do These 4 Things Before Launching Your Next Physician Search

Physician recruitment and candidate sourcing have experienced a great transformation over the last decade. It used to be that paper-based direct mail campaigns were thought to be the most effective way to reach a large pool of physician candidates. Today, we have better tools available…

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In our previous installment, we discussed the costs incurred with physician vacancies. If you missed it, find it here. In today’s ultra-competitive physician recruitment environment…

Need Help Recruiting Physicians?

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

Get Started

[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.

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2021-JPS-five-benefits-hiring-advanced-practice-providers_

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.

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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.

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JPS-physician-6-tactics-to-recruit-residents

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.

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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.

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JPS-physician-retention-survey-infographic

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.

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