Art or Science? Effective Physician Recruitment and Retention Requires Both

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Need to build a better recruitment process? Learn the best practices to master effective physician recruitment using the art of building strong relationships and the science of deploying effective recruitment tools.

 

Art or Science? Effective Physician Recruitment and Retention Requires Both

Innovative Recruiting Best Practices

6 tips to winning top physician talent in a highly competitive market

  1. Draft a winning interview team
  2. Recruit aggressively
  3. Timeliness is critical
  4. Your recruiter is your best ally
  5. Be flexible
  6. Be prepared to make a decision

Get Discovered by Passive Candidates

  • 60% of physicians’ most popular activities on social are following what colleagues are sharing and discussing
  • 2/3 of doctors are using social media for professional services
  • 31% of healthcare professionals use social media for professional networking and development

6 Practical Steps to Optimize Fit

  1. Define Ideal Candidate Profile
  2. Use Segmentation Technology
  3. Laser-Target Candidate Search
  4. Customize Candidate Outreach
  5. Consider Cultural Fit During Interview Process
  6. Hire for Fit

Customize the Interview Process

  • Make the Candidate Feel Special
  • Make the On-site Interview Memorable
  • Utilize You Most Engaging Team Members
  • Include the Candidate’s Family
  • 60% Social and 40% Business
  • Sell the Vision

Recruiting for Retention Drives ROI

Turnover costs well over $1 million per physician. The right hire can sometimes cost you in excess of $250,000 including search expenses, sign-on bonuses, income guarantees, and relocation costs. The wrong hire can cost you over $1,000,000 because the average revenue for a physician is $1,448,458.

Learn more about effective physician recruitment and retention by clicking the download button and reading the entire pdf.

Cultural Blueprint for Successful Physician Recruitment

Focus on Fit: A Cultural Blueprint for Successful Physician Recruitment

This presentation, given by our CEO at the 2018 MGMA Annual Meeting, explains why cultural fit is so important and how to create a physician recruitment blueprint that focuses on…

Utilizing Metrics and KPIs for More Successful Recruiting

Healthcare is an outcomes-driven industry. However, many organizations lack a structured method and accountability for measuring efficiency, successful recruiting, and return on investment…

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

Three Smart Moves for Physician Recruitment Success

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In a competitive physician recruitment environment, how do some organizations consistently outperform all others? Learn how to recruit faster, more efficiently, and at less cost with these three smart moves for physician recruitment success.

 

In a competitive physician recruitment environment, how do some organization consistently outperform all others? Learn how to recruit faster, more efficiently and at less cost.

Recruit for Fit

Overcome the unique challenges for your organization by finding candidates that fit.

Attract candidates while being transparent about the challenges of the practice to ensure fit.

Recruit Efficiently

Targeted recruiting efforts can help you reduce the number of interviews.

Take a proactive and continuous approach to developing your recruitment process.

Focus on accelerating time-to-fill.

Recruit Continuously

Keeping your pipeline full can reduce your time-to-fill.

You can find more resources here.

 

Balancing Compensation and Culture

Balancing Compensation and Culture for the Right Fit

Balancing Compensation and Culture for the Right Fit is a look into compensation trends, quality of practice, quality of life, practice location, and how they contribute to culture and fit.

Rural Recruitment and Retention Playbook

Rural Recruitment and Retention Playbook

Download this Rural Recruitment and Retention Playbook for insight on the state of the industry as well as trends in rural physician recruitment, emerging…

Need Help Recruiting Physicians?

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

The Engagement Gap

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Physician alignment and satisfaction are critical to recruitment and retention. This study identifies a significant physician engagement gap and challenges the assumption that employing physicians is the only solution to clinical alignment.

The Physician Engagement Gap

Physicians aren’t as aligned as executives think (and what executives can do about it).

Jackson Healthcare sought to explore the current state of alignment and engagement among physicians who are employed. Based on our extensive secondary and primary research with hospitals and physicians, employed physicians are disengaged in large numbers. There has not been a positive change in engagement in the past decade. And more alarmingly, hospital executives perceive physicians to be more engaged than they actually are. Even though physicians are proud to associate themselves with the hospital for which they work, they don’t trust their hospital executives employers, and they are not involved in clinical and administrative decision-making processes. Physicians don’t want to follow a clinical recipe when it comes to patient care. They want to be respected for their expertise.

In order to achieve the alignment hospital executive are seeking, medical schools and hospitals must do more to prepare, involve and transform the role of physicians as stakeholders, decisionmakers, and leaders. Cultural changes are necessary in the hospital environment if physicians are to make decisions in the best interest of the health system vs. a sole focus on their individual practices.

This report explores the current acquisition and employment trends and the effect on physician alignment.

Acquisition

The days when physicians graduated from medical school, completed their residency, and hung out a shingle in private practice have come to a close. And physicians who began their careers in private practice are less likely to retire there.

Physician ownership of private practices is trending downward while hospital employment of physicians and acquisition of physician practices is on the rise. Hospitals are acquiring physician practices in large numbers and younger physicians prefer to begin their careers as employees rather than enter private practice. In the early to mid-1990s, hospitals acquired physician practices in great numbers. That trend reversed in the late 1990s/early 2000s. According to VMG Health the sharp drop in hospital acquisitions of physician practices was fueled by:

  • physicians’ frustration with hospital management practices
  • hospitals’ frustration with physicians’ lack of motivation and productivity
  • the dissolution of many physician practice management companies and integrated delivery networks

Currently, hospitals are acquiring practices in numbers similar to the 1990s. In the past decade, the percentage of hospital-owned physician practices has tripled from about 25% in 2002 to almost 75% in 2011. The percentage of physicians in solo practice has decreased from 41% in 1983 to 18% in 2012.

Read the rest of this study by clicking the download button.

Cultural Blueprint for Successful Physician Recruitment

Focus on Fit: A Cultural Blueprint for Successful Physician Recruitment

This presentation, given by our CEO at the 2018 MGMA Annual Meeting, explains why cultural fit is so important and how to create a physician recruitment blueprint that focuses on fit…

Physician Recruitment and Retention Practices That Work

Finders Keepers Physician Recruitment and Retention Practices That Work

We take a hard look at how technology, company culture, and team roles can influence physician recruitment and retention practices. We discuss how technology can help with recruitment…

Need Help Recruiting Physicians?

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