National Rural Health Day, celebrated on November 21st this year, was established in 2011 to celebrate the efforts and accomplishments of rural healthcare providers and organizations. It’s also an excellent time to consider the many challenges facing these organizations and the communities they serve. Data from the Association of American Medical Colleges indicates that while 20% of the American population lives in rural areas, only 11% of physicians practice in these rural communities. That percentage may also be shrinking due to a disproportionate number of rural physicians retiring and fewer graduating medical students seeking jobs in rural areas.
As the President of Jackson Physician Search, my team and I work with many clients in rural communities. Their rural job opportunities offer unique advantages that meet many of the typical physician’s job search needs — competitive compensation, a healthy work-life balance, and professional fulfillment. However, location often tops the list of job search priorities, so it can take some persuading to get a candidate to open their mind and agree to an on-site visit. When a candidate is willing, rural healthcare leaders must prepare to roll out the red carpet and effectively demonstrate everything that makes both the facility and the community the ideal place to work and live.
3 Steps to an Ideal Rural Physician Job Interview
As soon as you know you have a viable candidate, extend an invitation to visit the community for an interview, including their spouse and children. Let the candidate know you hope to make this happen as soon as possible, but be flexible to accommodate their timing. Once you have settled on a date, follow these three steps to ensure an optimal experience.
1. Make it Personal
As soon as you have a date, it’s time to put together an itinerary tailored to the candidate’s (and family’s) interests. This means doing some detective work up front to learn about their hobbies, pastimes, and special needs. As a recruitment partner, I’m noting these details from the first screening call to steer the client toward suitable activities. I recently had a client interviewing an FMOB who I knew had a passion for mountain biking because she had mentioned it during one of our early calls. She was thrilled to receive an itinerary that included a mountain biking excursion, made even more memorable by the participation of a staff physician who was also an avid mountain biker. The involvement of the staff physician as their guide gave the interviewing physician a chance to get to know a colleague while enjoying the natural amenities of the community.
2. Highlight the Benefits of the Community
In addition to the personal touches, ensure the candidate and family get a comprehensive overview of the town, perhaps with a realtor. If the education system is a priority, contact someone on the school board to arrange a tour of the appropriate schooling options.
Many physicians have preconceived ideas about life in a rural community. They may have concerns about lifestyle, access to cultural activities, or distance from family. The site visit may be your only opportunity to correct misconceptions and highlight the advantages of living in a rural setting. Be sure to discuss and, when possible, demonstrate the following:
Quality of Life: Emphasize the slower pace of life, lower cost of living, and the ability to escape the hustle and bustle of city life. In a 2022 report, physicians working in rural areas most commonly cited work-life balance as a reason for their choice, and some studies suggest rural physicians experience lower levels of burnout.
Family-Friendly Environment: For physicians with families, rural communities often offer a safer, quieter environment to raise children. Highlight the quality of local schools, family-oriented activities, and community events that foster a sense of belonging.
Outdoor Recreation and Natural Beauty: Many rural areas provide easy access to nature and outdoor recreational opportunities. Whether hiking, fishing, skiing, or simply enjoying the fresh air, rural living offers a variety of activities to unwind outside of work. Physicians who enjoy the outdoors will find this a compelling reason to consider relocating.
Sense of Community: In rural communities, people know each other and take care of one another. This sense of community can be attractive for physicians, especially those seeking to be a part of something bigger than themselves. Stress the impact that physicians can have in shaping the health and well-being of the community.
3. A Day in the Professional Life
The professional fit is just as vital as community connection, so the visit must provide ample time for both. Beyond the formal interviews, ensure the candidate has a chance to see the facility in action so they can imagine a day in the life of a physician at your organization.
Provide a tour of the hospital or clinic, including any satellite locations if applicable. Highlight recent updates to the facility and newly acquired technology. A firsthand look at the tools and resources will show potential recruits your organization’s commitment to providing modern technologies that enhance patient care and make their jobs easier.
Introduce the physician to colleagues and staff they may be working with. A friendly, collaborative team can be a significant draw — especially in rural healthcare settings. Whenever possible, find opportunities to introduce spouses as well. For instance, a client of mine has several physicians who own lake houses in the community. When a candidate is there to interview, one of the physicians will host a gathering for a small group of colleagues and spouses. These social gatherings usually include a boat ride and a casual meal, allowing the candidate and their family to connect with other physicians in a personal, relaxed setting.
If possible, allow candidates to meet and interact with patients as well. Rural healthcare tends to offer more meaningful patient interaction, which is often appealing to candidates. Highlight the benefits of seeing the same patients year after year and getting to know them and their families. This can be a fulfilling aspect of rural medicine that physicians may not experience in larger, urban centers.
Impressing Rural Physician Job Candidates
Attracting physicians to rural healthcare organizations requires more than competitive compensation and the promise of flexibility. Rural healthcare leaders must actively showcase the unique benefits of working in their facilities and living in their communities. By offering a personalized, comprehensive, and transparent interview experience, you can help physicians (and their families) understand the rewarding nature of rural practice. If you can do this and provide a competitive compensation package with recruitment incentives, you will significantly increase your chances of securing long-term, dedicated healthcare providers for your facility.
Whether your organization is rural, urban, or suburban, a physician recruitment partner can accelerate the process, ease logistics, and free up your team to focus on other tasks. Reach out today to learn more.
About Helen Falkner
Helen Falkner is president of Jackson Physician Search, the nation’s largest privately held permanent physician recruitment firm and a member of the Jackson Healthcare® family of companies. With more than a decade of experience in retained physician search, she moved into senior leadership roles, bringing proven expertise in recruitment strategy, team development, and the evolving dynamics of today’s healthcare workforce.
The daughter of a physician and a native of West Des Moines, Iowa, Helen has long understood the profound impact that physicians have on the well-being of both patients and communities. That early perspective continues to shape her leadership approach and her commitment to helping healthcare organizations connect with mission-aligned clinicians who will fit, succeed, and stay.
Helen joined Jackson Physician Search in 2012, quickly distinguishing herself as an award-winning recruiter recognized for excellence and alignment with the company’s core values of Others First, Wisdom and Growth. She later became a partner in the business and regional vice president of the firm’s Western division. There, she led one of the largest recruiting teams and served as a strategic partner to healthcare organizations seeking not just to fill positions but build sustainable, high-performing clinical teams.
A recognized thought leader and frequent speaker at regional and national healthcare conferences, Helen addresses the changing expectations of today’s medical workforce, emerging trends in strategic candidate sourcing, and the critical connection between effective recruitment and long-term retention.
Helen has been named “recruiter of the year” twice, earned multiple “recruiter of the quarter awards, and received a 2023 “career achievement” distinction for her sustained contributions to the firm and its clients. She holds a bachelor’s degree in business and marketing from the University of Iowa. She and her family reside in Atlanta.
