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Benchmarking to Improve Your Recruitment Process

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This is the second in an ongoing series summarizing the findings in a recent white paper published by the President of Jackson Physician Search, Tony Stajduhar. To read “Physician Recruitment: The Cost to Hire and Return on Investment” in its entirety, find it here.

In our first white paper summary, we highlighted how much vacancies are costing healthcare organizations. Now, let’s focus on how much it costs you to recruit and fill those physician vacancies.  As if healthcare organizations don’t lose enough revenue by having lingering vacancies in their physician ranks, having an inefficient recruitment process not only wastes time and money, it also keeps the vacancy open longer.

In thinking about your organization’s recruitment process answer this simple two-part question, ‘Are we measuring key recruitment metrics, and if so, are we acting on the data?’  If you answered no to either of the above, then your recruitment process is in dire need of attention.  Here are a few key indicators you should be measuring:

  • Time to Fill – Team Satisfaction Scores
  • # of Interviews to Hire
  • # of New and Returning Patients
  • Acceptance Rate percentage
  • Three- and Five-year retention rates
  • Physician Satisfaction Scores

Benchmarking your recruitment process from top to bottom allows you to reveal inefficiencies and make the necessary corrections for improvement. No matter how successful your recruitment process may have been in the past, as times change and the candidate profiles change, what worked yesterday doesn’t necessarily work today.

A recent survey found that 95% of physicians want to receive job information by email, but the volume of contacts they receive are watering down the effectiveness of solicitation. Over 39% of physicians report multiple job solicitations each week. Compounding the issue is that doctors are finding that they are receiving relevant information less than 10% of the time. It is critical for organizations to do a deeper dive into creating targeted emails that resonate with the recipients. Refining the email content to be more relevant can be achieved if you are collecting the data and acting upon the results.

An effective way to engage physicians who may be interested in a career move, is through social media, as a surprising 87% of physicians between the ages of 26 and 55 are using social media platforms. The key for savvy healthcare organizations is to attract passive candidates by producing fresh, interesting content that sets you apart from your competitors. If physicians are drawn to your content because it piques their interest, you are essentially recruiting them before they even know it.

If you feel that your recruitment process is suffering from the same old, same old and your vacancies aren’t being filled in a reasonable timeframe, it may be time for a total recruitment makeover.  Check out our ‘Guide to Developing a Strategic Physician Recruitment Plan’, or contact a Jackson Physician Search recruitment professional today.

 

Jackson Physician Search Physician Recruitment ROI White Paper
The True Cost of Physician Vacancies

[White Paper] Physician Recruitment: The Cost to Hire and Return on Investment

President of Jackson Physician Search, Tony Stajduhar, gives insight into how vacancies and recruiting can quickly become costly. If you’re looking to optimize your ROI when it…

The True Cost of Physician Vacancies

According to a 2018 Association of Physician Recruiters’ (ASPR) survey, 40% of physician vacancies in 2017 went unfilled.  The largest …

Need Help Recruiting Physicians?

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

The True Cost of Physician Vacancies

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This article is the first in a series of content that reflects upon the findings in a recent white paper published by Tony Stajduhar, President, of Jackson Physician Search, titled Physician Recruitment: The Costs to Hire and Return on Investment.

According to a 2018 Association of Physician Recruiters’ (ASPR) survey, 40% of physician vacancies in 2017 went unfilled.  The largest number of hiring searches were for family medicine, hospital medicine, internal medicine, neurology, and urgent care.  With these shortages in mind, it is even more concerning when you realize that by 2020, almost 33% of active physicians will be 65 years of age and older.  If you are struggling with filling physician vacancies, check out our Guide to Physician Recruitment.  But first, let’s examine the true cost of physician vacancies.

Loss of Revenue 

The first and most obvious cost of a physician vacancy is the loss of revenue. For example, a Gastroenterologist generates almost $2 million in gross charges, while an Orthopedic Surgeon can generate almost $1.8 million in charges. Annualizing these numbers show that a hospital or medical group can lose between $150,000 and $170,000 per month for specialist vacancies.

Patient Migration 

Not as clearly defined, but just as critical are the numbers of patients that are lost while there is a vacancy. If a physician leaves, there is the danger of losing all of the patients that were already loyal to that doctor, especially if there is not a viable alternative already on staff. Hospitals and groups also lose out on referrals and the peripheral losses of not having a flow of patient to doctor and doctor to doctor referrals.

Market Share 

When vacancies are unfilled, that doesn’t mean that patients needing services halt until the position is filled. Anytime patients are forced to seek specific services elsewhere, your competitor is reaping the benefit. Once a competitor has an opportunity to develop a relationship with someone who was once loyal to your facility, the opportunity to recover them as a client diminishes exponentially.

Longer Time to Fill = More Costs

Different specialties have a wide variation in the typical time to fill. Bearing in mind the monetary losses and the ancillary losses the length of time your vacancy goes unfilled is critical. The ASPR reports that a family medicine vacancy is typically open 4.3 months, while a surgical vacancy can be open for 10 months or more based on the specialty and the location.

 

It is clear that the demand for physicians, coupled with a dwindling supply is not going away anytime soon. As physician vacancies continue to go unfilled and healthcare organizations struggle to manage the costs, the industry as a whole will be in a perpetual state of “all hands on deck” until the physician pipeline is stable once again.

If your organization is all too familiar with the costs associated with lingering physician vacancies, check out our report on How to Create Growth and ROI through Recruitment and Retention.

Physician Hiring Outlook
Create a Cultural Blueprint for Successful Physician Recruitment

2019 Outlook for Hiring Physicians

For several years, reports of the ongoing physician shortage have dominated the headlines.  To give healthcare leaders the comprehensive information they need to invest and adjust to the physician shortage…

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…

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

The Job You Want May Not Be the One You Need

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We’ve recently worked with a physician who thought it was time to make a move from a small rural community setting into a large metro area.  By working with a recruiter at Jackson Physician Search, he found a position that met all of his personal and professional needs.  Here is his recruitment story.

Our physician, let’s refer to him as Dr. Smith, had been working in rural Northern Kentucky for several years.  Having recently married, Dr. Smith felt he was ready to explore opportunities in larger metropolitan areas.  He began by considering cities like Chicago, hoping for access to cultural activities and better schools for his daughter.  He quickly learned that his personal and professional needs might be better met in a mid-sized community and practice. It surprised him to find that the large group he was interviewing with wasn’t very responsive and he felt that working there, he would be just another number.

He began working with Helen Falkner, Sr. Director of Recruiting at Jackson Physician Search, who has been helping doctors, and other medical professionals find their perfect job for years. They began by narrowing down the things that were most important to him and his new family. He wanted a position affording him a better work/life balance and a location that offered the amenities of a larger metropolitan area.  When Helen told Dr. Smith about an opportunity she had in a Midwestern university town, he was unfamiliar with the community and initially skeptical.  However, Dr. Smith knew that keeping an open mind is critical and that it would be worth it to do his due diligence on the job.

The first thing that struck Dr. Smith when he arrived for his interview was that he was meeting directly with the CEO of the clinic.  He felt very comfortable having that direct line of communication with the CEO, and it allowed for a streamlined decision-making process. Dr. Smith was pleasantly surprised to find that the facility was very physician-centric and they were extremely motivated to learn more about him and his family. He knew if he joined them, that he would be more than just another doctor.

Being a college town, and also located less than an hour from a major metropolitan area, Dr. Smith and his family found that they would have access to vibrant cultural scenes, concerts, great restaurants, and a top school system.  The organization was very accommodating with Dr. Smith’s salary and scheduling preferences, and he gladly accepted their offer to join the team.

Dr. Smith’s story is not unlike many others in today’s ultra-competitive physician search environment, and it includes some key takeaways for consideration. Dr. Smith kept an open mind throughout the process and working with his recruiter, stayed focused on the things most important to him and his family.  He also recognized that in a smaller setting, he had the opportunity to become a part of the community and work in a more comfortable, inclusive environment. The only investment Dr. Smith had to make was the time he spent interviewing.  By overcoming his preconceived notions of what he thought he wanted, Dr. Smith ended up as part of a tight-knit team in a location that met all of his family’s needs.

If you are ready to find your next opportunity, check out our job portal to search for your next job or connect with Helen directly on her LinkedIn page.

choosing education the right shcools
5 Reasons Why Doctors Search for a New Jobs

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Gift Yourself a New Job This Holiday Season

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The holidays are here, and 2019 is around the corner. You suddenly realize that the job search you vowed to start early is now behind schedule.  Don’t panic! You still have time to start your holiday job search — Just use our guide and the holiday calendar to plan, prioritize and set deadlines for achievable milestones.

Make your List (and check it twice):

  • Create a checklist of criteria so you can objectively prioritize your search.
  • Be sure your CV is ready to submit for practice opportunities that meet your criteria.
  • Finalize your short list of appealing communities and organizations.
  • Identify your references and alert them to possible inquiries.

Get a Helper:

  • Share the details of your career and personal goals with a trusted recruiter.
  • You can rely on their objectivity, network of connections and knowledge of the marketplace.
  • They will help focus your search and avoid roadblocks, without charge or obligation.

Plan Ahead to Avoid Dashing Around:

  • With holiday calendars (and available flights) filling up, be quick and decisive about scheduling interviews.
  • Outline pertinent questions about compensation, practice parameters and the community.
  • Start phone interviews in December and schedule on-site interviews to take place just after New Years.

New Year’s Day Assessment:

  • Assess your progress, including upcoming interviews and offers on the table.
  • Ask for feedback to understand where any disconnects occurred.
  • Share that information with your recruiter – you need objective advice!
  • Plan your follow-up steps. If no offers are in hand, you may need to change the parameters of your search and conduct more due diligence to improve your chances of success.

MLK Day Decisions:

  • Prioritize the offers you have received.
  • Compare compensation packages using trusted sources for salary surveys and calculators that incorporate multiple variables.
  • Consult trusted advisors who can help compare the variables and explain contractual terms.
  • Be prepared to make a decision.

Sweet Success by Valentine’s Day:

  • Celebrate the sweet success of accepting an offer!
  • Meet the deadlines for securing your license, hospital privileges and credentialing with payers.
  • Explore housing and make relocation plans.

Physicians who accept an offer early enjoy:

  • The opportunity to earn a stipend, signing bonus or another incentive for early commitment.
  • Less stress and fewer scheduling conflicts during their final semester of residency.
  • Peace of mind to enjoy their first few months after graduation.
  • The opportunity to be productive in your practice as soon as you arrive.

Finding your first or next practice opportunity can be challenging and overwhelming.  An experienced recruiter can ease the process and serve as a guide through the process. They know the hiring organizations first-hand and have visited the practice sites you’re considering. They will streamline the process and keep you on track.

Get started now by exploring Jackson Physician Search opportunities and learning why physicians choose to work with Jackson Physician Search recruiters.

2019 Physician Job Search Outlook
Advance Your Physician Career with a New Job

2019 Physician Job Search Outlook

Let’s look at the 2019 Hiring Outlook for Physicians.  With 2019 right around the corner, is it the perfect time to start planning to change jobs, retire early, get out of private practice…

How to Advance Your Physician Career With a New Job

As you look to advance your physician career with a new job, the most important question you must ask yourself is why are you considering a change?  Your reasons will drive…

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[White Paper] Issues Affecting FQHCs: What will it take for Federally Qualified Health Centers to survive in today’s healthcare physician recruiting climate?

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Physician vacancies are affecting the majority of health centers across the country. This paper examines some of the recruitment and retention challenges that Federally Qualified Health Centers are facing and how to overcome them. Feel free to download and share.

Issues Affecting FQHCs

What will it take for Federally Qualified Health Centers to survive in today’s healthcare physician recruiting climate?

Jackson Physician Search in Partnership with CommonWealth Purchasing Group

A vast majority of all health centers are reporting a clinical and physician vacancy. Over the years, health centers have evolved to provide much more than primary care services in their community, but we are entering a critical time, and the shortage of physicians and clinicians overall is set to make a massive impact in the world of Community Health.

This paper examines some of the challenges that centers are facing today regarding recruitment and retention. Staffing shortages and difficulty in attracting physicians are overcome through a proactive and strategic approach to recruitment. Today, two of the top challenges are the shrinking candidate supply and changing compensation trends.

Neither of these issues are insurmountable, but they are a driving force in changing the community and rural health center model.

You can save and read the rest of this white paper by clicking the download button below.

Jackson Physician Search Physician Recruitment ROI White Paper
Social Media for Physician Recruitment

[White Paper] Physician Recruitment: The Cost to Hire and Return on Investment

President and CEO of Jackson Physician Search, Tony Stajduhar, gives insight into how vacancies and recruiting can quickly become costly. If you’re looking to optimize your ROI when it…

[White Paper] Physician Workforce through 2030: Social Media for Physician Recruitment

Download our White Paper covering Social Media for Physician Recruitment for insight into how physicians use social media and how hospital and healthcare leaders and recruiters can use…

Need Help Recruiting Physicians?

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

[White Paper] Physician Recruitment: The Cost to Hire and Return on Investment

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President of Jackson Physician Search, Tony Stajduhar, gives insight into how vacancies and recruiting can quickly become costly. If you’re looking to reduce your cost to hire and optimize your return on investment when it comes to physician recruitment, this white paper is for you.

Jackson Physician Search Physician Recruitment The Cost to Hire and Return on Investment
Cultural Blueprint for Successful Physician Recruitment
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Focus on Fit: A Cultural Blueprint for Successful Physician Recruitment

This presentation, given by our President 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.

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…

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

Five Ways Physicians Can Improve Their Job Satisfaction

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Is your career as a physician becoming less satisfying?  Ranked as one of the most trusted professions, some doctors today are not feeling the love.  According to a 2018 Medscape survey, more than 50% of doctors are feeling the negative impacts of a stressful working environment.  If you are one of those physicians experiencing burnout, there are some things you can do to improve your practice experience.  While not a comprehensive list, below are five ways physicians can improve their job satisfaction.

Find Work/Life Balance.  If you don’t have a healthy balance in your life between home and work, the chances are you won’t be satisfied in either.  With the demand for your services as a physician, you have more control over your current position than you think. Take the time to self-reflect and determine what your work/life balance looks like and what you can do to find the balance you want.  Maybe it includes reducing the time you are spending on administrative tasks, or less call during the week or on weekends. Much like treating an illness, once you know what the imbalance is, you can begin prescribing whatever it will take to improve the condition.

Challenge Yourself.  Has your career as a doctor gotten too much like punching a clock?  Think back to your early days of practicing medicine and how exciting every day seemed.  You were solving complex medical puzzles, helping your patients, absorbing information, and learning new techniques.  You can achieve that feeling again by taking on new challenges.  This can be as simple as learning a new skill, or getting a new certification, or as involved as advancing your career to a C-Suite level.

Reignite Your Passion.  There is nothing quite like finding an activity that causes the fire in your belly to burn brighter.  If that flame is dimmer than it used to be, you need to throw another log on the fire.  Find a way to take up a cause that is close to your heart, or dive back into a hobby that you are passionate about.  When was the last time you picked up that guitar you used to play in the dorm?  You might even consider checking out a volunteer organization like Doctors without Borders, or other physician volunteer opportunities through the AMA.

Become a Mentor.  When you were a fresh-faced resident or young practicing physician, you may have relied on a mentor to help you navigate the intricacies of your first years of practicing medicine.  If you had a mentor, the chances are you still rely on them from time to time. One way to improve your own job satisfaction is to act as a mentor to others.  Taking a young physician under your wing can help you rediscover why you became a doctor in the first place. And better yet, sometimes being around a young doctor who has the passion and energy you once had, can help you recharge your own batteries.

Change Jobs.  If you have already tried the recommendations above without positive results, maybe it is time to consider finding a new place to practice.  You are in demand, and many organizations would be thrilled to have you join them. Negotiating optimal schedules, minimal call, vacation time, research opportunities and more, it is all out there for negotiation.  Sometimes change is necessary and if your current job no longer feels like the right fit, the coming year is shaping up to be a good one for physicians looking for greener pastures.

If you are a physician who is unhappy in their current position, or you just feel like it is time for a change, let Jackson Physician Search help you find your perfect fit. Our nationwide reach means that we have access to thousands of opportunities with provider systems of all sizes in all types of communities.  Contact one of our physician recruitment professionals today to get started.

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Career Paths for Physicians

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2019 Physician Job Search Outlook

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Let’s look at the 2019 Physician Job Search Outlook.  With 2019 right around the corner, is it the perfect time to start planning to change jobs, retire early, get out of private practice, etc.? Here are several things for doctors to consider for 2019.

Escape From the City

We all experience feelings of burnout in our careers from time to time, but if you are one of those physicians who would say that the burnout is pervasive, maybe a change of scenery can do the trick.  Rural communities are struggling to find doctors, and many are sweetening their offers to attract more physicians to “go country.” Physicians who leave the hustle and bustle of the city find lower patient volumes, a better quality of life, more time to spend with your patients, lower costs of living, and much more.

Do Things Differently

Proactive administrators are aggressively pursuing ways to keep their physicians from seeking greener pastures. Reducing the time doctors spend on notes and EHRs by hiring scribes, adding more NPs to reduce workload, and focusing on corporate culture, are just a few of the ways systems are bettering the work environment. Doctors that find themselves somewhere that isn’t seeking continuous improvement, there are plenty of other opportunities out there to consider.

Change in Location

Maybe 2019 can be the year that you get out of the city you’re in and find a new one more conducive to your lifestyle. If you don’t see yourself fitting into a rural setting, a 2018 Medscape survey uncovered the best places to practice.  Topping the list is North Dakota with its booming economy, low numbers of uninsured citizens, and high ranking healthcare quality statewide. Very few other states have lower doctor burnout rates than North Dakota. Not surprisingly, Hawaii is also near the top of the list, as well as several states located in the Great Plains, Nebraska, Iowa, and Minnesota. With opportunities all over the country, with a little research, you can find the perfect place for you.

Retirement

In a recent survey of 9,000 physicians nationwide, over 17% responded that they are planning to retire within 3 years.  This number is up from a similar survey conducted in 2016.  Considering that over 41% of physicians are age 56 and over, these results aren’t surprising. However, that same survey found 47% want to retire sooner than they had planned.  There are many reasons for wanting to retire early, maybe you have saved and invested well, and have achieved some financial independence. Or, maybe you are looking to spend more time with your family, or as in many cases, experiencing burnout.

New Setting, New You

While it is often mistakenly attributed to Albert Einstein, the definition of insanity is most certainly doing the same thing over and over and expecting different results.  The same can be said for your career as a physician.  If it isn’t going the way it should or you expected, 2019 is the time to make a change as evidenced by the 46% of physicians actively planning a new career path. Many physicians are changing their focus, almost 19% are now practicing telemedicine, 12% are planning to find a non-clinical position, and 30% are planning to cut back their hours with one-third of those going part-time.

If 2019 is going to be the year that you take your physician career to new places, Jackson Physician Search is the partner who can help you achieve new heights, find greener pastures, or simply find an opportunity that reignites your passion for medicine.  Contact one of our recruitment professionals today to get started.

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[Recruitment Guide] Guide to Developing a Strategic Physician Recruitment Plan

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This is Part 1 of our complete Guide to Physician Recruitment. With any process, it is best to start by assessing your unique needs and developing your strategy. This handbook helps you do just that with step by step instructions for developing a strategic physician recruitment plan. Download Part 1 of our Guide to Physician Recruitment. This PDF handbook defines six key steps on your path to building a strategic physician recruitment plan.

Physician Recruiting Process_Part1-FINAL

Developing a Strategic Physician Recruitment Plan: Part 1

The physician shortage continues to be a growing concern for hospital CEOs and executives and consistently ranks in the top 5 concerns along with financial challenges and governmental mandates. You can download a study about the physician shortage from the American College of Healthcare Executives.

To combat physician shortage, it is critical to develop a strategic recruitment plan. Recruiting top physicians can be an expensive and time-consuming process for hospitals and health systems, which is even more reason to do it efficiently. This guide is a support tool for our clients as well as those hospitals who are still exploring their strategy for physician recruitment.

Our four decades of experience in partnering with hospitals and healthcare organizations across the country to develop strategic recruitment plans helps us have a unique perspective and wide knowledge base, which we are eager to share here.

From the hospital CEO to the physician recruiter, this broad-spectrum guide offers you a clear path toward optimizing your efforts and your investment in physician recruitment. And, if you find you need additional assistance at any point, we are available for an in-person consultation. Contact us.

Top 5 Indicators You Need a Strategic Physician Recruiting Plan

  1. Lost Revenue – Each day you are recruiting is thousands of dollars in lost revenue. Hiring more quickly will benefit your hospital’s bottom line as well as productivity, morale, and patient loyalty.
  2. Recruitment Time – According to a recent report from ASPR, the average placement time for physicians is between 109 and 128 days.
  3. Losing New Patient Opportunities – If you are having to turn away patients because you don’t have the capacity to see them, then your recruitment needs are critical.
  4. Left Scrambling – Few hospitals and healthcare groups have physicians in the queue ready to start. If you need to backfill a position, you are most likely experience patient rejection and lost revenue.
  5. Competition – Competition with another facility creates the urgent and essential need for strategy and effective marketing of your open positions.

Defining a Strategic Physician Recruitment Plan

A strategic recruitment plan is simply a roadmap to assess, create, and launch effective recruitment for your physicians and other providers. Whether the CEO or the physician recruiter, you and your team need to be able to critically evaluate the needs of your system and obtain buy-in from key stakeholders and decision makers to develop and execute an optimal recruitment strategy that benefits your whole organization. A strategic recruitment plan is part of a well-designed medical staff development plan that encompasses:

  • Physician Alignment
  • A Community Needs Assessment
  • Population Analysis
  • A Five-Year Strategic Plan
  • Input From Key Stakeholders
  • Metrics and Benchmarks to Analyze Effectiveness

How to Add Strategy to Your Recruiting Plan

Being strategic in your recruiting helps save your organization time and money while ensuring you find the right physicians and advanced practice professionals to grow your business. It took an average of 128 days to fill positions across all specialties in 2016, according to the 2016 Association of Staff Physician Recruiters report. An internist, for example, brings in an average revenue of &823,900 for a facility each year, Jackson Physician Search found in its annual Physician Salary Calculator. That adds up to nearly half a million dollars in lost revenue for your hospital while you’re looking for a new hire.

It’s increasingly important to not just recruit quickly but to recruit the right doctors. Estimated turnover costs are as much as $1 million per physician after factoring in recruitment, start-up and lost revenue costs. A solid recruitment plan will enable you to find the right doctors for the right positions at the right time.

Remember, there is no other resource in your hospital that will give you a greater return on investment than a physician. For that reason, we encourage you to recruit and retain these professionals carefully and strategically.

To read the rest of this guide, please click the download button.

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Focus on Culture for the Best Physician Team

[Recruitment Guide] How to Expertly Execute Physician Site Visits

Part 2 of our Guide to Physician Recruitment focuses on site visits. How you execute a physician site visit has a huge impact on the decision of your candidate. This recruitment guide has tips…

Focus On Culture To Build the Perfect Team

Are you having staffing issues and problems with turnover?  Does the cost of constantly recruiting physicians get brought up at every meeting?  If either of these situations sound…

Need Help Recruiting Physicians?

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

2019 Outlook for Hiring Physicians

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For several years, reports of the ongoing physician shortage have dominated the headlines.  To give healthcare leaders the comprehensive information they need to invest and adjust to the physician shortage, the Association of American Medical Colleges (AAMC) began publishing physician supply and demand reports in 2015.  The most recent update projects an even greater shortfall between supply and demand than previously forecasted.

By the Numbers – According to the AAMC, the total physician shortfall will be between 42,600 and a staggering 121,300 by the year 2030. Primary care shortages are projected up to 49,300 and non-primary care specialties up to 72,000 physicians. Oncology and Surgery are projected to be among the hardest hit specialties. The data shows that new cancer cases are likely to increase by 42% by 2025, while the number of oncologists is expected to grow by only 28%. This exacerbates the current shortage, as more than 70% of U.S. counties already have no medical oncologists. General surgery is facing a shortfall of almost 21,400 qualified surgeons over the next 5 years.

Contributing Factors – A combination of factors are creating this perfect storm which makes recruiting and retaining physicians more challenging than ever:

  • Demographics – The growing shortage is primarily due to an uncontrollable factor: demographics. America is aging, physicians included. By 2030, the number of Americans over age 65 is projected to grow by 50%, consuming healthcare at a higher rate as they age. At the same time, more than one-third of all currently active physicians will be 65 or older within the next decade.
  • Education/Residency Disconnect – Medical schools have been increasing their class sizes, but the number of residency slots have not increased commensurately to keep up with demand.
  • Working Fewer Hours – The trend toward physicians working fewer hours per week is reducing the FTE physician supply. AAMC’s updated report reflects new data showing declines in physician working hours across all age groups, not just millennials.
  • Burnout – According to the 2018 Future of Healthcare Report, 7 out of 10 physicians are unwilling to recommend healthcare as a profession because they are disheartened by changes to the practice of medicine. As many as 78% of physicians experience feelings of burnout associated with paperwork overload, frustration with Electronic Health Records (EHR) and challenges to their clinical autonomy by administrators.
  • Regulatory Burdens – A full 86% of respondents to the Medical Group Management Association 2018 survey reported an increase in regulatory burdens that impact the time they can spend with patients. More than half (54%) said that administrative overload is contributing to their likelihood of retirement within five years.

Looking Ahead – Workforce trends are important to understand for planning yet largely outside your control. But, you can improve the outlook for hiring in 2019 and beyond by focusing on factors you can influence within your organization and community.

  1. Create environments that physicians want to work in. Workplace culture will continue to be a dominant factor in attracting physicians to open positions. Your most important role as a leader is to proactively nurture a healthy cultural environment to support success in hiring and retaining physicians.
  2. Promote patient care over paperwork. Increase the utilization of clinical scribes to increase the quality and quantity of time physicians spend with patients. Also, ensure that EHR workflows are not impacting patient care.
  3. Strive for physician work/life balance. If you do not actively help physicians avoid burnout, you will continually fight turnover rates, retention deficits and prolonged vacancies. Physician assistants and nurse practitioners can ease the burden on doctors, allowing them time to pursue personal activities, research opportunities, and professional development.
  4. Embrace technology solutions. Telemedicine solutions can ease demands on over-extended physicians. Encourage patients to seek out telehealth alternatives to ease overcrowded schedules and increase the efficiency of routine office visits.
  5. Influence legislative reforms. Well-intentioned legislation often carries negative consequences on the practice of medicine.  Seek out opportunities to play a larger role in educating policy-makers about the impact of their actions on physicians and patient care.

For information about how Jackson Physician Search can help you develop attract and retain the qualified clinicians you need, contact one of our industry experts today.

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It’s challenging to successfully recruit physicians and even harder for rural communities. Let’s look at the current state of physician recruitment, address some of the challenges rural communities fa…

Need Help Recruiting Physicians?

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