Four Keys to Developing Physician Leadership

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One area of physician engagement that is sometimes overlooked is how many of today’s medical doctors want to play a role in leadership. With the ongoing physician shortage and unsustainable turnover rates in many healthcare organizations, developing plans to provide physician staff with development opportunities can be utilized to stem the effects of burnout and improve their engagement in the work environment.  A May 2019 poll conducted by Medical Group Management Association (MGMA), queried a broad spectrum of healthcare leaders and an astounding 67% of respondents replied that they provide no leadership coaching to their clinicians.

That gap in responses represents a huge missed opportunity for healthcare organizations that are battling recruitment and retention problems.  In a recent Jackson Physician Search survey of physicians, an impressive 43% of physicians responded that more autonomy would be an important attribute to their career.  One way for administrators to feed into the physician’s need for more autonomy is to provide them with leadership training and growth opportunities. In that same Jackson Physician Search survey, physician’s listed participatory decision making and autonomy as two of the top three attributes for a positive organizational culture. 14% of the physicians that took the survey indicated that leadership opportunities are the most influential recruiting incentive. Let’s examine four keys to developing physician leadership.

  1. Develop a clear understanding of each physician’s strengths and weaknesses. In the business world, it is a common practice to identify the traits of the leadership team through the utilization of comprehensive assessments. Often referred to as 360- degree assessments, information is collected about team members through surveys and self-assessments. This process will not only identify the physicians with natural leadership skills and instincts, but it will also identify those that are not interested in pursuing leadership opportunities and may provide clues to other initiatives that will lead to better physician engagement.
  2. Design a program that works within your organization. Not all leadership development programs are going to look the same. In an article published by the American College of CHEST Physicians, one of the established best practices for creating a leadership program is to ensure it is developed as part of the organization’s overall strategic plan. Some organizations may be equipped or even prefer to handle all of the leadership training in-house while others are better suited to outsource leadership development to a third-party organization.
  3. Embrace Mentorship as part of the plan. Today, it is fairly common for younger physicians to already be connected to a mentor.  That may or may not continue as the physician progresses throughout their career.  As a component of a leadership development program, physician mentorship should not only be encouraged, administrators should help facilitate the process as much as possible.  Mentorship between an existing physician leader and one who is in the process of developing the skills and experiences necessary to take on a leadership role is a perfect complement to the formal coaching they are receiving.
  4. Create skill-building opportunities. Leadership development is as much about formal coaching and exposure to leadership concepts and best practices as it is about actual real-world experiences.  Providing tangible leadership opportunities cannot just be after program completion, they must be “baked in” along the way as much as possible.  In the early stages, leadership program participants can participate as part of search or review committees or membership on a task force. Allowing “trainees” to see how the skills they are developing works in actual organizational settings is a key component of growth. Additionally, exposing them to other organizational leaders early on allows them to develop a fuller picture of themselves as a future leader.

Organizational leadership is the foundation of the culture that exists in every aspect of the workplace. Developing personal and professional growth opportunities within the physician ranks will go a long way toward cultivating physician engagement and can ensure that future organizational leadership can come from within.

Jackson Physician Search leadership has decades of proven healthcare industry expertise. From developing recruiting and retention plans to understanding and improving your organizational culture, Jackson Physician Search has teams of professionals to help you tackle your toughest challenges. Contact us today to learn more about ways we can help you thrive.

Physician Workplace Culture

Why Relationships and Workplace Culture Matter to Physicians

Much has been written about the rising prevalence of burnout among today’s physicians, with estimates approaching up to 70% feeling the effects.

How Culture Affects Physician Retention

Culture and Physician Retention

Imagine a workplace where medical professionals at all levels are highly respectful. Too many hospitals today are losing valued physicians due to…

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Physician Recruitment ROI and What it Means to Your Organization

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With the ongoing shortage of physicians creating extreme competition for the recruitment of physicians across specialties, it has never been more important for healthcare administrators to fully understand their recruitment costs and the impact of time-to-fill.  Today, healthcare organizations should be looking at their recruitment costs as an investment and calculating their returns, or as a Return on Investment.

When physician recruitment is identified as an investment, healthcare organizations can take action on improving their ROI and can also understand the impact of their recruitment efforts on their practice.

First, let’s determine how you can calculate physician recruitment ROI.

Physician Recruitment ROI Calculation

ROI can be calculated by comparing Costs and Revenue. To look at it from a physician recruitment perspective, utilize your cost-per-hire against physician generated revenue. Cost-per-hire will include advertising fees, recruitment team labor and commission, travel expenses, relocation, and any signing bonuses distributed. As a formula, it will look something like this:

Physician Recruitment ROI = Physician Revenue Generated – Cost Per Hire

Another way of considering ROI is by looking at more than physician generated revenue.  This will still include revenue, but may also include things like cultural contributions in the workplace.  A physician’s contribution can include a lot of factors, some are monetary, and others are not. For example, being short-staffed for extended periods increases the burden on other physicians and staff, leading to increased burnout, more turnover, decreased patient satisfaction, and more. Each organization is different, which increases the importance of understanding how each variable is impacting your bottom line. For a quick way to see how time-to-fill impacts your bottom line, use our Physician Recruitment ROI Calculator.

Four Ways to Improve Physician Recruitment ROI

When you have a clearer understanding of what your recruitment ROI is, it is easier to take actionable steps for improvement. Here are four things your organization can do today to improve Physician Recruitment ROI.

Implement Continuous Recruitment.  One of the biggest mistakes many healthcare organizations make is treating each vacancy as a separate occurrence. Firing up the recruitment process only when you have a vacancy is the surest way to draw out costly time-to-fill ratios. Typically, it takes six to nine months to hire a physician, and if you are not continuously recruiting, then your time to fill can be even longer. Continuous recruitment allows you to always have candidates in your hiring pipeline. Also, by not treating each vacancy as a one-off scenario, you can recover more quickly to unforeseen snags in the hiring process and have candidates ready to hire in the event of unexpected turnover.

Hire for Fit.  The better you know your organization, the better your hiring process will become. Understanding the types of individuals who are successful and contribute to a positive work environment allows you to seek out and attract those same types of individuals during the recruitment process. Hiring for fit is one of the most important ways to improve your recruitment ROI and also protect you from making a bad hiring decision. Physicians who are engaged are, on average, 26% more productive and generate 51% more inpatient referrals.  If you do not have a solid understanding of what is driving your organizational culture, take the time and complete a cultural assessment so you can attract candidates who will fit into your culture instead of detracting from it.

Improve Your Hiring Process.  Implementing continuous improvements in your hiring process can help you maintain efficiencies and avoid costly delays.  One of the keys to an efficient hiring process relates back to understanding your cultural values and how that plays a role in attracting the right candidates. During the hiring process, prospective candidates should be able to experience the organizational culture first-hand through the people they meet during the interview process.  Another important aspect of the hiring process is creating an effective site visit.  Taking the time to cater to both the physician and their loved ones is an important factor in presenting your specific opportunity in a positive light over the other offers the physician may be considering.

Utilize a Recruitment Partner.  An often overlooked aspect of improving your ROI is finding a strategic recruitment partner. Cultivating a relationship with an organization that has a nationwide reach and proven recruitment techniques allows your administrative team to spend time focusing on refining your interviewing and hiring process. This strategy also saves you money on sourcing and advertising. The right recruitment partner leverages technology to source the right candidates for you and always has access to a network of candidates, which decreases your time to fill rates and saves you money in the long run.

If you are interested in learning more about physician recruitment ROI you can read more here. If you need to find a trusted partner to help you attract the right physician candidates for your organization, contact the industry professionals at Jackson Physician Search today.

Guide to Strategic Digital Recruitment

This guide will help you quickly and cost-effectively engage the right candidates and score better hires.

Benchmarking Your Recruitment Tactics

Benchmarking to Improve Your Recruitment Process

As if healthcare organizations don’t lose enough revenue by having lingering vacancies in their physician ranks…

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Welcomed With a Parade

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It is undeniable that physicians practicing in small rural communities are a renowned and respected member of the community.  Typically, when a doctor is hired to fill an opening at the local health center, it is a big deal, and word travels around town at the speed of light.  What doesn’t happen very often is that the physician is introduced to the community via parade!  That was recently the case in a small, rural western Oklahoma community of 1,500 people.

Dane Altman, Senior Vice President, Business Development for Jackson Physician Search was born in a small rural community in Oklahoma.  When the Medical Director/Physician working at the local 24-bed critical access hospital was planning to retire, Jackson Physician Search received the contract to find his replacement. Dan Rixon, a JPS recruitment professional, began the search by visiting the community and meeting with facility leadership to develop a picture of the town and also the position he was tasked with recruiting.  In setting expectations with the client, he made it clear that it might take some time to find the right physician who would be willing to relocate to such a small community.  To keep things light, he informed the team that if he were to find the right physician before April 20th, he would participate in the town’s 50th Annual Cow Chip Throwing Tournament to be held at the county fair.

As is often the case, the search to find an experienced general practice physician who was willing to relocate to a small community was challenging.  After four months, with little luck, everything changed.  Dan was holding an online career fair when he was contacted by a physician, Dr. M., currently practicing in Florida.  Dr. M. was unhappy in his current position and was looking for a new opportunity.  As luck would have it, Dr. M. had family in the Dallas area, only a six-hour drive from the rural opportunity.

Dan coordinated a meeting between the leadership team at the hospital and Dr. M., and it was clear early on that this would be a very good fit. Dr. M. was looking for a position where he would be valued and treated with respect and also where he could be laser-focused on his career. As the new Medical Director, he would have that opportunity.  Dr. M. was very excited about the opportunity to practice at the small hospital, manage the team of Nurse Practitioners, and also rotate through two other community health centers that were in neighboring areas.  Within a month, everything came together, and Dr. M. accepted his offer.

This brings us to the World Championship Cow Chip Throwing competition. Both Dan and Dane attended the fair, and as promised participated in the tournament along with Dr. M.!  Later, the local community gave their new physician the warmest of welcomes as he was introduced while riding in the festival parade.

Not every new small town physician will ride down Main Street in the back of a convertible waving to the crowd, but that feeling of being a valued and a respected member of the community is not uncommon.  Small communities across the country have openings for physicians, and most if not all will make the community experience a highlight of the recruiting process.  Community leaders are never shy about being invested in partnering with the town’s medical providers, and they typically play a role at some point during recruitment.  This type of access to community influencers should not be discounted when on a site visit.  There is much to learn from them about how their small, tight-knit community can offer a tangible change of pace from larger urban settings.  Cost of living, quality of life, culture, and fit are all part of the consideration when looking at opportunities in rural America. Not every community can boast about their world champion cow chip tossers, but many of these opportunities offer more work/life balance, a slower pace, less noise and bustle, and a true appreciation for the work.

If you are looking for a new opportunity, whether you are willing to consider rural America like Dr. M., or you want a position in a larger urban setting, Jackson Physician Search has openings for you to consider.  Contact one of our physician recruitment professionals and get started today.

 

Physician Recruiters Help You Change Jobs

Working With a Recruiter to Make a Change

Based in Boise, Dr. M. had been traveling all over Idaho and other western states as the Medical Director for a correctional facility…

Finding Physician Opportunities

Finding Non-traditional Physician Opportunities with the Help of a Recruiter

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Quick Look: Physician Retention Tips

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Each year, the Association of American Medical Colleges (AAMC) updates their report outlining projected Physician Supply and Demand for the United States.  The most recent report is projecting physician deficits between 42,600 and 121,300 by the year 2030.  As in years past, primary care physicians represent the largest shortfall with estimates as high as 49,300.  Surgical specialists are not far behind with a projected shortage of up to 30,500.

If nothing else, these projected physician shortages highlight the importance for healthcare administrators to ensure that their organizations are utilizing best practices in their physician recruitment and retention policies.  In today’s highly competitive physician recruitment environment, the best way to ensure that your organization avoids lengthy physician vacancies is to minimize turnover.

Here is an overview of eight retention strategies that every healthcare organization should be practicing now.

  1. Focus on Making Good Hires – One of the best ways to give your organization a better chance at retaining the physicians you have on staff is to make sure you are hiring for fit and not hiring to fill. Ensuring that your recruitment process targets individuals that are already aligned with your organizational values gives you the best opportunity to keep them engaged and not seeking greener pastures.
  2. Develop a Culture that Feeds Retention – By now, you should be well aware of the role that organizational culture plays in physician retention. Poor work environments and dysfunctional communication is the surest way to alienate the physicians you have on staff and will lead to a revolving door of vacancies.
  3. Help Your Physicians Stay Engaged – In any work environment, when staff is engaged they exhibit more loyalty to the organization, they are better at working through issues, and consistently put forth greater effort than employees who are not engaged. According to Gallup, fully engaged physicians generate more outpatient referrals and a whopping 51% more inpatient referrals than non-engaged physicians.
  4. Provide Personal Growth Opportunities – According to Medscape’s 2018 National Physician Burnout & Depression Report, 42% of physicians reporting feeling burned out while 15% admitted feeling varying levels of depression. Keep your physicians engaged by encouraging them to pursue the things they are passionate about.
  5. Allow for Career Advancement Opportunities – The Physicians on your staff have spent many years of schooling to reach their current position, and it is a mistake to think that they are now on cruise control. Collaborating on a plan that affords them the flexibility to pursue their career goals will benefit your organization and ultimately make them better doctors.
  6. Promote Work/Life Balance – Physician burnout is dominating the headlines on medical news outlets, and it is reasonable to assume your physicians are experiencing those same issues. It is critical for administrators to engage their physician staff to develop solutions. The Mayo Clinic developed a model to reduce burnout called the “Listen-Act-Develop” approach.
  7. Compensation – According to Kresser Institute, forty percent of medical school graduates finish with more than $200,000 in student loan debt. Organizations cannot ignore this intrinsic pressure on their physician staff and should explore creative ways to ensure that financial pressures are not contributing to physician burnout.
  8. Encourage Time Off/Family Time – When physicians are asked directly about what would help them the most in dealing with workplace pressures, most will respond that they need more time off and more manageable call schedules. A healthy family life can be a physician’s best defense against burnout and depression, and a supportive administration can help foster physician well-being.

As the physician shortage continues to impact healthcare organizations across the U.S., retaining the physicians you have on staff is going to be increasingly more critical to keeping up with the projected demand.  The question for healthcare executives is whether or not to spend the time, effort, and money on developing a successful retention program or on a continuous cycle of recruitment and hiring to fill avoidable physician vacancies.

Announcement: Physician Recruitment ROI Calculator

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Do you know where your candidates are coming from and how much they cost you to find?

If your answer to either of those questions is negative, then you’ll want to check out the Jackson Physician Search ROI Calculator when it launches later this quarter. In today’s competitive environment, it is critical for healthcare facility administrators to understand how much return they are getting for each recruitment dollar spent. And even more importantly, how much the return could be if placements were made faster.

Using the JPS ROI Calculator, you can look at your recruiting dollars in new ways by learning how much it costs when your time-to-fill averages are lagging.  The ROI Calculator also illustrates, in real dollars, how much revenue is lost with each physician vacancy.  Check out the ROI Calculator when it launches, and give Jackson Physician Search a call to learn how we can help improve your ROI.

 

The True Cost of Physician Vacancies

The True Cost of Physician Vacancies

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

Physician Recruitment ROI

What You Should Know About Physician Recruitment ROI

When it comes to Physician Recruitment ROI, there are three key concepts you should know. How to determine ROI, steps you can take to improve ROI, and the impact a physician recruitment partner can have on ROI.

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How Smart Recruitment Helped An FQHC Expand Services

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The state of Healthcare for FQHCs and Rural Communities

According to data published by the Association of American Medical Colleges (AAMC), the U.S. will have a projected shortage of physicians that could reach over 120,000 by the end of the next decade.  Especially hard hit are rural communities, served by Federally Qualified Health Centers (FQHCs), which are dealing with primary care shortages and also a lack of resources to address other healthcare needs.  In communities throughout the U.S., healthcare providers are struggling with an increased demand for behavioral, mental health and addiction treatment services.  In rural America, the problem is compounded because FQHCs are often relying on family practice physicians to provide these expanded services to the community.

In 2000, Congress passed the Drug Addiction Treatment Act, known as DATA 2000, allowing physicians to prescribe FDA-approved medications for the treatment of addiction and other mental health needs. Originally, DATA 2000 was enacted with restrictions limiting the number of patients a family care practitioner can treat at one time under the plan.  As the mental and behavioral health needs of the community grow, practitioners at FQHCs are applying for waivers that expand the number of patients they can treat under DATA 2000.

This scenario serves to illustrate how critical it is for FQHCs in rural communities to effectively recruit and retain primary care physicians who not only have the skills but are willing to earn the certifications necessary to meet the behavioral and mental health needs of their communities. Today, according to the National Association of Community Health Centers, almost 70% of Health Centers have a physician vacancy.

How one Rural FQHC Expanded Services and Access to Care

In many communities, the local health center is the sole healthcare provider available to the residents who live there.  FQHCs operate under federal funding and often rely on grants and other creative funding sources for recruitment purposes and expansion of services when needed.  Recently, an FQHC located in rural Vermont was dealing with a primary care vacancy at the same time they were trying to expand their mental health services offering.  Because of the length of time needed to fill vacancies in the past, they turned to Jackson Physician Search for help in meeting the stringent timeline associated with a federal grant they had received.  The grant funding was set to expire within a few months leading the FQHC to find a recruitment partner with national reach and a proven success rate.  Their requirement called for a family care physician who had experience treating all age groups and would also be willing and able to meet the certification requirements for a DATA 2000 waiver.  The waiver was a critical component of the FQHCs expansion of services for the growing mental and behavioral health needs of their community.  Ultimately, JPS presented a successful candidate that met the family practice requirements, was open to an accelerated relocation process, and will have the DATA 2000 waiver certification completed within the time required.

The above recruitment story is all too familiar to many FQHC Administrators.  As the primary care shortage continues impacting the healthcare industry, health centers will be navigating these challenges while finding new ways to serve their communities.

If your organization has a physician recruitment need, contact the professionals at Jackson Physician Search to find out how we can help.

Physician Recruitment Issues Affecting FQHC

What to Do About the Biggest Physician Recruitment Issues Affecting FQHC’s in 2019

As physician recruitment becomes even more competitive each year, Federally Qualified Health Centers (FQHC) are feeling the brunt of the challenges. Jackson Physician Search…

Extreme Physician Shortage

What You Should Know About Physician Recruitment ROI

The combination of the current workforce shortage and an ineffective recruitment strategy can be costly to your organization and the community. The physician shortage…

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How Millennial Doctors are Changing the Recruitment Landscape

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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 of physicians is relative to the population of the generational mix.  For example, in the U.S., 76 million people were born between 1946 and 1964, these baby boomers also represent the largest numbers of practicing physicians.  Studies show that over 40% of the nation’s physicians are over age 56.  The second largest generational mix are the millennials, with 62 million born between 1981 and 1996.  As the Boomer generation ages and retires, the Millennials are increasingly representing a greater proportion of physicians in the U.S., and there is a good reason why that matters with regard to recruitment.  Let’s look at how recruiting millennial physicians is different than past generations.

Digital Recruitment is Key

Unlike other generations, millennials grew up in the technology boom.  Doctors born in the millennial era are going to be more reliant on and more accessible through technology than their Gen-x or Baby Boomer counterparts.  Because they are so connected through their smartphones, laptops, and other tech gadgetry, your utilization of a smart digital recruitment strategy will keep you ahead of the curve.

It’s Not Always About Money

Of course, millennials worked hard in school and want to be fairly compensated for the work they are doing, but recruiting them will not be solely based on a dollar amount in their paycheck.  While they are sometimes inaccurately maligned by older generations as not being committed, or lacking drive, the truth is the opposite.  According to Deloitte’s 2018 Millennial Survey, over 50% of the respondents placed greater or as great a value on quality of life issues over the highest salary. Millennials are looking for more flexible schedules, guaranteed time off, and less time on call.  To recruit the millennial generation, work/life balance should play a prominent role in any job offers.

Don’t Overlook Culture and Fit

Much like millennials seeking greater work/life balance over annual salary, they also have strong opinions about how important it is for them to feel connected to the culture and values of their workplace. Millennials were raised in the era of participation trophies where teamwork and affirmation were valued above individual success. They are looking for the same in their work environment.  Millennial physicians are comfortable with the trend toward team-based care and are drawn to organizations that are aligned with their own personal values.

Focus on Retention

Because culture and fit are such vital factors in the millennial physician’s job search, it is no surprise that it plays a significant role in physician retention. Older generations of physicians are prone to stay in a job for a decade or more, with little to no thought of leaving. The millennial generation of physicians will seek out new opportunities after only two or three years.  To combat this tendency, healthcare organizations are more focused on finding a physician that first fits their culture, and then they develop a strategic plan to retain them.  Successful retention strategies include affording them time to pursue research projects, or branch out into additional specialties, and pursue charitable endeavors.  They key is keeping your physicians excited and engaged and not giving them a reason to look for greener pastures.

If your organization needs to develop a digital recruitment and retention strategy, contact the industry experts at Jackson Physician Search today.

Guide to Strategic Digital Recruitment

Our Regional Vice President of Recruiting, Christen Wrensen, presented the Digital Recruitment Strategy Guide to members of the Texas Hospital Association at their 2019 annual conference.

Extreme Physician Shortage

What You Should Know About Physician Recruitment ROI

The combination of the current workforce shortage and an ineffective recruitment strategy can be costly to your organization and the community. The physician shortage means…

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Guide to Strategic Digital Recruitment

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Our Regional Vice President of Recruiting, Christen Wrensen, presented the Digital Recruitment Strategy Guide to members of the Texas Hospital Association at their 2019 annual conference. This guide will help you quickly and cost-effectively engage the right candidates and score better hires.

 

From this Presentation You Will Learn

WHY you need social and digital media

HOW to engage and recruit them

WHO uses social and digital media for networking and finding jobs

 

Not only are candidates scarce, but it is becoming more and more difficult to reach and engage them.

 

11% of Candidates are Actively Seeking – Searching for jobs.

76% of Candidates are Passively Seeking – Interested, but not proactive.

13% of Candidates are Not Seeking – Happy in their current position.

 

Where are the passive candidates?

36% of job seekers are active on LinkedIn

40% of job seekers are active on Twitter

83% of job seekers are active on Facebook

70% of doctors are active on Doximity

 

Rise of the Digital Omnivore

94% of all physicians use smartphones for professional reasons

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

91% of physicians prefer to receive jobs via email vs phone or other traditional outreach

 

Embracing digital media has become central to recruiting physicians and other providers. But, leveraging it successfully requires a keen understanding of the tools and the proficiency to effectively engage them. 

Click the download button below to view the entire presentation.

Key to Your Digital Recruitment Strategy

Why SEARCH is the Key to Your Digital Recruitment Strategy

Is your organization finding it harder to recruit physicians to fill your vacancies?  Is the physician shortage costing your organization time and money…

Digital Recruitment Strategy

A Digital Recruitment Strategy Can Solve Your Physician Recruitment Challenges

It is time to modernize your physician recruitment strategy by going digital.

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A Digital Recruitment Strategy Can Solve Your Physician Recruitment Challenges

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This is the first article in a two-part series on developing an effective digital recruitment strategy.

Is your organization finding it harder to recruit physicians to fill your vacancies?  Is the physician shortage costing your organization time and money due to turnover and hard-to-fill specialties?  If so, then it is time to modernize your physician recruitment strategy by going digital.  Increasing your social and digital marketing has become a critical component of any successful recruitment plan because it allows you to reach and engage the most physicians.

Let’s examine why a digital recruitment strategy works in today’s physician jobs market.

Only 11% of physicians are actively looking for a new job, and those will be the candidates that every recruiter is targeting.  The key demographic is the 76% of physicians who are receptive to new opportunities but are NOT proactively searching.  Finding out who these physicians are and how you can engage with them may not be as difficult as it seems because each of these potential candidates are active on social and digital media sites.

These passive candidates can be targeted and engaged with on sites like LinkedIn, Twitter, Facebook, and Doximity.  A smart digital recruitment strategy may include sponsored ads on these social channels and be uniquely targeted using specific characteristics like specialty, behavioral metrics, and even demographics.  If you need further convincing, consider that 94% of all physicians use their smartphones for professional reasons, while 87% between ages 26 to 55 are using social media.

Components of a Successful Digital Recruitment Strategy

Now that you have a clear understanding of why you need a digital recruitment strategy let’s get into what it entails. A digital recruitment strategy is more than periodically posting content on social media sites.  To use social and digital media effectively, you need to invest in several key components.

Things you need to BUY

Creating a digital recruiting strategy is a major investment. Since we know that most physicians are using their smartphones for their personal and professional life, your website should be optimized for mobile viewing.  We also know that 91% of physicians prefer to receive job opportunities via email, making an Email Marketing System a wise investment.  Investing in subscriptions to several top job boards will also help you reach more physician candidates.

Things you need to TEACH

An important part of your digital recruitment strategy is understanding how to create and enhance your digital networking. Having key team members learn more about how they can expand their digital footprint also serves to build your organization’s brand. It is also critical that your team utilize effective communication techniques to ensure that your messaging and content is consistent and engaging. There is no shortage of communication experts who can provide your team with the best practices and keys to more effective communications.

Things you need to BUILD

 As you learn more about effective communications in a digital landscape, you can utilize that knowledge to build more effective and engaging job ads.  Passive candidates need a reason to “click through” to learn more about an opportunity. Another important component to work on is growing your social media network and your digital presence. Your organizational brand and corporate values should play a prominent role in your digital presence enabling you to connect with physicians who are in alignment with those values and are predisposed to being a cultural fit.

Obviously, developing an effective digital recruitment strategy contains a lot of up-front costs and will require some key decisions to prioritize what you can invest in and when.  In the next article on developing a digital recruitment strategy, we will take an in-depth look at candidate sourcing and effective digital recruiting activities that you can put into practice immediately.

For more information about developing a digital recruitment strategy or to secure a recruitment partner that understands the digital landscape, contact Jackson Physician Search today.

Physician Recruitment ROI

What You Should Know About Physician Recruitment ROI

The combination of the current workforce shortage and an ineffective recruitment strategy can be costly to your organization and the community. 

strategic physician recruitment

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

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…

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Overcoming the Extreme Physician Shortage in 2019

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For several years now, healthcare industry thought leaders have been telling us that there was a looming physician shortage on the horizon.  Initially, it was reported that primary care was going to be the hardest hit because of an aging baby boomer population, an influx of newly covered patients through the Affordable Care Act, and the fact that over 30% of active physicians will be 65 or older by the year 2030. The initial primary and urgent care perspective still rings true. However, the physician shortage is actually impacting specialties across the spectrum of care.

According to Association of American Medical Colleges (AAMC) research data, the primary care shortage can be as many as 43,100 by the year 2030, while non-primary care specialties may experience a shortfall of up to 61,000 physicians.  Within those numbers, certain specialties, such as emergency medicine, neurology, psychiatry, anesthesiology, and others may experience a shortage of between 18,600 and 31,800 by the year 2030.

As concerning as the data is currently, it may actually get worse before it gets better. There is a large segment of our population that remains underserved.  According to AAMC data, as barriers to utilization are lifted through health law changes, more non-insured Americans are accessing health care.  Studies show that if all Americans accessed health care at the same levels as those who have typical employer-sponsored health care, we would need close to 100,000 additional physicians to provide their care.

There are no easy solutions to resolve the physician shortage crisis, but here are a few things worth keeping an eye on throughout the rest of 2019.

Increase residency programs.  Medical schools have taken steps to increase class sizes, yet the federal bureaucracy hasn’t increased support for residency programs commensurately.  The AAMC is calling on lawmakers to increase residency slots by an additional 3,000 annually for five years to support an increase in practicing physicians.

Streamline licensing process for international medical school graduates.  Did you know that almost 25% of today’s physician workforce are international medical graduates? Studies show that while these international graduates provide care on par or better than U.S. trained doctors, they face a cumbersome and complex licensure process to practice here. Further, they are required to complete redundant training programs here in the U.S. before licensure. At the risk of oversimplification, lawmakers and healthcare industry leaders should be able to resolve this by promoting legislation that simplifies the process.

Rising salaries and creative compensation.  Since 2013, salaries for Primary Care physicians have risen 10%, and in many cases more based on geographic location.  Because competition for physician services is so fierce, healthcare organizations are finding new and creative ways to entice candidates to their vacancies.  Signing bonuses and tuition repayment is one way that physicians are making more money, but other enticements include flexible scheduling, reduction or elimination of “call,” and much more.  Facilities in rural and underserved areas are feeling the recruitment crunch because the enticements they used to be able to offer exclusively, are now becoming commonplace.

Balancing non-physician utilization and technology.  Most organizations have focused their physician shortage efforts on developing a greater reliance on non-physicians.  Nurse practitioners, physician assistants and locum tenens are all being used in greater numbers to fill workforce vacancies. Additionally, technologic innovations can also serve to increase access to care and increase the efficiency of monitoring and managing a chronic condition. Mobile health technology and the utilization of biometric sensors are increasingly more popular among individuals who are interested in being more involved in their healthcare.

Jackson Physician Search can help your organization address both short- and long-term physician shortage strategies.  Our recruitment professionals have decades of industry experience, and our thought leadership can provide you with proven strategies to improve your physician recruitment and retention programs.  Contact us today to learn more.

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