The newly released Physician and Clinician Onboarding Research Report from the Association for Advancing Physician and Provider Recruitment (AAPPR), Jackson Physician Search, and LocumTenens.com documents a strong correlation between physicians’ satisfaction with the onboarding process and overall job satisfaction. The group surveyed recruitment professionals employed by healthcare organizations as well as physicians and clinicians, both permanent and locum tenens, on their expectations, preferences, and satisfaction with their organizations’ onboarding processes. Among the biggest takeaways from the research is that a formal onboarding process that lasts three months or more has the potential to increase job satisfaction and improve physician retention.
Research Confirms: For Better Physician Retention, Start with Onboarding
The research is clear that physicians who report a positive onboarding experience are more likely to say they are highly satisfied with their jobs. More than half (56%) of those reporting a positive onboarding experience said they are highly satisfied in their jobs. So, what contributes to a positive onboarding experience? Badge access, credentialing, and IT setup were commonly mentioned by both recruitment professionals and physicians, but when asked about what is provided/received in the onboarding process, their answers don’t always align. Researchers evaluated the responses given by providers who reported being satisfied with the onboarding process to identify several common factors.
3 Most Important Factors for a Positive Onboarding Experience
While onboarding can and should be personalized to meet each new hire’s needs, these are the factors that appear to be essential to an effective process.
1. Formal Structure
According to the study, 73% of providers who were satisfied with their onboarding went through a formal, defined process, compared to 34% of those who were unsatisfied. Recruitment professionals also report higher satisfaction when the process is formal. A formal process indicates it is well-organized and thorough. The new hire should have access to information about who they will meet, what will be covered, and when it will occur. Timelines for necessary training, follow-up meetings, and check-ins should also be documented. This formal structure assures that all the necessary steps will be taken and nothing falls through the cracks.
2. Duration of 3+ Months to 1 Year
The length of the onboarding process is one indicator of its effectiveness. Satisfaction among recruitment professionals significantly increases with the length of the onboarding process. Those with onboarding periods of 12 months or longer report an 87% satisfaction rate with their processes, compared to just 66% for those with a one-week onboarding duration.
Longer onboarding programs tend to have a more formal structure and include elements such as ongoing support, robust training, and detailed documentation — all things physicians noted to be essential to the process. Despite the positive impact of longer onboarding programs, 40% of physicians said their onboarding ended within the first month.
3. Clear, Two-Way Communication
Most organizations (89%) report that their onboarding programs begin before the new hire’s first day, but they don’t always communicate as much information as the new hire would prefer. Physicians want to receive clear communication about the status of their credentialing and what they can expect on the first day. They also want the ability to ask questions prior to starting. Three-quarters of physician respondents specified the desire for an overview of their job responsibilities and productivity expectations on day one of the onboarding process. Clear communication about what is expected of them and what they can expect from the organization is a top priority.
Several Jackson Physician Search studies have documented the importance of clear, two-way communication. In the 2022 report, Back From Burnout: Confronting the Post-Pandemic Physician Turnover Crisis, two-way communication ranked as the most important factor contributing to job satisfaction. Other studies support this finding. Throughout their careers, physicians want to have regular conversations with their managers in which they have the opportunity to ask questions and share opinions. It’s no surprise that this desire begins at the point of onboarding.
Finding Opportunity in the Physician Onboarding Gap
It’s clear that the expectations and the reality of physician onboarding don’t always align, but there is opportunity in this gap. Organizations can significantly improve their onboarding programs by formalizing the structure, lengthening the process, and enhancing communication protocols. In doing so, they will not only improve the onboarding experience for new hires, but they will increase job satisfaction among those employees — likely improving retention rates as well. The importance of onboarding in physician retention should not be underestimated, and organizations would do well to enhance their programs as a vital part of a broader physician retention strategy.
If you are seeking a physician or advanced practice provider to join your organization, the recruitment team at Jackson Physician Search has the tools and expertise to help you find a provider who will fit, succeed, and stay long past the onboarding process. Reach out today to learn more.
Read More on Physician Onboarding:
How to Level Up Your Physician Onboarding as a Path to Retention
How to Improve Physician Retention Through Effective Onboarding
