Congratulations! You have a job offer! It’s an exciting time, and yet, whether it’s your first or fifth physician job, starting with a new employer always has a learning curve. Organizations offer orientation and onboarding to ease this process and quickly get you up to speed. However, not all physician onboarding programs are created equal. So, how do you know if the organization you are joining will offer adequate support through your first days, weeks, and months on the job? The answers to a few key questions can indicate how successful your onboarding will likely be.
New research from the Association for Advancing Physician and Provider Recruitment (AAPPR), Jackson Physician Search, and LocumTenens.com explores the onboarding practices of healthcare organizations and the impact of such on providers. 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. The resulting report, Physician and Clinician Onboarding Research Report, documents a strong correlation between a positive onboarding process and satisfaction with the job. Researchers evaluated the responses from both recruiters and providers who reported being satisfied with the onboarding process to identify several common factors.
Knowing the importance of a positive onboarding experience, physicians should be proactive in their approach to the process. Start by asking the following questions before your first day on the job.
1. How is physician onboarding structured?
According to the research, 73% of physicians who were satisfied with their onboarding went through a formal process, indicating the process adhered to a structured timeline covering planned content. Ideally, your new employer can provide information on exactly what will be covered in your onboarding process, and they can also tell you when the training will take place and who will provide it. This type of formal structure ensures that all necessary information is covered and nothing falls through the cracks.
2. Who is responsible for onboarding new physicians?
According to the research, just 11% of organizations have someone on staff whose primary focus is onboarding. This is more common at larger organizations (with more than 750 providers), where one in four report having at least one “onboarder.”
While there might not be a dedicated onboarder at every organization, it is important to know who your point of contact will be during this time. Regardless of whether it is this person’s primary job at the organization, determine who is responsible for discussing the onboarding program’s content and timeline with you. Clear communication channels with those involved in your onboarding indicate the process has been thought through in a structured manner, which, as noted above, is key for a positive onboarding experience. This suggests the organization is intentional about onboarding and committed to supporting new physicians.
3. How long is the physician onboarding process?
The length of an organization’s onboarding process can be a good indicator of how much support you will have as you get started. Typical onboarding programs vary in length. According to the research, 40% of respondents said their onboarding program ends within a month of the new hire’s start date. Another 40% said it ends between three months to one year after day one.
Longer physician onboarding programs tend to have more structure and include elements such as ongoing support, robust training, and detailed documentation — all things physicians noted to be important to the process.
Be Proactive in Your Own Physician Onboarding
Ideally, your new employer provides answers that align with what the data suggests is necessary for a positive onboarding experience. That is, they offer a formal, structured onboarding program that lasts a minimum of three months and is overseen by a dedicated onboarder or another point of contact. However, regardless of what the employer provides in terms of onboarding, there are things physicians can do to be proactive in the onboarding process.
If you are starting a new job, gather as much information as you can prior to starting and prepare a list of questions. Some of them will (hopefully!) be covered before you need to ask, but making a list ensures that none of your specific questions are overlooked. Don’t be shy to introduce yourself to new colleagues and find out how each person fits into the organization. Make note of these connections so you can circle back to the appropriate person should you need more information.
The research indicates that onboarding influences physician job satisfaction, so ask the right questions before you start a new job so you know what kind of onboarding you can expect. However, whether your employer offers a robust, personalized program or a generic, online orientation video, you’ll need to be an active participant in your own physician onboarding in order to set yourself up for lasting success.
If you are seeking your first physician job or looking for a new opportunity, the recruitment team at Jackson Physician Search can share insight into the current market and advise on opportunities in your area. Search physician jobs now and contact a recruiter today.
