When a West Texas hospital needed to hire an Internal Medicine physician, they turned to Jackson Physician Search for rural physician recruitment assistance. Search Consultant Hannah Hill worked with the CEO to make the position competitve, and when the right candidate came along, they went above and beyond to close the deal.
As the physician shortage worsens, hiring primary care physicians becomes increasingly more difficult. This is especially true with respect to rural physician recruitment. The CEO of a critical access hospital in rural West Texas knew this all too well as she began the process of recruiting an Internal Medicine physician for her facility. The remote small-town location was challenging. Adding to the difficulty was the fact that the job required both inpatient and outpatient work, time in the ER, and frequent call on the weekend. Finding a candidate who wanted to build a life in West Texas and was willing to work in this setting and schedule would take time and ongoing effort. The CEO understood this. She sought assistance from a trusted physician recruitment firm with a reputation for success in the region — Jackson Physician Search.
Understanding the Opportunity
Search Consultant Hannah Hill was eager to visit the facility and meet with the CEO. Hannah felt right at home in the community. She had graduated from a West Texas university just a few hours away. She appreciated all the region had to offer and felt confident she could persuade candidates to consider the small-town opportunity. Overall, Hannah was optimistic. While the job had its obstacles, the CEO was willing to do whatever it took to hire the right candidate.
Hannah was pleased to learn that the CEO was adaptable because Hannah knew immediately that the offered compensation for the job needed to be more competitive. She gathered market data to make the case for an increase to the CEO, who was willing to make the necessary adjustments. In addition to increasing the base, they doubled the signing bonus and added relocation and student loan assistance. However, what really made the job stand out was the retirement contribution match at 200%, which was vested after eight years.
Competitive Compensation Essential for Rural Physician Recruitment
The now-competitive compensation did its job to attract candidates, and Hannah spoke to each applicant. For those unfamiliar with the region, Hannah spoke with enthusiasm from her experience going to school in West Texas. Her authenticity shone through, often persuading candidates to give the opportunity a chance. Several candidates came for on-site visits, although they hadn’t found the perfect fit just yet.
The CEO was not discouraged, however. Hannah kept her routinely informed of all that she was doing to promote the opening and the status of all applicants. Hannah knew they would find the right person if they continued to trust the rural physician recruitment process.
Sure enough, Dr. B soon spotted the job opening on the Jackson Physician Search job board. The competitive compensation and the location caught her eye, so she applied. After the first phone call, Hannah immediately suspected they had found the one. Dr. B was practicing in Florida but seeking a job in West Texas so she and her husband could be near their grown kids. The location of Hannah’s client was ideal, and Dr. B wasn’t discouraged by the demands of the job. In fact, she seemed excited about it and was eager to learn more from the CEO.
The Importance of Momentum
The initial call between Dr. B and the CEO went well, and she invited Dr. B to bring her spouse for an on-site visit and interview. Knowing the importance of keeping the momentum going, Hannah encouraged the CEO to schedule the interview quickly, ideally before Dr. B’s vacation planned for the following month. The CEO made it happen and arranged for Dr. B and her husband to come just two weeks after Hannah’s initial submission.
When complications with Dr. B’s rental car arose, the CEO wanted nothing to inconvenience this promising candidate. She took a colleague with her and drove an hour to pick up a rental car and bring it to the airport. She welcomed Dr. B and her husband to Texas and handed off the keys. They were impressed by this hospitality gesture and knew immediately that this organization treated its physicians well.
The rest of the site visit reinforced this perception. Dr. B knew she was in the right place. The CEO and other stakeholders at the hospital felt the same way, presenting Dr. B with a letter of intent at the end of her visit. She signed the letter, went home with the contract, and returned it, signed, the very next day.
Secrets of Rural Physician Recruitment Success
Physicians are predominantly looking for three things in a job — a great location, competitive compensation, and schedule flexibility for a healthy work-life balance. Most rural physician jobs aren’t in highly sought-after locations, so the organizations must have at least one of the other factors — competitive compensation or schedule flexibility. Hannah’s client needed a physician to work weekends and take call, so improving compensation was a must.
The CEO trusted Hannah about what it would take to fill the job and was willing to make the necessary changes. As a result, the number of applicants increased. Finding the right physician still took some time. However, when they did, the client was ready to act quickly. They scheduled the site visit and went the extra mile (literally!) to make it convenient for the candidate. The CEO was also prepared to present the candidate with an offer at the end of the visit, at the peak of Dr. B’s enthusiasm. This kept the momentum going and ensured a signed contract soon followed. As a result, Dr. B and her husband are settling into their next phase of life. Additionally, the small West Texas town has secured the experienced physician they need to meet the needs of the community.
If your organization is facing an arduous search, a dedicated resource can make all the difference. Reach out today to learn more about our track record of success in rural physician recruitment.
