Mission Impossible? Physician Recruitment and Retention
It's a recruiting dream... The physician that is a perfect fit, the staff loves them and they stay with the organization working up to their retirement day. The reality is that recruits like these are not commonplace and the bottom line is when a Physician leaves an organization there are many losses. Losses in staff morale, revenue, coverage, patient satisfaction and funds invested in recruiting and training their replacement can hit an organization hard. While there is no magic formula for recruiting and retaining Physicians, there are a few techniques you can employ to increase your chances of success.
Sell Your Location
Location plays a pivotal role in a physician's decision-making process. Beyond the clinical role, physicians consider the community where they and their families will live. Highlighting aspects such as quality schools, recreational activities, cultural attractions, and overall lifestyle can make your opportunity more appealing. Engaging a candidate's spouse in the recruitment process and showcasing the community's amenities can positively influence their decision.
Use Behavior-Based Interviewing (BBI)
Behavioral-Based Interviewing involves posing scenario-based questions that require candidates to provide real-world examples of how they've handled specific situations in the past. This technique offers insights into a candidate's problem-solving abilities, adaptability, and interpersonal skills. For instance, asking, "Can you describe a time when you faced a challenging patient interaction and how you managed it?" can reveal valuable information about their approach to patient care and conflict resolution.
Optimize Your Onboarding Procedures
A structured and supportive onboarding experience sets the tone for a physician's tenure with your organization. Key strategies include:
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Assigning a Mentor: Pairing new hires with experienced physicians can facilitate knowledge transfer, cultural assimilation, and provide a reliable support system.
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Designating an Onboarding Coordinator: Having a dedicated individual to guide new physicians through administrative processes, credentialing, and introductions can streamline their integration.
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Soliciting Feedback: Regularly gathering input from new physicians about their onboarding experience can help identify areas for improvement and demonstrate a commitment to their satisfaction.
Try Some Inventive Retention Strategies
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Flexible Scheduling: Offering options such as part-time roles, job sharing, or compressed workweeks can cater to physicians seeking better work-life balance.
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Utilizing Advanced Practice Providers (APPs): Incorporating Nurse Practitioners and Physician Assistants can alleviate physicians' workloads, allowing them to focus on more complex cases and reducing burnout.
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Employing Medical Scribes: Scribes can handle documentation and administrative tasks, enabling physicians to concentrate on patient care, thereby improving efficiency and job satisfaction.
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Addressing Burnout: Implementing wellness programs, providing mental health resources, and fostering a supportive work environment are crucial in mitigating burnout and promoting long-term retention.
Recruiting and retaining Physicians in today's market can be especially difficult. There are many groups competing for a candidate's attention so your organization must be the best choice both before and after the hire. Applying effective recruiting and retention strategies are essential to ensure this success.
Originally published 5/26/2020. Article updated 3/15/2025
With a career focused on healthcare Business Development and Service Line performance, Paul had recently been at the forefront redefining the traditional In-house Provider Recruiting role. In his position as Medical Staff Development Officer at University Hospitals, Lake Health Region in Cleveland, Ohio, Paul integrated collegial interaction, analytics, and provider experience expertise to drive a differentiated recruitment strategy.
Paul has brought that knowledge and experience to Client Sourcing at PracticeMatch. Joining PracticeMatch in 2021, Paul supports Client Sourcing’s pro-active recruiting model that generates a robust prospect pool, creates an effective and efficient recruiting experience, and identifies key metrics to ensure optimal performance for the client. Paul has a commitment to learning, development and passion for building a team of recruiting professionals to leverage their national footprint which benefits its client organizations and their candidates.
