It’s essential to align on a shared vision when working on organizational-level recruitment initiatives. Silos in priorities-between board members, administrators, and physicians—can derail even the best-laid recruitment plans.

A 2017 study from Boise State University examined this issue by surveying trustee/board members, administrators, and practicing physicians in 16 critical-access hospitals in Iowa. Using the Community Apgar Questionnaire, researchers identified how each group prioritized key recruiting factors, and found both alignment and divergence

Their research uncovered useful insight into how members of the same organization can hold both similar and markedly divergent values regarding Physician recruitment. The findings suggest that as you go down an organizational hierarchy, views on recruiting factor priorities increasingly diverge. While all 3 groups in the study agreed on the importance of community schools, emergency medical services and hospital leadership, they tended to think differently about administration and clinical related issues⁽¹⁾.

Board members reported administration and perceptions of quality as important factors whereas Physicians cited teaching, income, Advanced Practitioner staffing and ER coverage as priorities⁽¹⁾.

Physician interests highlighted schools, hospital leadership, income and Advanced Practitioner staffing. These important but differing views on recruiting physicians help shed light on how each member of a team can bring a different view of the organization to the table based on their role.

Physician Recruiting Tips to Take Home

Don't assume one size fits all regarding your team's vision of recruiting priorities. Each team member has unique insights into your organization due to their differing backgrounds, levels of experience and the unique interactions they have with the organization. A collective evaluation of these unique viewpoints can provide useful feedback that you can act on to make your organization better at recruiting physicians and more attractive to prospective Physicians.

Ways to Increase Organizational Collaboration When Recruiting Physicians

Foster Open Communication - Open communication is essential if collaboration is to occur. This is especially important when you have participating members coming from different levels of a hierarchy. To equalize any power differentials in a group consider establishing guidelines that all members must follow i.e. presentation order or time limits.

Create a Nonjudgmental Environment- When members feel accepted they are more likely to participate and be open to other viewpoints. Reinforce that everyone in the group has a unique perspective that can create solutions to your recruiting issues.

Article originally published 5/26/2020. Updated 4/15/2025.

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.