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The eMatchPhysicians Blog

The Physician Shortage – How To Recruit In One

Posted on: Tuesday, June 30, 2009

This is part Two of our Physician Shortage series. In Part One we explored the studies proving that there is, indeed, a physician shortage, and some of the factors that led to it. Our main focus in this part of the series is dealing with the realities of recruiting in a physician shortage.

By now you’ve probably shown your colleagues the statistics and studies proving that there is, indeed, a physician shortage. Some organization management does not like to accept this view as it does inconvenience them financially and otherwise. However, if managed correctly, a physician shortage is an opportunity rather than a challenge.

Find Your Weak Spots and Work on Them

Whether you do it through internet research, querying colleagues, or doing formal market research, find out what the buzz is about your organization from both patients and doctors. Are you perceived as being excellent at some things and not-so-great at others? Physicians, particularly those who are very career-minded, care a great deal about the reputation of the organization that is hiring them and will check you out with their colleagues before ever going for an interview. Try to find out what they will be told and work on any perceived weaknesses that you may have. This will not only have the pleasant effect of attracting doctors to your organization, but it will filter down into patient satisfaction as well.

Review Pay Packages

While you are doing your research on your own reputation, research competitive pay for all new physicians. It will not matter how sterling of a reputation you have if you come to the table with a seriously low offer. Make sure that benefits are also up to snuff – physicians expect a good benefits package and don’t take well to skimping in that area to save in others.

Speak To Your Audience

If you are targeting a younger physician, you should be prepared to offer flex time, added benefits, and other perks that would not have been negotiable even five years ago. Those just coming out of residency work just as hard as their predecessors, if not harder, but expect to be able to take off time from work if needed without penalties and have flexible hours. What’s more, these new doctors will shop around for an organization that will give this to them. If your organization is an early adopter of such items as flex time, you’ll attract fresh young talent in droves.

Retain Who You Have

Set up quarterly appointments with your physicians to listen to what they want in their job. In situ employees don’t tend to make too many demands, but you should stand up and take notice of the things that they do ask for. If repeated demands are ignored, they may start looking somewhere else. Also, make sure that anything that you have implemented for new hires, such as flex time, is an organization-wide perk. Nothing makes your current employees more angry than concessions that you give to new hires but not to the rest of the group.

Look at Malpractice Premiums

If you are in an area with high malpractice premiums, explore ways that you can help offset the cost for your hires and current employees. This one one of the top reasons cited to change jobs among physicians in the US.

Tags: physician jobs, physician recruiters, physician recruitment, physician recruitment tips

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