Sharon Thompson Manager of Business Development

Transcription

1 Practical Ways to Attract and Keep Physicians Sharon Thompson Manager of Business Development Works with clinics and health care systems in the Northwest Region to place highly qualified physicians and Advanced Practice Providers In house recruiter in Port Angeles, WA, for almost ten years Fellow of the Association of Staff Physician Recruiters since JACKSON PHYSICIAN SEARCH: FAST FACTS Serving clients nationwide for 40 years Headquartered in Atlanta Main regional offices in Dallas, Denver and St. Louis 5 satellite offices Modern Healthcare s Best Places to Work: #9 overall in supplier category #4 in best places for Millennials Great Place to Work Certified by independent analysts Fortune s 25 top small workplaces in the U.S. 3 1

2 AGENDA: RURAL RECRUITMENT PLAYBOOK State of the industry and trends in rural physician recruitment Emerging strategies for recruitm into rural communities Examples of optimized recruitment & retention outcomes Key takeaways for your recruitment & retention playbook 4 THE PHYSICIAN SHORTAGE 5 RANKS IN THE TOP THREE CONCERNS FOR HOSPITAL CEOS 6 2

3 ACUTE SHORTAGE OUTSIDE OF MAJOR CITIES About 20% of Americans live in rural areas where many do not have easy access to primary care or specialist services Less than 8% of physicians practice in rural areas Source: Trend Watch, American Hospital Association; Doximity 7 IMPACT Adding one physician to a community of 10,000 people is associated with a 5.3% reduction in average mortality. Each physician supports 14 jobs and $2.2 million in economic input for a community. $ Each physician vacancy costs an average of $1 million in lost revenue per year. Source: National Center for Rural Health Works, MGMA Compensation Report 8 PRIMARY CARE BY THE NUMBERS CANDIDATE POOL MONTANA Active Primary Care Physicians 903 Physicians Under Est. 7% Turnover 43 (+) 3Y Residents 26 31% Int l Medical Graduates 69 Source: 2017 AAMC State Physician Workforce Data Book; Montana Profile 9 3

4 Montana has a 61.6% Resident Retention Rate 10 RURAL RECRUITMENT PLAYBOOK OUTLINE State of the industry and trends in rural physician recruitment Emerging strategies for recruitment into rural communities Examples of optimized recruitment & retention outcomes Key takeaways for your recruitment & retention playbook 11 REACHING PASSIVE CANDIDATES SEARCHING FOR JOBS INTERESTED, BUT NOT PROACTIVE HAPPY IN CURRENT POSITION 12 4

5 How far up the social/digital curve is your recruiting strategy? 13 2% 14 FIND PASSIVE CANDIDATES ONLINE Digital Recruitment is a Trend that is Here to Stay of all physicians use social media 31% for professional networking Source: Maximizing Multi Screen Engagement Among Clinicians, Epocrates, Inc. 2013; MedTech Media

6 FIND PASSIVE CANDIDATES ONLINE Digital Recruitment is a Trend that is Here to Stay Source: Doximity; American College of Physicians of U.S. physicians are on Doximity a Top 5 smartphone app used by the American College of 70% Physicians 16 FIND PASSIVE CANDIDATES ONLINE Digital Recruitment is a Trend that is Here to Stay Source: MMS Job Opportunity Preferences 95% of all physicians prefer to receive info about job opportunities via SOURCING CANDIDATES 95% over of physicians prefer to receive information about job opportunities via . 49% of healthcare professionals read job opportunity s after 6 p.m. Source: MMS Job Opportunity Preferences 18 6

7 Source: Doximity Physician Survey BEWARE...YOU MUST BE RELEVANT Rise of the Digital Omnivore 16% contacted once per week 39% multiple contacts per week 55% of physicians get weekly job opportunities Less than 10% of recruiter communications are relevant 19 EMERGING STRATEGIES Use Digital and Social Media to be Fast AND Strategic 20 CULTURE AND ENGAGEMENT The Interview: Window to Your Culture Tailor the Interview Team to the Candidate Utilize Your Best Facility and Community Advocates Assign Topics & Ensure Consistent Message Explore the Candidate's Priorities and Motivations 21 7

8 CULTURE AND ENGAGEMENT The Interview: Selling the Vision Personalize and Strategize Every Interview Involve the Spouse and Family Community and Culture Should Match Physician s Values Share Your Vision and Community Impact 22 What attribute of your organizational culture is most appealing to new providers?

9 When a candidate DECLINES AN OFFER, what is the most common reason? 25 MORE IMPORTANT THAN MONEY Two elements have the strongest relationship to satisfaction: Trust in the hospital / health system s leadership team Quality of communication across the hospital or health system Source: The Engagement Gap, Jackson Healthcare, RURAL RECRUITMENT PLAYBOOK OUTLINE State of the industry and trends in rural physician recruitment Emerging strategies for recruitment into rural communities Examples of optimized recruitment & retention outcomes Key takeaways for your recruitment & retention playbook 27 9

10 TRANSPARENCY Visits/Procedures Expenses Practice Overhead Profit/(Loss) Charges Work RVUs: RVUs & Expense (Cost) per Visit Expenses as % of Collections Patient Collections Gross Collection % Accounts Receivable Staffing Payer Mix based on Encounters 28 AUTONOMY Nationwide: Physicians Do Not Have Enough Control Over Their Time Not Enough Time with Each Patient Too Many Hours Per Week on Paperwork Source: Medscape Physician Compensation Report SUSTAINABILITY Focus: Ties to Community and First Year Engagement 30 10

11 31 YOUR SCORECARD Efficiency Interviews to Hire Time to Fill Recruitment Spend per Hire End Result Placements per Year Retention 32 YOUR SCORECARD Typical Recruitment Benchmarks 1 Total Placements 4 Acceptance Rate 2 Time to Fill 5 Recruitment Spend per Hire 3 Interviews to Hire 6 Retention 33 11

12 AGENDA: RURAL RECRUITMENT PLAYBOOK State of the industry and trends in rural physician recruitment Emerging strategies for recruitment into rural communities Examples of optimized recruitment & retention outcomes Key takeaways for your recruitment & retention playbook 34 KEY TAKEAWAYS: PLAYBOOK RECAP Adopt modern recruiting technologies and techniques that provide a competitive edge Identify candidates with community ties or create them Tailor recruitment and retention team to match candidate and spouse Follow best practices that support transparency and autonomy Create benchmark metrics for sustainable performance and return on investment 35 Time for Questions! 36 12

13 ADDITIONAL RESOURCES White Paper: Physician Workforce Through 2030: Social Media for Physician Recruitment Infographic Guide: Physician Trends Social Media Infographic Guides: Physician Trends, Engagement and Networking Guide to Developing a Strategic Physician Recruitment Plan Case Studies Physician Salary Calculator Contact Sharon Thompson, Regional Manager sthompson@jacksonphysiciansearch.com The most rewarding part of my job It is our job to understand the needs of community health centers, discover the motivations of candidates, and find the fit that works for the health center, community, physician and their family. In my previous role as an in house recruiter, the partnership with Jackson Physician Search allowed me to experience first hand the value of transparent terms, excellent customer service, consultative advice and best practices that produce results. Sharon Thompson, Manager of Business Development Biography Sharon Thompson, Manager of Business Development for Jackson Physician Search, works with clinics and health care systems in the Northwest Region to place highly qualified physicians and advanced practice providers. As an in house recruiter in the rural community of Port Angeles, Washington, for almost ten years, Sharon truly understands the challenges of recruiting providers, especially to rural areas, as well as the significant impact and importance of bringing health care providers to communities. Sharon is a Fellow of the Association of Staff Physician Recruiters, and holds a Bachelor of Arts from Kenyon College, where she graduated cum laude. sthompson@jacksonphysiciansearch.com O: C: ADDITIONAL RESOURCES Physician Salary Calculator White Paper: Physician Workforce Through 2030 Guide to Developing a Strategic Physician Recruitment Plan Infographic Guides: Physician Trends, Engagement and Networking Case Studies 39 13