By: Tony Barlow | tbarlow@barlowmccarthy.com
Everyone feels it; healthcare is facing a critical shortage of physicians. As the demand for healthcare services continues to grow, the supply of qualified physicians is struggling to keep pace. Physician recruitment is front and center in this crisis and the pressure is mounting. In this post, we’ll explore the intricacies of the physician shortage and delve into a few creative ideas that physician recruiters can adopt to navigate these challenging waters.
To effectively address the physician shortage crisis, it’s crucial to comprehend its underlying causes. Factors such as an aging physician population, fewer young people choosing medicine, lifestyle and increased healthcare needs are major contributors. The geographic challenges have made the gap between supply and demand especially challenging for rural markets. Consider what is happening in your community.
What can your recruitment team do? Take time to craft an approach that can give you an advantage. Here are a few ideas:
- Are you doing everything you can to build strong partnerships with medical schools and residency programs? This of course is the long game but can be a difference maker in ensuring a continuous pipeline of skilled physicians. Recruiters can work closely with educational institutions to identify and nurture emerging talents. Building relationships and planned, timely connections, it’s so much better than blasting them with emails.
- Many organizations are already working to break the mold on compensation and benefits, but have you gone far enough? Explore unique incentives to attract physicians. Some basic examples include student loan repayment assistance, flexible scheduling options, or customized opportunities for professional development. Think outside the box on this one, work with internal stakeholders to help you put things into motion.
- Credentialing can be a major hold-up in the recruitment process. A lengthy and complex credentialing process can deter potential candidates and disillusion those who signed but can’t get started. Streamlining the process can significantly reduce the time it takes to bring new physicians on board, addressing the urgency of the physician shortage.
- We all want providers in their prime but a little flexibility here can help. Engaging retired or semi-retired physicians can be a good solution to fill immediate gaps. Many experienced professionals may be willing to contribute their expertise on a part-time or temporary basis, this can provide you with a stop gap while you search for a permanent solution. Be prepared to work with these providers on a schedule and package that works for them.
- You might have what you are looking for right under your nose. Often, we get so focused on the external candidates that we miss good internal talent, especially for hard-to-find leadership roles. Talent development programs can empower existing staff to take on expanded roles, mitigating shortages from within. Continuous training and development contribute not only to recruitment but also to the overall satisfaction and retention of physicians.
The physician shortage requires a multi-faceted and innovative approach to recruitment. By leveraging technology, collaborating with educational institutions, and exploring creative incentives, healthcare organizations can navigate these challenges successfully. As we adapt to the changing landscape of healthcare, prioritizing recruitment strategies that address the root causes of the shortage will be instrumental in building a resilient and sustainable healthcare workforce.
At Barlow/McCarthy we live and breathe innovative strategies for recruitment! Please don’t hesitate to reach out if you are looking for a refresh of your strategies or for some training for your internal staff. We would love to build out a customized plan to fit your needs. Email info@barlowmccarthy.com for more information or to set up a call.