13 Keys To Effective Physician Recruiting

5. Be flexible Physicians are becoming more diverse in many ways and one practice size may not fit all, particularly when it comes to schedules. Part-time schedules, telemedicine (or a hybrid opportunity featuring an on-site and off- site work model), and other flexible practice options are becoming more important to physicians, even more important than compensation levels, in some cases. Though it may necessitate a cultural shift, accommodate candidate practice preferences where possible in terms of schedules, types of patients seen, types of procedures performed, work models, etc. The ability to be flexible and tailor the practice to candidate needs can be decisive in today’s evolving physician recruiting market. 6. Make compensation competitive, clear, and fair A variety of organizations, including the Medical Group Management Association, the American Medical Group Association and AMN Healthcare provide data on physician compensation by specialty. Use this data to arrive at a competitive starting salary offer. While offering a competitive salary is important, in today’s market the formula by which physicians are compensated can be just as important as the amount they are paid. The key is to keep compensation formulas clear, understandable, and logical. Increasingly, some portion of physician compensation today will be linked to value-based metrics such as patient satisfaction scores, adherence to treatment protocols, and others. These typically are balanced against volume-based metrics such as RVUs, net revenue, and number of patients seen. The result can be a complex and even contradictory maze of incentives that leave physicians confused and frustrated. The simpler the compensation formula is to understand, the better. The formula also should be perceived as fair, with the methods by which physicians are compensated understood and accepted by physicians in the group.

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