Ten Keys to Physician Retention
5. Recruit to Retain The physician recruiting process can be a foundation on which positive physician relations rests or it can undermine the relationship physicians have with their employers. Problems created or compounded by physician recruiting practices arise in two areas. The first is an insufficiently detailed or accurate practice opportunity presentation. If expectations regarding required work hours, patients seen per day, group governance, quality metrics, compensation and related issues are not clearly communicated to candidates on the front end of the recruiting process, misunderstandings that lead to physician disengagement or turnover can result on the back end. It is important to delineate in writing exactly what is expected of the physician, and make sure to accurately project the financial potential of the practice so that expectations are realistic and achievable. The majority of these details should be communicated during the candidate screening process, before the physician arrives for the on-site or virtual interview. A second consideration is that recruiting new physicians can alienate those already practicing in the service area, unless the recruiting effort is based on an objective, data-driven need for additional doctors. A community needs assessment plan can help convince staff physicians that new doctors are needed and that they do not need to feel threatened by potential competition. It should be noted that the Affordable Care Act (ACA) requires tax-exempt hospitals to perform a community health needs assessment every three years effective March 12, 2012 or risk a $50,000 fine. The physician/hospital relationship typically begins at the recruitment stage. A thorough, candid recruitment process can build the trust and cooperation needed to ensure physicians and hospital leaders are able to work through the challenges that almost inevitably will arise at some point in this key relationship.
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