practical ways to attract and keep physicians · 6 projected physician shortfall between 40,800 and...
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Practical Ways to Attract and Keep Physicians
JACKSON PHYSICIAN SEARCH: FAST FACTS
• Serving clients nationwide for 40 years
• Headquartered in Atlanta
• Main regional offices in Dallas, Denverand 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.
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Dane AltmanSenior Vice President,Business Development
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AGENDA:RURAL RECRUITMENT
PLAYBOOK
State of the industry and trendsin rural physician recruitment
Emerging strategies for recruitment
into rural communities
Examples of ways to optimize
recruitment & retention
Key takeaways for your
recruitment & retention playbook
THEPHYSICIAN SHORTAGE
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RANKS IN THE
TOP THREE CONCERNS
FOR HOSPITAL CEOS
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Projected physician shortfall
between 40,800 and 104,900
by 2030.Demographic trends
continue to be the primary
drivers of increasing
demand from 2015 to 2030.
Physician’s retirement
decisions are projected to
have the greatest impact
on supply.If underserved populations had
standard care utilization patterns,
demand for physicians would
rise substantially.
Source: “The Complexities of Physician Supply and Demand 2017 Update.” IHS Markit for Association of American Medical Colleges. February 2017
STATE OF THE INDUSTRY
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Medical School Graduates Outnumber
Residency SlotsLimits on Treatment Activity
by Advanced Practice
Providers
Visa Processing Backlog
and Foreign Travel
RestrictionsAdverse Malpractice Climate
TRENDS IN RURAL RECRUITMENT
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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
Source: Trend Watch, American Hospital Association; Doximity; Michael Adcock, Executive Director, Center for Telehealth, University of Mississippi Medical Center
“Your care and treatment shouldn’t be dictated by ZIP Code.”
Less than 8%of physicians practice in rural areas
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FAMILY MEDICINE CANDIDATE POOLMidSouth Region
Active Family Medicine Physicians8,888
Est. Physicians Under 605,875
Available due to 6.8% Turnover400
(+) 3Y Residents264
664
Est. 8% Choose Rural
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Alabama, Arkansas, Kentucky, Louisiana, Mississippi, Tennessee
Source: 2017 AAMC State Physician Workforce Data Book;2018 NRMP Main Residency Match®
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Source: Beckers’s Hospital Review, July 2018
Alabama
Arkansas
Kentucky
Louisiana
Mississippi
Tennessee
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0
4
0
5
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RURAL HOSPITAL CLOSURES
January 2010 – July 2018North Carolina Rural Health Research Program
Graphic: Modern Healthcare, June and July 2018
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PERSPECTIVES ON THE RURAL CRISIS
“The mismatch is between the boomers aging and the physician workforce aging out simultaneously.”
“The problem with physician shortages is they hurt vulnerable people first.”
*Darrell Kirch, MD, President & CEO, Association of America Medical Colleges; Mahmood Saddiqui, MD, Internist; Alan Morgan, CEO, National Rural Health Associtiona
“The hospital was a force holding the community together. Without it, I think this community will probably disintegrate.”
“Bottom line, this discussion is about the economic vitality and long-term sustainability of rural communities.”
ECONOMIC IMPACT
Each physician supports 14 jobs and $2.2 million in economic input for a community.
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Adding one physician to a community of 10,000 people is associated with a 5.3% reduction in average mortality.
Source: National Center for Rural Health Works, www.ruralhealthworks.org; MGMA Compensation Report
Each physician vacancy costs an average of
$1 million in lost revenue per year.$
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RURAL RECRUITMENT PLAYBOOK OUTLINE
State of the industry and trends in rural physician recruitment
Emerging strategies for recruitment
into rural communities
Examples of ways to optimize
recruitment & retention
Key takeaways for your recruitment
& retention playbook
REACHING PASSIVE CANDIDATES
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SEARCHING FORJOBS
INTERESTED, BUTNOT PROACTIVE
HAPPY IN CURRENTPOSITION
How far up the social/digital curve is your recruiting strategy?
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2%
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FIND PASSIVE CANDIDATES ONLINEDigital Recruitment is a Trend that is Here to Stay
of all physicians use social media for professional networking31%
Source: Maximizing Multi-Screen Engagement Among Clinicians, Epocrates, Inc. 2013; MedTech Media 2015
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FIND PASSIVE CANDIDATES ONLINEDigital Recruitment is a Trend that is Here to Stay
of U.S. physicians are on Doximity – a “Top 5” smartphone app used by the American College of Physicians70%
Source: Doximity; American College of Physicians
of physicians prefer to receive information about job
opportunities via email.
Source: MMS Job Opportunity Preferences
49% of healthcare professionals read job opportunity emails after 6 p.m.
over
95%
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SOURCING CANDIDATES
Rise of the Digital Omnivore
Source: Doximity Physician Survey
BEWARE...YOU MUST BE RELEVANT
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16%contacted
onceper week
39%multiple contactsper week
55%of physicians get
weeklyjob
opportunities
Less than
10%of recruiter
communications are
relevant
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EMERGING STRATEGIES
Use Digital and Social Media to be Fast AND Strategic
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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
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Share Your Vision and Community Impact
Community and Culture Should Match Physician’s Values
Involve the Spouse and Family
Personalize and Strategize Every Interview
The Interview: Selling the Vision
CULTURE AND ENGAGEMENT
What attribute of your organizational culture is most appealing to new providers?
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When a candidate DECLINES AN OFFER, what is the most common reason?
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MORE IMPORTANT THAN MONEY
Source: “The Engagement Gap,” Jackson Healthcare, 2016
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
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RURAL RECRUITMENT PLAYBOOK OUTLINE
State of the industry and trends in rural physician recruitment
Emerging strategies for recruitment
into rural communities
Examples of ways to optimize
recruitment & retention
Key takeaways for your recruitment
& retention playbook
TRANSPARENCY
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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
AUTONOMY
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Source: Medscape Physician Compensation Report 2017
Too Many Hours
Per Week onPaperwork
Not Enough Time with
Each Patient
Nationwide: Physicians Do Not Have Enough Control Over Their Time
SUSTAINABILITY
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Focus: Ties to Community and First Year Engagement
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YOUR SCORECARD
End Result
Placements per Year
Retention
EfficiencyInterviews-to-HireTime-to-FillRecruitment Spend-per-Hire
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YOUR SCORECARD
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2
3
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5
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Total Placements
Interviews-to-Hire
Time-to-Fill Recruitment Spend-per-Hire
Retention
Acceptance Rate
Typical Recruitment Benchmarks
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AGENDA: RURAL RECRUITMENT PLAYBOOK
State of the industry and trendsin rural physician recruitment
Emerging strategies for
recruitment into rural communities
Examples of ways to optimize
recruitment & retention
Key takeaways for your
recruitment & retention playbook
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Identify candidates with community ties – or create them
Tailor recruitment and retention team to match candidate
and spouse
KEY TAKEAWAYS: PLAYBOOK RECAP
Adopt modern recruiting technologies and techniques that
provide a competitive edge
Create benchmark metrics for sustainable
performance and return on investment
Follow best practices that support transparency and
autonomy
ADDITIONAL RESOURCES
Rural Physician Recruitment and Retention Playbook
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
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Dane Altman, Senior Vice President, Business [email protected] | 469.909.6672