what do physicians want to hear from recruiters: learn what the latest research reveals

What Physicians Think About

Job Opportunity AdvertisementsOnboarding ProgramsRetention Programs

Survey Results and Panel Discussion Presented by M3 Global Research

2

Today’s Plan

The research topics for discussionoNew job seeking expectations - job opportunity announcementsoOnboarding program perceptionsoRetention program perceptions

Our panelists oDr. Banda : Endocrinology …………….. (<15 years)oDr. Kurzon : Interventional Radiology….. (<10 years)oDr. Santos : Family Practice …………… (>20 years)oDr. Walker : Emergency Medicine ……... (Resident)

Moderator : Bill Friedrich, Market Research Director, M3

M3 ©2015 All Rights Reserved

Discussion Panel Inputs

Survey Research Results

3M3 ©2015 All Rights Reserved

Recruiting

Onboarding

Retention

4

Many expect to seek a new job within 5 years – most are open to relocation.


n=243Q13: Do you expect to look for a new position in the future?Q14: Would you relocate for this new position?

0.165

0.546

0.2690.185

0.165

0.123

0.259

0.251

Yes 12 months Yes, 1-3 years Yes , 3-5 years Yes 5-8 yearsYes, 9+ years No Not sure

49% expect to look for a new position

81% would relocate

Recruiting

5

Almost everyone see job opportunity emails.


Zero emails 1 to 3 4 to 6 7 to 10 11 or more emails

7%

47%

28%

12%

7%

2%

35%

40%

9%

14%

No New Job (n=105) Expect new Job 1 - 5 years (n=121)

n=250Q: Approximately how many emails about job opportunities do you receive in a typical week?

Recruiting

6

Almost all at least are scanning job postings – but few do more than look at the title and location.


n=243Q15: Which of the following best describes your approach to job opportunity announcements?

I never look at them

I haven't read them recently

Seriously scan the job titles, contacted a recruiter in the last 12 months

Casually scan the job title and location, rarely read beyond

Casually scan the job title and location, read a few

6%

7%

10%

30%

49%

88% are at least

scanning job

postings

Recruiting

7

Physicians look for a diverse array of job factors – but geography may be the most obvious attention grabber.


Culture

Camaradarie

Career Growth

Org/Institution reputation

Autonomy

Practice-specific opprtunities

Work-Life Balance

Geography

19%

23%

27%

22%

29%

26%

48%

55%

27%

31%

29%

34%

28%

40%

32%

27%

26%

26%

25%

26%

27%

16%

11%

9%

16%

11%

11%

8%

10%

10%

5%

5%

8%

7%

3%

7%

5%

5%

2%

2%

5%

3%

5%

3%

2%

3%

3%

3%

1 = Most Likely 2 34 5 6= Least Likely

n=243Q7: If you were receiving information about a job opportunity, what aspects of the work environment are most likely to grab and keep you attention? (1 = most likely, 6 = least likely)

Top 2 Box

82%

79%

65%

57%

56%

56%

54%

46%

Recruiting

8

Less than half of residents received career guidance.


Guida

nce

Men

tor

Fello

w R

esid

ent

Oth

er fa

culty HR

0%

10%

20%

30%

40%

50%

60%

70%

80%

90%

100%

0.375

0.889

0.6670.556

0.111

0.583

Yes No

n=24 (small sample)Q: During your residency and/or fellowship training, did you receive any guidance on job seeking (writing a CV, interviews, etc)? Who did you receive guidance from?

Recruiting

9

Panel Question for “Recruiting”

How many emails do you

see?

Which ones do you open/what

do you look for?

What questions

come to mind as your read

them?

What would you like to

know from the audience?


Recruiting


Recruiting

Onboarding

Retention

11

Orientation is far more common than onboarding – the effort is generally considered helpful!


On-board-

ing10%

Orien-tation44%

Nei-ther46%

Onboarding Orientation Neither

42%38%

15%

5%

n=304

n=566Q: When you started your last new job, was there a formal orientation or onboarding process in place? To what extent did your onboarding program help you become comfortable in your new position?

Onboarding

12

Almost all culture knowledge was gained informally – very few

learned the organization through formal orientation programs.


Peer

s/Colleag

ues

None,

I lear

ned

on m

y ow

n

Sr A

dmin, M

D Lea

ders

Form

al O

rgan

izatio

n's O

rient

ation

62%

33%

20%15%

n=100Q6: Each organization has its own culture. How did you become knowledgeable of the culture of you new organization?

Onboarding

13

Meeting staff and online systems were important – most other needs were probably considered routine.


55%*

40%*

35%* 33%*

22%* 22%

14%12% 11%

n=667Q: When you started your last new job, what were the best things your new employer provided to help you become familiar with the practice/institution? Please check all that apply.

Onboarding

14

Almost all (80%) felt comfortable and productive in their first 6 months on the job.


3 months 6 months 9 months 1 year Longer than 1 year

53%

27%

5%

10%

6%

n=667Q: How long did it take for you to feel comfortable and productive in your new position?

Onboarding

15

Panel Question for “Onboarding”

Have you seen

“onboarding”?

What did you do instead?

How much of a difference did it make?

What would you do to make it better?

What would you like to

know from the

audience?M3 ©2015 All Rights Reserved

Onboarding


Recruiting

Onboarding

Retention

17

Major reasons for new physicians departures in the first 3 years….

Work/life balance, practice culture, and family relocation


Lack of professional autonomy

Unfriendly colleagues / peers

Disorganized practice, low leadership

Non-financial benefits

Too much regulation, non-clinical duties

Family ties, moving home

Practice culture not a good fit

Low QOL, work / life balance

14%

12%

16%

16%

17%

27%

42%

48%

12%

14%

16%

13%

19%

34%

28%

57%

Hospital Non Hospital

n=710Q: In your opinion, when a newly trained physician leaves their practice within the first 3 years, what are the most common reasons?

10% or less•Move to/from City•Want shorter commute•Loan assistance/forgiveness•Lousy direct boss•Low staff morale•Inadequate staffing•Inadequate innovation/capital funding•Poor training/onboarding•Want a non-clinical position•Want to start a company

Retention

*

*

*

18

Retention programs are NOT plentiful and could be more effective.


n=566Q: Does your practice/institution have a formal retention program in place? If yes, how effective do you personally feel that program has been to reduce turnover in the practice/institution?

Yes

Extre

mely eff

ectiv

e

Very eff

ectiv

e

Som

ewha

t effec

tive

Not a

t all /

ver

y eff

ectiv

e

0.11

0.15

0.37

0.32

0.16

Retention

19

Retention programs are important but not widely formalized.


n=566Q: Does your practice/institution have a formal retention program in place? How necessary do you feel it is for your practice/institution to have a formal retention program in place?

Extremely necessary

Somewhat necessary

Nice to have Not at all / somewhat

unnecessary

21%

27%

44%

8%

17%19%

37%

27%

Hospital Private practice

Hospital Private Practice

15% 9%

47% 62%

38%29%

Yes No DK

Retention

20

Leadership programs make it harder for an employee to accept a competing offer.


Definitely Yes Probably Yes Probably Not Definitely Not

27%

51%

20%

2%

21%

55%

21%

3%

Hospital (n=199)

n=710Q: If you were in your current position, and you received a higher salary offer from another institution, would being part of a leadership program with growth opportunities be an incentive to stay with your current institution?

Retention

21

Bonus and work/life balance were the preferred retention program features.


n=566Q: In terms of retention activities, which of the following do you feel are the best ways to encourage physicians to remain at your practice/institution?

Loan assistance

More support staff

Reduced call hours

Increased opportunities for advancement

Work life balance

Bonus

60%

18%

10%

10%

2%

2%

20%

25%

21%

23%

5%

5%

9%

23%

22%

18%

14%

14%

6%

17%

18%

18%

24%

16%

3%

13%

21%

20%

24%

19%

2%

4%

8%

11%

31%

44%

Ranked #6 5 4 3 2 Ranked #1Ranke

d 1 or 2

63%

55%

31%

29%

17%

5%

Retention

22

Panel Question for “Retention”

How prevalent are retention programs?

What do your physician

colleagues/friends say about

them

How much of a difference

does it make?

What would you do differently to make it better?

What would you like to know

from the audience?M3 ©2015 All Rights Reserved

Retention

23

Hospital and Private Practice MDs Have Similar Concerns

Almost half of physicians expect to look for a new position in the next 5 years

There’s no “one size fits all” in what job factors are being sought

Onboarding programs are important

Retention programs need to be proactive

Few residents receive any career guidance


Thank You

Bill FriedrichM3 Global Research

25

Respondents were geographically dispersed – and similar to the 2010 Census Bureau data.


6%

17%

21%

7% 7%

14%

6% 6%

16%

6%

21%

19%

5%

8%

15%

4%

5%

17%

7%

16%

18%

5%

9%

15%

7%6%

17%

1Q14 (n=243) Oct 2014 (n=710) Licensed MDs

2010 FSMB Census of Licensed Physicians, J. Medical Regulation: Vol. 96, No. 4, p15

what do physicians want to hear from recruiters: learn what the latest research reveals

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