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| The Monthly Pulse |
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| Pioneering Healthcare Recruitment Strategies for 2024
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| The Story |
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| As the healthcare landscape evolves, healthcare leaders are deploying advanced strategies to strategically recruit physicians and other healthcare providers. Trends such as leveraging the benefits of AI to reduce providers’ administrative burdens, offering flexible career paths in a hybrid workforce, and offering a shortened work week are a few of the ways hospitals and other organizations are proactively targeting new hires. |
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| What You Should Know |
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| While labor challenges persist in healthcare, aligning recruitment strategies with workforce trends is an effective way to attract and retain top talent. Recent medical school graduates and veteran physicians approaching retirement alike can appreciate dynamic and flexible work arrangements such as four-day work weeks, telehealth options, and AI-powered workplaces. Results of these efforts can pay off further, since increased physician satisfaction can help to boost patient outcomes as well.
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| 7 Ways to Adapt Your Recruiting for Millennial and Gen Z Physicians
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| The Story |
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| As the first wave of Gen Z doctors enter the workforce and the group of final-year residents and fellows becomes dominated by millennials, understanding the needs and wants of these generations should become a priority for healthcare recruiters. Researchers have determined these groups take a different approach to their careers than previous generations. They tend to prioritize a work-life balance, seek meaning in their careers, and look for educational and developmental opportunities. Gen Z is especially driven by social responsibility, mental health resources, and diversity and inclusivity.
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| What You Should Know |
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| To meet the needs of the newest generations entering medicine, hospitals and other healthcare organizations should showcase their values and demonstrate how they’re giving back to communities. They should also emphasize the ways in which work-life balance is prioritized, communicate diversity and inclusivity initiatives, and discuss training and development opportunities during the recruitment process. Finally, encourage physicians to give feedback and give them a voice to better understand their long-term goals.
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| What Recruiters Should Know About the Real Cost of Physician Vacancies |
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| The Story |
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| Physician vacancies have long been known to be a significant cost for healthcare organizations, but putting a dollar amount to open positions can be particularly eye-opening. In some cases, the cost of hiring a physician can exceed $1 million — a hefty price tag if they leave the role sooner rather than later. Some hospitals feel pressured to fill open roles quickly, but stopping to identify any inefficiencies in the recruitment process can save your healthcare organization money and effort down the road. |
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| What You Should Know |
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| When considering the cost of recruitment marketing and its return on investment, it’s important to look at time to hire and cost per hire. The goal is to optimize the time to hire, or how long it takes to bring a candidate on from the moment an opening is publicized until they sign on. It’s likewise important to understand the costs of physician vacancies, which will naturally increase the longer the position goes unfilled. Tracking these metrics can enable your organization to make informed and strategic recruitment and hiring decisions.
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| Leadership Reflections |
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Crucial Conversations
I recently read the book Crucial Conversations by Joseph Grenny, Kerry Patterson, Ron McMillan, Al Switzler, and Emily Gregory. This book covers numerous tools and communication strategies — skills which I believe can benefit just about anyone at any stage in their career. It’s rich with valuable takeaways, but I’ll cover a few in particular that stood out to me.
Acronyms that include 3-5 key takeaways represent an effective method of remembering a set of concepts. In the book, the acronym STATE is introduced as a way to structure your conversation. This framework allows you to address a conversation that may include high emotion, high stakes, and/or differences of opinion around core facts in a non-threatening way. Here is a brief overview of the five concepts.
Share your facts - This step provides an opportunity for the initiator to list key facts and circumstances as objectively as possible. The focus is on facts over feelings or interpretations. This is about what happened based on personal experience and observations. Any areas of uncertainty are best left out of this portion of the conversation, or, if introduced, should be noted as uncertainties.
Tell your story - In this portion, the focus shifts from the facts to how the initiator is experiencing the outcomes from those facts. This is the place to explore how the key facts and circumstances were interpreted or felt by the initiator.
Ask for the other’s path -
Now the conversation opens up to the other party. This is an invitation by the initiator for a response. Were there any facts that deserve clarification? Are there aspects of the story that need further exploration? What story is developing from the respondent's perspective?
Talk tentatively -
Particularly in circumstances where the stakes are high, it may be natural to speak assertively. However, this can lead to the conversation shutting down. By speaking tentatively, we leave space to explore differences in perception.
Encourage testing -
Allow space for both parties to discover a shared interpretation of facts and circumstances. This is a collaborative process where both participants feel heard and understood.
I encourage you to read this excellent book. Personally, my initial reaction in difficult situations is to practice avoidance, which is never a good strategy. The tools provided in the book have been instrumental in helping me prepare for difficult conversations and circumvent the tendency to avoid them. My final takeaway is that these techniques require practice to master. Each time I utilize the model and engage in the resulting conversation, I get just a bit better.
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AAPPR Roundtable - Rural Recruitment |
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AAPPR Live Webinar: Elevating Provider Onboarding for Better Engagement, Impact, and Retention |
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| AAPPR Live Webinar: How Telehealth and Virtual Care are Transforming Healthcare Delivery |
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NAHCR24 |
| Tues,. July 16 - Fri., July 19 |
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| PMRC Practice Match Annual Recruitment Conference |
| Sun., Sept. 15 - Tues., Sept. 17 |
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