November 29, 2016 - The growing shortage of primary care physicians, which is projected to reach 35,600 by 2025 according to the Association of American Medical Colleges, is creating extraordinary competition among healthcare organizations seeking to hire internal medicine doctors.
The recruitment market for internal medicine physicians is so competitive that employers who want to attract the best talent must be creative in the design of their new hire packages and extremely responsive to physicians during the interviewing and hiring process.
To help identify those aspects of an employment offer that are most effective in recruiting, Cejka Search conducted a survey in October 2016 of 102 internal medicine physicians completing residency in 2017.
Here's what we found:
When considering an opportunity, "location" and "compensation" (64% and 62% respectively) were more important than "type of practice" and "family needs" (40% and 35% respectively).
Most desired practice locations
Most important benefits and incentives:
Temporary housing (46%), parttime arrangements (41%), and job sharing (37%) were also attractive incentives to a large portion of respondents.
Benefits or incentives that entice an IM physician to consider a less desirable location
The results show that there are several important factors, in addition to compensation, that influence whether an internal medicine physician will accept a position. A geographic region where physicians have personal ties and opportunities for improved work life balance, such as shorter work schedules and better call schedules play an important role, especially when competing for talent in high demand and short supply.
Remember, the shortage means that employers are "competing" for talent. Therefore, organizations that put as much emphasis on courting candidates as they do screening them have a higher rate of hiring success. Providing candidates in the interview process with prompt feedback, personalizing the experience for those invited for a facility visit, and offering honest and clear information regarding the position and expectations are all advisable for employers seeking to secure their top picks for internal medicine physicians.
By Don Weis
Posted on Medical Economics
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