供应商招聘领域一如既往地疯狂, as evidenced by the high energy at the 2023 Association for Advancing Physician and Provider Recruitment (AAPPR) annual conference in Austin, 德州. 几乎1,000 industry professionals practiced their 德州 two-step as they bounced between presentations and state-of-the-industry conversations over three busy days.
It was standing-room-only for one of our 心电图-sponsored sessions in which physicians fielded questions from recruiters about what they want from their next practice and how they interact with potential opportunities. But that was only one of the takeaways we gleaned from this year’s exhibit hall interactions, 分组会议, 主旨发言人, 以及其间所有的社交对话.
1. 供应商仍然想要基本的, 但随着新一代进入职场,人们的偏好正在发生变化.
虽然医疗保健领域每天都在变化, what providers are looking for in their next position has largely stayed the same.
位置,位置,位置
是的, 供应商仍然有位置偏好, 有些地区比其他地区更容易招人. The long-parroted fact that most physicians practice within 100 miles of their residency program still rings true among recruiters.
生活品质
Work-life balance has long been an important factor for 候选人 seeking their next position. 大流行揭示了bet8娱乐提供者倦怠的严重程度, with many job seekers hoping to find better quality of life in a different position. Many recruiters report that work-life balance has surpassed compensation as the biggest consideration when providers initiate a new job search.
补偿
稍后会详细介绍, 但薪酬仍然是求职者最关心的问题, 尤其是在生活成本和通货膨胀压力与日俱增的情况下. 对于许多供应商来说, 他们能挣多少钱和对他们的期望一样重要. 那 latter part is less clear; many recent graduates have no understanding of how they will be paid, depending on whether they are moving to organizations implementing value-based metrics or those with productivity models.
支持文化
Newer entrants to the provider workforce are seeking guidance as they establish their practice, both through mentorship from seasoned providers and high-caliber clinical and support staff. 那, 以及积极的职场文化, can be the difference between younger providers putting down roots or moving on to their next opportunity.
在一个相关的笔记中, 多样性和包容性对候选人来说越来越重要, so organizations should be prepared to discuss how their organization is not only tackling these topics within the workforce, 而是更广泛地解决卫生公平和卫生的社会驱动因素.
2. 资金很重要,尤其是在需要超越基准的情况下.
Many in-house recruiters expressed growing frustration with fair market valuations and compensation packages they feel are behind the times. 他们渴望为供应商提供创新的bet8娱乐, 特别是对于不太理想的地方或难以招募的专业. Several told stories of having to offer compensation packages that were capped at the national 50th percentile or that were out of touch with competing offers.
Recruiters want the flexibility to tailor compensation packages to provider experience and predicted productivity, 当然是在公平市场价值之内. 他们还希望在批准的参数内提供选项菜单. 例如:
- Some 候选人 may have no educational debt but need a loan for a mortgage down payment.
- Others may not require relocation assistance and would instead prefer that amount be included in a signing bonus.
3. The notoriously-difficult-to-fill specialties aren’t getting easier, even as succession risks loom.
不仅新供应商招聘变得越来越困难, but replacing the rapidly growing number of providers approaching retirement is a looming threat. 初级保健一直被认为是 招聘最优先的专业. Cognitive medical specialties such as neurology were also mentioned as consistent national sourcing challenges.
许多参加AAPPR的招聘人员都对这一增长表示了关注 需要先进的技术平台才能在候选人中取得成功 追求. 其中一个热门话题是预测分析, 一些平台展示了检测提供商何时存在故障的能力 不满意,被动地寻找下一个机会. 新兴市场投资 analytic resources will be important for organizations that wish to stay ahead 供应商供应短缺.
4. Recruitment and onboarding delays negatively affect the candidate experience and the organization’s bottom line.
组织过于复杂, 松散的定义, and unnecessarily lengthy recruitment processes often struggle to sign 候选人, while those with slow and inefficient onboarding processes often see start dates delayed. 两者都会影响利润.
高需求专业的供应商——这是最近的趋势, 或者看起来是这样——经常考虑多种机会. Organizations that aren’t ready to move quickly through the process may lose out on the best 候选人—many of whom expect to get an offer during their interview visit—which in turn results in more vacancy days without a physician.
与此同时, 登机延误, including lengthy state licensure processes and cumbersome payer credentialing processes, can result in lagging productivity and quality metrics that change provider compensation while also contributing to sunk labor costs for the organization. 尽管执照和证书的期限超出了招聘人员的控制范围, organizations that streamline the elements of the recruitment and onboarding process they can control will have a competitive advantage in the search for top provider talent.
5. 快乐很重要,而倦怠是真实存在的.
招聘人员希望被视为战略合作伙伴. 然而,许多侧面谈话的特点是招聘人员的孤立, 远离决策者和战略制定者, 作为倦怠的催化剂. A recruiter is often the first person a candidate interacts with from an organization and should be an ambassador of the organization’s culture and strategy. Additionally, a strong recruiter understands how outsiders perceive their organization.
许多经验丰富的招聘人员表达了帮助打造未来的愿望 workforce strategy, not just act as the executors of a provider workforce plan. Recruiters often have insights on areas where the provider supply may be tightening 并能主动为新兴需求领域开发渠道. 他们还 希望了解供应商补偿管理的机制和 valuation within their organizations so they can confidently present offers to 候选人.
提供者的重要性 招聘活动在AAPPR上显而易见,有数百名专业人士参加 taking time to seek out strategic industry 合作伙伴hips, learn from recruitment 领导,并与同行分享最佳实践.
总之, our takeaway was that this is an exciting time to work in the provider recruitment space, 这种势头只会在未来几年持续下去.
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2023年3月30日出版