According to the 2023 benchmark study released by the Association for Advancing Physician and Provider Recruitment (AAPPR), a Doximity strategic partner, organizations are searching for more physicians than ever.

The report outlines encouraging advancements in health care staffing and provides essential insights to assist recruitment departments in setting productivity targets, establishing goals and expectations, and expanding their teams. It specifically addresses the growing shortage of physicians in the United States and its significant impact on recruitment efforts across health organizations nationwide. Below are nine key insights from the most recent AAPPR benchmarking report that will prove valuable for physician recruiters.

1. Budgets for internal physician recruitment departments increased in 2022. The median budget was $717,100, depending on the organization's size and the number of searches. This budget primarily covers marketing, advertising, digital recruitment tools, and travel expenses for onsite candidate interviews and recruitment team attendance at provider society conferences. It excludes locums fees, provider salaries, signing bonuses, relocation costs, tuition reimbursements, or other provider benefits.
2. Most reported searches focused on physicians, with the rest mainly targeting Nurse Practitioners and Physician Assistants. Larger organizations tended to conduct more active searches for Advanced Practice Providers (APPs). Forty-four percent of all physician searches in 2022 were to replace a departing physician.
3. The number of physician searches to replace departing physicians declined for the first time in four years – from 48 percent to 44 percent, suggesting that more physicians stayed with their organizations rather than sought new opportunities in 2022.
4. The Midwest region of the U.S. dominated the search landscape, accounting for 36% of all searches. It also had the most states in the Top 10 searches, including Indiana, Arizona, Ohio, Florida, and Minnesota.
5. Family Medicine was the most widely sought-after specialty for the fifth straight year, with 74% of organizations recruiting in this field. Family Medicine searches were followed by Hospital Medicine, Internal Medicine, OB/GYN and Cardiology. This aligns with findings from Doximity's 2023 Physician Compensation Report, which indicates that the most recruited specialties on Doximity, primarily in primary care, are among the most in-demand across the U.S.
6. The time to fill physician searches increased in 2022, while the percentage of APP searches filled rose. Family Medicine searches typically took 153 days to fill. Searches for Plastic Surgery had the lowest fill rate, while Hospital Medicine searches had the highest. Note: the "days to fill" metric does not include the time needed to onboard a hire. Regardless of organization size, it typically takes four months from when a physician accepts the position to the day they start.
7. Some of the most prolonged positions to fill, marked by a signed contract, included Urology (344 days) and Neurosurgery (254 days). As credentialing and licensing typically take an additional four months on average – with significant variation – it is not uncommon for organizations to lack certain specialties for a year or more.
8. Provider turnover has gradually increased in recent years, hitting 11% for Advanced Practice Providers (APPs) and 8% for physicians. APPs generally depart more often than physicians. Usually, organizations serving smaller communities face higher turnover rates. Physicians were much more likely to leave for retirement, while APPs were much more likely to leave for compensation.
9. For the second consecutive year, the use of locum tenens in physician searches has risen, accounting for 15% of searches. The population size influences locum tenens usage, with organizations serving smaller populations more likely to employ this approach. Among specialty divisions, surgeons were more frequently sought through locum tenens.

Physician recruitment remains dynamic due to evolving healthcare needs, regulatory changes, technological advancements and shifting workforce trends. These factors continually influence demand for specific specialties, hiring practices and competitive strategies within the healthcare industry.

Once you’ve taken in these insights, it’s a great time to refresh your recruitment approach. We invite you to read our 7 Ways to Revitalize Your Recruitment Strategy This Spring.