In part one of this series, we highlighted the factors influencing the supply and demand for oncology services and discussed groups of people who could be most impacted. This article explores how the health care industry can take positive steps to address the worsening oncologist deficit. 

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The American Society of Clinical Oncology (ASCO) projects a shortage of more than 2,400 oncologists by 2025. What’s driving the oncology shortage? Here are some factors influencing the supply and demand for oncology services. A second article on this topic will discuss ways the health care industry can help address the oncology shortage.  

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Remote work is here to stay. The ability to work remotely became the #1 job perk in 2022, and 45% of respondents to a Joblist survey said they would leave their job if they were required to go back to work in person full-time. Remote work offers flexibility and freedom, and it allows recruiters to save on the time and cost of commutes. However, it’s not without challenges. How can you stay connected, productive, and healthy while working remotely? Here are ten tips:

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According to MGMA, the number one challenge for medical practices in 2023 continues to be staffing. Turnover and burnout have added to the physician shortage issue, and experts predict both will significantly affect health care access over the next decade (according to Forbes). 

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‘Tis the season – one of the busiest times of the year and a golden opportunity for recruiters. We recently hosted a webinar on How to be Efficient with your Holiday Recruitment (you can watch a recording if you missed it), and we want to share some key takeaways from our Client Success team on how to turn the holiday season into one of your most productive times of the year.

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Information overload is overwhelming an already stretched physician workforce. Along with heightened demand and growing caseloads, physicians are also tasked with the challenge of lifelong learning. To better understand how physicians prefer to engage with medical news and educational information, Doximity recently released its Physician Learning Preferences Report. The findings suggest a continued need for more effective communication strategies that recognize just how busy physicians are. Here’s how you can implement the lessons learned into your communication and recruitment tactics. 

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The Doximity Talent Finder Team partners with physician recruiters to help our network members find fulfilling job opportunities. We know that sourcing great candidates, engaging with them, and making successful hires require long hours, hard work, and unique skills. We value everything recruiters do, so we made a list of the top ten reasons we’re thankful for physician recruiters.  

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Healthcare organizations are essential to patient care in each of their communities. When an OB-GYN private practice in northeast North Carolina learned that one of their very busy, highly respected OB-GYNs planned to retire, they knew their community of about 55,000 people would feel the impact. The group had plans to partner with another OB-GYN practice, but the primary physician working there was also retiring. It was the height of the pandemic, but the North Carolina group made the strategic decision to recruit two new OB-GYNs. They reached out to Jackson Physician Search, where Recruiter Stephanie Hutchens took on the task.

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Over the last two years, we’ve experienced a significant shift in the physician workforce. A recent survey from CHG Healthcare found that 43% of physicians switched jobs during the pandemic, 8% retired, and 3% left medicine to work in a non-clinical career. While retention strategies have always been vital for healthcare organizations, they are especially critical now as many physicians and healthcare workers continue to struggle with overwork and burnout due to the pandemic. 

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Physician recruiters are familiar with the physician shortage. Access to care sets the baseline for all healthcare, and the impact of the shortage is affecting historically marginalized and under-resourced populations disproportionately. Patients living in rural areas, for example, are more likely to struggle to access their clinician than a patient living in an urban or suburban area, per Patient Engagement. A September 2021 report from the Kaiser Family Foundation noted that 83.7 million people in the U.S. live in a designated primary-care health professional shortage area (HPSA). 

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