As the demand for healthcare services increases with the aging of the population, the supply of available primary care physicians is dwindling, most severely in underserved areas. Estimates tell us that by 2036, there will be a need for as many as 86,000 more physicians than available. This physician shortage is an enormous supply and demand imbalance that places unprecedented pressure on healthcare facilities and, by extension, on recruiters tasked with filling these vital roles.

What can be done to attract and retain talent?

The passage of the Resident Physician Shortage Act and the fact that more medical schools are becoming tuition-free will help alleviate the problem. Still, these actions won’t be enough, and they won’t affect the situation in the near future. 

Here’s what the healthcare recruiters can do now to navigate and mitigate the impact of this shortage:

1. Target early-career physicians

Recruiters should focus on engaging medical students and residents early in their training. They should establish relationships with medical schools and residency programs to identify and attract future primary care physicians before they enter the job market. Advising clients to offer mentorship programs, internships and competitive residency placements in underserved areas can help develop a pipeline of future primary care physicians. Also, recruiting begins and ends with nurturing relationships. Cultivating a network of physicians so you have a community of talent to access, for referrals as well as filling open positions, puts you one step ahead. 


2. Offer competitive incentives

Financial incentives are crucial in attracting physicians to primary care, a field known to be less lucrative than specialties. Recruiters must advocate for enhanced salary packages, sign-on bonuses, loan repayment programs and relocation assistance, particularly for positions in rural or underserved areas. Highlighting the potential for work-life balance and job satisfaction in primary care can make these positions more attractive. Doximity’s compensation report is a valuable resource to benchmark salaries in the healthcare space.

Take a look at our compensation report here.

3. Leverage telehealth

The COVID-19 pandemic accelerated the adoption of telehealth, which can help alleviate the PCP shortage by allowing physicians to serve more patients remotely. Recruiters should emphasize the role of telemedicine in expanding a physician's reach and offer positions that incorporate telehealth as a core component of the job. This increases access to care for patients while offering flexibility for physicians.


4. Support non-physician providers

Expanding the role of nurse practitioners (NPs) and physician assistants (PAs) is another effective strategy. These professionals can provide primary care services and help reduce the burden on physicians. Recruiters should promote collaborative practice models that integrate NPs and PAs into primary care teams, ensuring that patients receive comprehensive care while easing the workload of PCPs.

Learn more about Doximity's NP Navigator, a comprehensive Nurse Practitioner school directory with all the information you need to research, evaluate, and rank NP programs here.


5. Foster a supportive work environment

Physician burnout is a significant contributor to the shortage of PCPs. Healthcare organizations can make primary care roles more appealing by fostering a supportive work environment. This includes manageable patient loads, opportunities for professional development and access to mental health resources. Recruiters should highlight these aspects in their recruitment strategies to attract top talent.


6.  Expand the talent pool

Much attention has been paid to how to expand the talent pool to address the shortage. Some of these examples on the state level include:

Earlier this year, Tennessee was the first state to lower barriers to international medical graduates seeking opportunities in the U.S. healthcare system.
In the last decade, nearly a dozen states have passed laws allowing medical school graduates who have not matched into a residency program to work under the supervision of a licensed physician.


7. Leverage technology

To streamline recruitment, utilize advanced technologies like AI-driven applicant tracking systems (ATS). These tools can help identify and engage potential candidates more effectively, allowing recruiters to focus on high-value activities such as relationship-building and negotiation.  


8. Utilize data-driven recruitment strategies

Data can be a powerful tool in overcoming recruitment challenges. By analyzing market trends, workforce demographics, and the success rates of different recruitment strategies, recruiters can make informed decisions about where to focus their efforts. This might involve targeting specific geographic regions, understanding the motivations of different candidate segments or optimizing job postings for better visibility and engagement.


9. Encourage consistent employee experience initiatives

Word of mouth matters more than anything else. Continuously work on improving the workplace for current employees, who are the ultimate ambassadors for any workplace. Negative reviews on Glassdoor and similar damage organizations’ reputations and inhibit recruitment efforts.

 
10. Advocate for broader policy changes that address the root causes of the shortage.

This might include supporting initiatives to increase funding for primary care training programs, advocating for loan forgiveness programs for PCPs working in underserved areas, or pushing for regulatory changes that make it easier for international physicians to practice in the U.S.


Do you have more questions about Doximity Talent Finder or Talent Finder Pro? Visit our Resources and Support Page. We also value client feedback and welcome your ideas for improving the platform. Please submit your idea(s) or suggestion(s) here.