According to Doximity’s 2024 Physician Compensation Report, in a poll of 2,600 physicians, nearly three out of five were considering an employment change. Moreover, according to the Association for Advancing Physician and Provider Recruitment (AAPPR), one in three physicians and nearly half of all advanced practice providers (APPs) left their employers for similar roles elsewhere. Yet despite high turnover rates, over 75% of those surveyed for the AAPPR report say their organizations do not have a formal staff retention program. Here are 7 tips and insights for creating a formal retention program.

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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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The U.S. faces a significant healthcare staffing shortage that goes well beyond the physician shortage – nurses, providers, and even call center agents are in short supply. According to a recent article from Becker’s Hospital Review, almost 13 percent (772 of 6,004) of U.S. hospitals are experiencing critical staffing shortages, while nearly 22 percent (1,305 of 6,004) of hospitals reported anticipating shortages in the next week. It’s not easy running a hospital or a healthcare facility, and pipeline challenges brought on by the pandemic leading to widespread burnout haven’t made it any easier.

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Recruiting goes hand-in-hand with physician retention, but what really works to convince doctors to stay? Offering compelling benefits and ensuring your organization (or the one you’re recruiting for) has a curriculum for addressing physician burnout are two ways to increase physician retention; however, the key to keeping physicians happy long-term starts with the onboarding process.

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While compensation is always an important factor in any job search, the pandemic has up-ended a decades-long trend towards growing urbanization and preference towards big city life. Suddenly, there’s been a dramatic shift in our nation’s cities and suburbs. The USPS says over 15.9 million people moved during the past year! Urbanites are looking for more space, and many people have relocated to smaller communities. It’s a phenomenon that has doctors making changes, too. 

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Predictions of an increasing U.S. physician shortage have been around for years, and the recent pandemic only perpetuated this concern, as physicians are also retiring at a rapid pace. A new study from Jackson Physician Search reveals more insights about physician career satisfaction, and we’re sharing some of its findings, along with what recruiters can do to help doctors maintain career satisfaction.  

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It’s one thing to ask for feedback from a physician you’ve worked with; most doctors have a good story or two to tell and in a recruiting scenario those stories can turn into powerful testimonials that supercharge your physician recruitment game. But are you reaching out to the physicians you’ve worked with for referrals?

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It’s no secret that many U.S. doctors are feeling disillusioned. There's nothing greater than helping human beings, but over the last decade the system has shifted profoundly. Doctors say excessive paperwork keeps them from spending enough time with patients, the patient relationship has been undermined, and they want meaning beyond the long arm of insurers and bureaucrats.

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