Hiring and retaining staff is the #1 challenge for recruiters, hospitals, and healthcare facilities in 2022. We offered some tips in a previous article to ensure you’re recruiting, hiring, and retaining top physicians, but are you planning for coverage, too? 

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This article was originally published on Doximity Hospital Solutions

While COVID cases are down in all 50 states, the most recent surge triggered an influx of activity at healthcare facilities across the country. Physicians are scrambling for up-to-date information to keep their patients healthy and that’s led to a dramatic uptick in COVID-related articles read on Doximity. Understanding what’s of interest to physicians can help you be a more effective partner to candidates. Here are the top four trends we’re seeing.

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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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Due to the vulnerabilities our healthcare system has been subject to, the last few years left many doctors feeling burned out, with some leaving the profession altogether. We’re facing a shortage of medical talent (Doximity’s new compensation survey underscores this concern), so physician recruiters must have an accurate view of physician compensation. That’s why the newly released 5th Annual Compensation Report is one of Doximity’s most important releases yet.

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We know you have a busy schedule that doesn’t leave you with much time on your hands, so in case you missed a blog post (or two) from Doximity in 2021, we’ve created a round-up of the most-read and shared articles of the year. We’ve even offered up a quick summary if you still don’t have time to read the entire article!

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Concerns that the nation faces a looming physician shortage, particularly in primary care specialties, have been a point of discussion for years now. Physician recruiters have been in the trenches with a full understanding of where the workforce is coming up short, but do you have a clear understanding of the issues at hand?

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We live in an era of instant information. The internet has revolutionized communication and changed the way we live. What’s more, people proactively select the information they want, and that’s created an era of instant sharing; we immediately share content, and sometimes content is shared without reading it thoroughly or doing any fact-checking. 

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The American population is becoming more diverse. The chance that two people chosen at random are from a different race or ethnic group increased exponentially since the last U.S. Census. However, it probably won’t come as a surprise that the physician workforce hasn’t followed suit. Among the many stats, Black and Hispanic Americans account for nearly a third of the population, (per the U.S. Census Bureau), yet only 10% of them are doctors (per the AAMC) As for current medical students, just under 11% are Black or Hispanic (also per the AAMC). 

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Recruiting physicians is like playing a sport: it takes time and practice to be at your best. But what if the best players in the game could share their advice with the rest of us to give us a head start?

Lucky for us, our Talent Finder Client Success Team took the initiative and asked some of our seasoned recruiters for their most valuable lessons learned in physician recruiting. Here’s what they had to say:

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Whether they’ve just finished their training and are searching for the right first job or have years of experience under their belt, EM doctors find the job-hunting process overwhelming. Nearly half of all new physicians switch jobs in their first five years, and 73% of doctors in general are “passive” job seekers (they aren’t looking but are open to new opportunities) – so how do you become the physician recruiter emergency medicine candidates engage with?

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