Graduating physicians are one of the most pursued segments of the physician population. A key part to many hospital’s and health system’s physician recruitment plan, these candidates are highly sought after and exceptionally well-qualified candidates are often signed very early on into their final year of training. But the graduating residents and fellows of today are not like those of past generations. With shifting preferences and expectations, it is important to know what these candidate’s find important – and how to attract them to your practice.
Below are seven things recruiters need to know about graduating residents and fellows in order to effectively recruit them as part of their overall physician recruitment strategy.
1. Graduating Residents Start Looking Early
According to a recent survey of last year residents conducted by the New England Journal of Medicine, more than two-thirds of graduating physicians began their job search up to 12 months before graduating from their programs. The rest begin their searches about six months before graduation. With so many graduating residents searching for opportunities almost a year ahead of time, it has become increasingly important for recruiters to lock in graduating candidates as early as possible.
2. Residents Are Being Inundated By Recruiters
Just like their practicing peers, graduating physicians are constantly being inundated by recruiting calls and emails. Nearly half of residents report being contacted over one hundred times regarding job opportunities by recruiters, with candidates in some high-demand specialties receiving up to 6 voicemails and seventy emails from recruiters each week.
3. New Graduates Prize Work-Life Balance
In contrast to their more experienced counterparts, many newly graduating physicians find themselves prioritizing work-life balance in their job searches, with many citing call coverage, community size, and geographic preference as major factors in their decisions on where to practice.
4. Stability and Support Are Crucial
With newer generations of physicians, the idea of the physician entrepreneur has become significantly less appealing. With the changes to the practice and delivery of health care ushered in under the Affordable Care Act, many young physicians find themselves unable or unwilling to deal with the instability and administrative work associated with running their own practices. Because of this, 92% of graduating physicians would prefer a hospital employed opportunity. By choosing employment, physicians can concentrate on treating their patients rather than the day to day work involved in running a business.
5. It’s Mostly About the Community
With many young physicians, the practice specifics have taken a back seat to the importance of quality of life in a physician’s job search. Rural recruitment of graduating residents and fellows has become more difficult, as the vast majority (93%) prefer to practice in communities of 500,000 people or more. Many of these graduating residents and fellows find that they would prefer the access to cultural and recreational activities these larger communities provide.
6. They’re Used to All the Bells & Whistles
For many graduating residents, the only way they’ve ever seen medical records is on a tablet and many are used to using state of the art tools and equipment on the job. When deciding to recruit a graduating resident for an opportunity, make sure to find out if they will want to do any particular procedures that will require equipment that your practice may not have access to.
7. Schedule Flexibility is Key
With the importance of work-life balance on the rise, many physicians are searching for flexible work schedules. In 2011, over 22% of male physicians and 44% of female physicians worked part-time, and that number only seems to be increasing. Offering candidates the option to switch to part-time, or go from part-time to full-time can help them achieve the work-life balance they crave.
Key Take Aways:
- Reach out to graduating residents early and often
- Appeal to their unique priorities
- Play up your community’s quality of life and focus on work-life balance
- Take the business side out of the equation and allow your physicians to focus on clinical work rather than the administrative issues