What Physicians Think About
Job Opportunity AdvertisementsOnboarding ProgramsRetention Programs
Survey Results and Panel Discussion Presented by M3 Global Research
2
Today’s Plan
The research topics for discussionoNew job seeking expectations - job opportunity announcementsoOnboarding program perceptionsoRetention program perceptions
Our panelists oDr. Banda : Endocrinology …………….. (<15 years)oDr. Kurzon : Interventional Radiology….. (<10 years)oDr. Santos : Family Practice …………… (>20 years)oDr. Walker : Emergency Medicine ……... (Resident)
Moderator : Bill Friedrich, Market Research Director, M3
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Discussion Panel Inputs
Survey Research Results
4
Many expect to seek a new job within 5 years – most are open to relocation.
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n=243Q13: Do you expect to look for a new position in the future?Q14: Would you relocate for this new position?
0.165
0.546
0.2690.185
0.165
0.123
0.259
0.251
Yes 12 months Yes, 1-3 years Yes , 3-5 years Yes 5-8 yearsYes, 9+ years No Not sure
49% expect to look for a new position
81% would relocate
Recruiting
5
Almost everyone see job opportunity emails.
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Zero emails 1 to 3 4 to 6 7 to 10 11 or more emails
7%
47%
28%
12%
7%
2%
35%
40%
9%
14%
No New Job (n=105) Expect new Job 1 - 5 years (n=121)
n=250Q: Approximately how many emails about job opportunities do you receive in a typical week?
Recruiting
6
Almost all at least are scanning job postings – but few do more than look at the title and location.
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n=243Q15: Which of the following best describes your approach to job opportunity announcements?
I never look at them
I haven't read them recently
Seriously scan the job titles, contacted a recruiter in the last 12 months
Casually scan the job title and location, rarely read beyond
Casually scan the job title and location, read a few
6%
7%
10%
30%
49%
88% are at least
scanning job
postings
Recruiting
7
Physicians look for a diverse array of job factors – but geography may be the most obvious attention grabber.
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Culture
Camaradarie
Career Growth
Org/Institution reputation
Autonomy
Practice-specific opprtunities
Work-Life Balance
Geography
19%
23%
27%
22%
29%
26%
48%
55%
27%
31%
29%
34%
28%
40%
32%
27%
26%
26%
25%
26%
27%
16%
11%
9%
16%
11%
11%
8%
10%
10%
5%
5%
8%
7%
3%
7%
5%
5%
2%
2%
5%
3%
5%
3%
2%
3%
3%
3%
1 = Most Likely 2 34 5 6= Least Likely
n=243Q7: If you were receiving information about a job opportunity, what aspects of the work environment are most likely to grab and keep you attention? (1 = most likely, 6 = least likely)
Top 2 Box
82%
79%
65%
57%
56%
56%
54%
46%
Recruiting
8
Less than half of residents received career guidance.
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Guida
nce
Men
tor
Fello
w R
esid
ent
Oth
er fa
culty HR
0%
10%
20%
30%
40%
50%
60%
70%
80%
90%
100%
0.375
0.889
0.6670.556
0.111
0.583
Yes No
n=24 (small sample)Q: During your residency and/or fellowship training, did you receive any guidance on job seeking (writing a CV, interviews, etc)? Who did you receive guidance from?
Recruiting
9
Panel Question for “Recruiting”
How many emails do you
see?
Which ones do you open/what
do you look for?
What questions
come to mind as your read
them?
What would you like to
know from the audience?
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Recruiting
11
Orientation is far more common than onboarding – the effort is generally considered helpful!
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On-board-
ing10%
Orien-tation44%
Nei-ther46%
Onboarding Orientation Neither
42%38%
15%
5%
n=304
n=566Q: When you started your last new job, was there a formal orientation or onboarding process in place? To what extent did your onboarding program help you become comfortable in your new position?
Onboarding
12
Almost all culture knowledge was gained informally – very few
learned the organization through formal orientation programs.
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Peer
s/Colleag
ues
None,
I lear
ned
on m
y ow
n
Sr A
dmin, M
D Lea
ders
Form
al O
rgan
izatio
n's O
rient
ation
62%
33%
20%15%
n=100Q6: Each organization has its own culture. How did you become knowledgeable of the culture of you new organization?
Onboarding
13
Meeting staff and online systems were important – most other needs were probably considered routine.
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55%*
40%*
35%* 33%*
22%* 22%
14%12% 11%
n=667Q: When you started your last new job, what were the best things your new employer provided to help you become familiar with the practice/institution? Please check all that apply.
Onboarding
14
Almost all (80%) felt comfortable and productive in their first 6 months on the job.
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3 months 6 months 9 months 1 year Longer than 1 year
53%
27%
5%
10%
6%
n=667Q: How long did it take for you to feel comfortable and productive in your new position?
Onboarding
15
Panel Question for “Onboarding”
Have you seen
“onboarding”?
What did you do instead?
How much of a difference did it make?
What would you do to make it better?
What would you like to
know from the
audience?M3 ©2015 All Rights Reserved
Onboarding
17
Major reasons for new physicians departures in the first 3 years….
Work/life balance, practice culture, and family relocation
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Lack of professional autonomy
Unfriendly colleagues / peers
Disorganized practice, low leadership
Non-financial benefits
Too much regulation, non-clinical duties
Family ties, moving home
Practice culture not a good fit
Low QOL, work / life balance
14%
12%
16%
16%
17%
27%
42%
48%
12%
14%
16%
13%
19%
34%
28%
57%
Hospital Non Hospital
n=710Q: In your opinion, when a newly trained physician leaves their practice within the first 3 years, what are the most common reasons?
10% or less•Move to/from City•Want shorter commute•Loan assistance/forgiveness•Lousy direct boss•Low staff morale•Inadequate staffing•Inadequate innovation/capital funding•Poor training/onboarding•Want a non-clinical position•Want to start a company
Retention
*
*
*
18
Retention programs are NOT plentiful and could be more effective.
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n=566Q: Does your practice/institution have a formal retention program in place? If yes, how effective do you personally feel that program has been to reduce turnover in the practice/institution?
Yes
Extre
mely eff
ectiv
e
Very eff
ectiv
e
Som
ewha
t effec
tive
Not a
t all /
ver
y eff
ectiv
e
0.11
0.15
0.37
0.32
0.16
Retention
19
Retention programs are important but not widely formalized.
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n=566Q: Does your practice/institution have a formal retention program in place? How necessary do you feel it is for your practice/institution to have a formal retention program in place?
Extremely necessary
Somewhat necessary
Nice to have Not at all / somewhat
unnecessary
21%
27%
44%
8%
17%19%
37%
27%
Hospital Private practice
Hospital Private Practice
15% 9%
47% 62%
38%29%
Yes No DK
Retention
20
Leadership programs make it harder for an employee to accept a competing offer.
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Definitely Yes Probably Yes Probably Not Definitely Not
27%
51%
20%
2%
21%
55%
21%
3%
Hospital (n=199)
n=710Q: If you were in your current position, and you received a higher salary offer from another institution, would being part of a leadership program with growth opportunities be an incentive to stay with your current institution?
Retention
21
Bonus and work/life balance were the preferred retention program features.
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n=566Q: In terms of retention activities, which of the following do you feel are the best ways to encourage physicians to remain at your practice/institution?
Loan assistance
More support staff
Reduced call hours
Increased opportunities for advancement
Work life balance
Bonus
60%
18%
10%
10%
2%
2%
20%
25%
21%
23%
5%
5%
9%
23%
22%
18%
14%
14%
6%
17%
18%
18%
24%
16%
3%
13%
21%
20%
24%
19%
2%
4%
8%
11%
31%
44%
Ranked #6 5 4 3 2 Ranked #1Ranke
d 1 or 2
63%
55%
31%
29%
17%
5%
Retention
22
Panel Question for “Retention”
How prevalent are retention programs?
What do your physician
colleagues/friends say about
them
How much of a difference
does it make?
What would you do differently to make it better?
What would you like to know
from the audience?M3 ©2015 All Rights Reserved
Retention
23
Hospital and Private Practice MDs Have Similar Concerns
Almost half of physicians expect to look for a new position in the next 5 years
There’s no “one size fits all” in what job factors are being sought
Onboarding programs are important
Retention programs need to be proactive
Few residents receive any career guidance
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25
Respondents were geographically dispersed – and similar to the 2010 Census Bureau data.
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6%
17%
21%
7% 7%
14%
6% 6%
16%
6%
21%
19%
5%
8%
15%
4%
5%
17%
7%
16%
18%
5%
9%
15%
7%6%
17%
1Q14 (n=243) Oct 2014 (n=710) Licensed MDs
2010 FSMB Census of Licensed Physicians, J. Medical Regulation: Vol. 96, No. 4, p15