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RURAL RECRUITMENT PLAYBOOK OUTLINE

State of the industry and trends in rural physician recruitment

Emerging strategies for recruitment into rural communities.

Examples of optimized recruitment & retention outcomes

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Projected physician shortfall between 40,800 and 104,900 by 2030. Demographic trends

continue to be the primary drivers of increasing demand from 2015 to 2030.

Physician’s retirement decisions are projected to have the greatest impact on supply.

If underserved populations had standard care utilization patterns, demand for physicians would rise substantially.

Source:“TheComplexitiesofPhysicianSupplyandDemand2017Update.”IHSMarkit forAssociationofAmericanMedicalColleges.February2017

STATE OF THE INDUSTRY

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Medical School Graduates Outnumber Residency Slots

Limits on Treatment Activity by Advanced Practice Providers

Visa Processing Backlog and Foreign Travel Restrictions

Adverse Malpractice Climate

TRENDS IN RURAL RECRUITMENT

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ACUTE SHORTAGE OUTSIDE OF MAJOR CITIES

Lessthan8%ofphysicianspracticeinruralareas

About20%ofAmericansliveinruralareaswheremanydonothaveeasyaccesstoprimarycareorspecialistservices

Source:TrendWatch,AmericanHospitalAssociation;Doximity

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RURAL PRIMARY CARE CANDIDATE POOL

Source:2017AAMCStatePhysicianWorkforceDataBook

ActivePrimaryCarePhysicians296,353

Est.PhysiciansUnder60177,812

Availabledueto7%Turnover12,447

(+)3YResidents40,674

Est.8%ChooseRural3,254

15,701

24%ofResidentsareInternationalMedical

Graduates

78%ofInternalMedicineResidentsPursueSubspecialties

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HIGHLY DISPROPORTIONATE ACCESS TO MEDICAL CARE

NationalRuralHealthSnapshot Rural Urban

PercentageofAmericanpopulation 19.3% 80.7%

Populationaged65andolder 18% 12%

Physiciansper10,000people 13.1 31.2

Specialistsper100,000people 30 263

Source:HealthResourcesandServicesAdministrationandRuralHealthInformationHub.

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COMMUNITY IMPACT

Each physician supports 14 jobs and $2.2 million in economic input for a community.

Adding One Physician to a community of 10,000 people is associated with a 5.3% reduction in average mortality.

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CRITICAL TO REACH PASSIVE CANDIDATES

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FIND PASSIVE CANDIDATES ONLINE

ofall physiciansusesocialmediaforprofessionalnetworking

Digital Recruitment is a Trend that is Here to Stay

31%Source:MaximizingMulti-ScreenEngagementAmongClinicians,Epocrates,Inc.2013;MedTech Media2015

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FIND PASSIVE CANDIDATES ONLINE

ofU.S.physiciansareonDoximity – a“Top5”smartphoneappusedbytheAmericanCollegeofPhysicians

Digital Recruitment is a Trend that is Here to Stay

70%Source:Doximity;AmericanCollegeofPhysicians

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FIND PASSIVE CANDIDATES ONLINE

ofall physiciansprefertoreceiveinfoaboutjobopportunitiesviaemail.

Digital Recruitment is a Trend that is Here to Stay

95%Source:MMSJobOpportunityPreferences

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RURAL RECRUITMENT PLAYBOOK OUTLINE

State of the industry and trends in rural physician recruitment

Emerging strategies for recruitment into rural communities.

Examples of optimized recruitment & retention outcomes

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EMERGING STRATEGIESUse Digital and Social Media to be Fast AND Strategic

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CULTURE AND ENGAGEMENTThe Interview: Window to Your Culture

TailortheInterviewTeam totheCandidate

UtilizeYourBestFacility

andCommunityAdvocates

AssignTopics&EnsureConsistentMessage

ExploretheCandidate'sPrioritiesandMotivations

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CULTURE AND ENGAGEMENT

ShareYourFacilityVisionandCommunityImpact

MatchYourCommunityandCulturetothePhysician’sValues

InvolvetheSpouseandFamily

PersonalizeandStrategizeEvery Interview

The Interview: Selling the Vision

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MORE IMPORTANT THAN MONEY

Source:“TheEngagementGap,”JacksonHealthcare,2016

Two elements have the strongest relationship to satisfaction:

Trust in the hospital / health system’s leadership team

Quality of communication across the hospital or health

system

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RURAL RECRUITMENT PLAYBOOK OUTLINE

State of the industry and trends in rural physician recruitment

Emerging strategies for recruitment into rural communities.

Examples of optimized recruitment & retention outcomes

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TRANSPARENCYVisits/Procedures

Expenses

PracticeOverhead

Profit/(Loss)

Charges

WorkRVUs:RVUs&Expense(Cost)perVisit

Expensesas%ofCollections

PatientCollections

GrossCollection%

AccountsReceivable

Staffing

PayerMixbasedonEncounters

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AUTONOMY

Source:MedscapePhysicianCompensationReport2017

TooManyHours

PerWeekonPaperwork

NotEnoughTimewithEachPatient

Nationwide: Physicians Do Not Have Enough Control Over Their Time

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SUSTAINABILITY

Focus: Ties to Community and First Year Engagement

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CONTINUOUS IMPROVEMENT

PatientSatisfaction

EmployeeSatisfaction

ProviderSatisfaction

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DEFINING BENCHMARKS

End ResultPlacementsperYear

EfficiencyInterviews-to-Hire|Time-to-Fill|Etc.

ProcessRecruitmentSpend-per-Hire|Retention|Etc.

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DEFINING BENCHMARKS

123

456

TotalPlacements

Interviews-to-Hire

Time-to-Fill RecruitmentSpend-per-Hire

Retention

AcceptanceRate

TypicalRecruitmentBenchmarks

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EFFECTIVE RECRUITMENTSuccessFactorsforSmall,RemoteCommunities

PrimaryCareSouthBigHornCountyHospital

Basin,WY

FamilyMedicineandNPPeakVistaCommunity

HealthCentersLimon,CO

Ob/GynGlendiveMedicalCenter

Glendive,MT

MultipleCanton-PotsdamHospitalCanton,NY

ForensicPsychiatryOklahomaForensicCenterVinita,OK

FamilyMedicineFriendCommunityHealthcareSystemFriend,NE

ADDITIONAL RESOURCES

PhysicianSalaryCalculator

WhitePaper:PhysicianWorkforceThrough2030

GuidetoDevelopingaStrategicPhysicianRecruitmentPlan

InfographicGuides:PhysicianTrends,EngagementandNetworking

CaseStudies

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