Along with the evolution of healthcare, the needs of the physician and provider workforce are quickly changing due to generational differences, a need to address high burnout rates and the ongoing physician shortage.
In fact, AAPPR research shows that 28% of physicians who resigned from large healthcare organizations (those with 1,000 or more providers) in 2021 cited burnout as a primary driver for their decision.
The future physician workforce places a premium on flexible hours, work-life balance, and integrated technologies that enhance their day-to-day efficiency and quality of care. With these evolving needs in mind, healthcare systems must adapt to and accommodate physicians’ priorities to remain competitive and bring high quality and effective care to patients.
AAPPR CEO Carey Goryl recently moderated a panel of board members Allan Cacanindin and Marjorie Alexander, and JT Thoms, National Account Executive at Jackson and Coker LocumTenens, to discuss the critical connection between technology and the evolution of the physician landscape at the HIMSS 2024 Annual Conference. The industry experts shared their advice for how recruitment professionals can stay ahead of the curve as the industry faces increasing hurdles. Here are our key takeaways:
Implement Smart Monitoring Processes
Burnout among current staff can be detrimental to a workforce that’s already experiencing a significant shortage. That’s why improving flexibility and providing candidates and current employees with the work-life balance they are consistently craving is so important. To do this, organizations should adopt technology that actively monitors the times physicians are entering their notes into EHR platforms and flagging providers who routinely enter notes after hours. This practice gives leaders a better understanding of team members consistently working outside of their normal hours, so they can then lend support if needed to ensure all providers are able to finish their workday by 5 p.m. Small changes like this can be instrumental in ensuring physicians have greater work-life balance and helping to reduce burnout.
Conduct Insightful Stay Interviews
While not necessarily technologically innovative, we can’t overstate the importance of talking to the people who are choosing to stay at your organization. To understand physician needs, current burnout levels and ultimately reduce turnover, leaders should regularly conduct stay interviews with their employees. These interviews can be held by leaders who do not directly manage the provider, with the objectives of monitoring wellbeing, identifying positive and negative feedback from providers and creating an open dialogue to ensure needs and concerns are discussed before they result in a resignation. Most importantly, leaders and recruitment professionals should be sure to track the data that is collected during these stay interviews and implement findings in a way that continues to support the needs of your organization’s workforce.
Integrate New Technologies
A common cause of burnout among physicians and providers is the level of manual administrative work required every day. Technology, from AI and telehealth to smartphone applications that make physicians’ work easier, have the potential to reduce burnout, increase physician efficiency and align with the preferences of younger physicians who are accustomed to using technology in their everyday lives. Not only can technology help physicians streamline their everyday practices and spend time where it matters the most, but an increasing use of technology will also become critical across recruitment operations. Implementing the right technologies at your organization can support faster processes, identify rates of provider productivity and create efficient pathways for solution planning to evolve your clinical workforce strategies.
The United States could see a physician shortage of between 37,800 – 124,000 physicians by 2034, according to data published by the AAMC (Association of American Medical Colleges). This drastic shortage, plus the evolving landscape of existing physicians’ expectations and needs, are challenging physician and provider recruiters to innovate like never before. With a decreasing number of physicians serving an increasing need for healthcare, recruitment professionals must look to adopt new ways to meet clinicians’ evolving needs so they can continue to best serve patients.