What makes physicians go into medicine? Sure, the compensation is nice and the profession is generally admired, but anyone who works in a hospital understands the many challenges associated with careers in healthcare. For physicians to put up with the long hours, productivity quotas, demanding patients, and extensive charting, they must be in it for something more than money and (occasional) respect. So, what made them go into medicine, and more importantly, what keeps them coming back day after day?

These questions incited new research from Jackson Physician Search and LocumTenens.com. The physician recruitment and staffing companies wanted to know if physicians feel medicine is a “calling.” That is, did they feel “called” to practice? Did they believe it was their purpose to help others through medicine? The survey results, documented in the report “Is Medicine Still a Calling: Exploring Physician Attitudes About Purpose in Medicine,” found the answers to be an overwhelming yes and yes.

Purpose Matters to Physicians

The study found that nine in ten physicians and advanced practice providers feel they were “called” to practice medicine. Nearly three-fourths cited “a desire to help others and serve humanity” as their primary motivator for pursuing a career in healthcare. Certainly, competitive compensation and job stability also contribute to the appeal of medicine, but the ability to make a difference and positively impact patients is key for professional satisfaction.

That said, for physicians evaluating job opportunities with a potential employer, it is not always easy to determine if they will be able to make an impact in this way. So, instead, they ask questions about compensation, schedule flexibility, and scope of practice to help them discern if the opportunity is a good fit. Of course, providing clear answers to their questions is essential, but organizations that demonstrate how potential candidates can make a difference in the lives of patients and the broader community will have a competitive advantage over other employers.

Highlight Purpose in the Interview Process

Demonstrating your organization’s commitment to making a difference begins with your employer brand, but the interview is the prime opportunity to show individual physician candidates how they can fulfill their purpose with your organization. To do this effectively, focus on the following:

1. The Mission

Your organization’s mission must be more than a blurb on the website. Be prepared to illustrate the mission with real-life stories about the impact of the organization on the community and the role physicians play in that work.

Takeaway: All points of contact must understand the mission and articulate ways they personally contribute.

2. Autonomy

Physicians spend years developing their skills so they may improve the lives of their patients. They want the autonomy to make decisions based on their education, training, and experience, not on protocols set by administrators and/or insurers. When physicians are denied that opportunity, their sense of purpose is stripped away.

In the aforementioned joint study, when asked about the most meaningful aspect of practicing medicine, 52% said, “problem-solving and clinical decision-making.” Assuming your organization gives physicians the freedom to make those clinical decisions, introduce candidates to physicians in their potential departments so they can hear firsthand how physicians perceive autonomy.

Takeaway: Encourage employed physicians to be transparent with candidates. When possible, they should offer specific examples of their unobstructed decision-making.

3. Time with Patients

Just behind “clinical decision-making,” “patient interactions” was cited by 49% of respondents as one of the most meaningful aspects of practice. When asked, “What keeps you going in challenging moments?” the number one answer was “patient interactions” (46%). Connecting with patients is critical for physicians to feel connected to their purpose. Ideally, physicians have enough time with patients to forge those connections.

Takeaway: Share a sample schedule and walk physician candidates through a typical day. Highlight the time carved out for individual patient interactions.

4. Balance

The research shows physicians who feel connected to their purpose are less likely to experience burnout. Does purpose protect them from burnout, or does the fact that they are not burned out allow them to feel more purpose? Either way, show physician candidates that your organization protects physician work-life balance with flexible schedules, job sharing, wellness initiatives, and more.

Takeaway: Physicians increasingly expect flexibility, remote days, and four-day work weeks, so go above and beyond expectations and give candidates concrete examples of unique ways the organization prioritizes physician well-being.

5. Mentorship

Another way physicians make an impact is by mentoring other physicians. This, too, helps physicians feel they are living out their purpose. This perhaps explains why some studies have found a correlation between mentorship and job satisfaction. If your organization has a strong
mentorship program, ensure candidates know about it and discuss ways to get involved as a mentor or mentee.

Takeaway: Highlight mentorship programs offered by your organization and introduce candidates to physicians who have benefited from the program.

The Power of Purpose

Purpose is a critical component of physician job satisfaction and retention, and yet, it can be difficult for candidates to determine if a potential employer will fuel their sense of purpose or squelch it. Show them that your organization will support them in living out their purpose. During the course of the physician interview, emphasize the mission, encourage transparent conversations about autonomy, discuss time with patients, work-life balance initiatives, and mentorship programs. Highlight the many things your organization does to support physicians in living out their purpose, and you will have a clear advantage over the competition. As an employer that empowers physicians to live out their purpose, you will attract and retain physicians who are motivated to improve patients’ livesv and positively impact the broader community.