The Association for Advancing Physician and Provider Recruitment (AAPPR) is redefining recruitment to retention and is the only professional organization where physician and provider recruitment leaders and others who influence recruitment, onboarding and retention can connect, learn and advance their careers.
The Association of Staff Physician Recruiters (ASPR), the leading authority on physician recruitment, onboarding, and retention, is pleased to announce two new strategic corporate partners for 2018 – The Inline Group and VISTA Staffing Solutions. The partnership initiative is a program, started in 2017, by which ASPR builds stronger relationships with corporate support to grow and advance the profession.
“In just its first year, the strategic corporate partnership program has been a great success for ASPR as we work together to grow the profession,” said ASPR executive director Carey Goryl, MSW, CAE. “We are delighted to welcome two new partners and to work with them over the coming years in what we are confident will be a mutually-beneficial partnership.”
The new corporate partners are: The Inline Group supports the in-house physician staffing professional with candidate sourcing, screening and matching services. The goal is to provide a candidate pipeline that allows the in-house recruiter to focus on interviewing, hiring and on-boarding providers. Specializing in primary care, urgent care, hospitalist medicine and behavioral health, they use a combination of leading technology and a robust and current database to source candidates. By not charging traditional placement fees, headhunting fees or advertising fees, they provide the most economical value in healthcare recruitment.
VISTA Staffing Solutions was founded in 1990 and is a leading provider of locum tenens physician, advanced practice and allied health staffing. People come first at VISTA – both those they work with and those they work beside because they believe that people create and sustain their goal to provide continuity of care. The VISTA culture reflects that people first attitude: Supporting creativity, competitiveness, encouragement, growth, success and above all else, making a positive impact on people and the healthcare industry that sustains them.
The Strategic Corporate Partnership Sponsor program provides ASPR the opportunity to engage with partners through a unique, in-depth relationship. This program acknowledges the significant role sponsors can play in furthering the mission of ASPR. Sponsors partner with ASPR to foster greater communication and collaboration among organizations. They also provide a service or product discount or in-kind services to ASPR members as part of the application process.
For a yearly investment, ASPR Corporate Partners receive concierge-level customer service, assistance in promoting their business, a connection to ASPR leaders, a seat on the ASPR Strategic Partner Panel, a presence at ASPR’s Annual Conference and several other valuable benefits.
Learn more about the Association for Advancing Physician and Provider Recruitment at www.aappr.org.
For more information, contact Carey Goryl, CEO | 800.830.2777 | cgoryl@aappr.org
The Association of Staff Physician Recruiters (ASPR), the leading authority on physician recruitment, onboarding, and retention, today announced the results of its 2017 In-House Physician Recruitment Benchmarking Report. Among the key findings were physician turnover, at 7.3 percent, remained consistent with recent years. And non-physician turnover, at 8.1%, showed a decrease compared to the 9.8% reported for the last two years, aligning with increased emphasis on onboarding and retention programs.
“We are excited to launch this year’s results. Our participation was very strong, reflecting data that was submitted on nearly 7,000 searches that occurred in 2016,” said Frank Gallagher, President of ASPR. “Increased efforts on recruitment and retention seem to be paying off, with our respondent data showing that more than half have provider onboarding responsibilities, and 36% have provider retention responsibilities.”
Among the additional key findings for in-house physician recruitment departments in the survey are:
“Many factors play into the complexity of the physician recruiting cycle,” Gallagher said. “The US health care system is in a constant state of flux, a projected physician shortage, demand-side factors such as serving the newly insured and an aging population, complex compensation packages, and increased competition among those who employ physicians trying to create a workforce for the future.”
ASPR is comprised of more than 1,700 in‐house physician recruitment professionals employed directly by hospitals, clinics, physician practices, academic medical centers, and managed care organizations from across the United States and Canada. ASPR has conducted the In-House Physician Recruitment Benchmarking Report since 2011 to provide a detailed analysis of the industry with key statistics on provider recruitment searches conducted by in‐house physician recruiters during the most recent calendar year. A total of 144 organizations participated providing data for 490 inhouse physician recruiters and 6,661 active searches.
The full Report and Searchable Results are available for purchase at the ASPR official website. The Association of Staff Physician Recruiters (ASPR) is a professional organization solely for inhouse physician recruitment professionals. ASPR works to empower industry experts through education, research, and engagement in order to promote integrity, professionalism, collegiality and innovative thinking. Founded in 1990, ASPR is the nation’s recognized leader in physician recruitment, onboarding, and retention.
Learn more about the Association for Advancing Physician and Provider Recruitment at www.aappr.org.
For more information, contact Carey Goryl, CEO | 800.830.2777 | cgoryl@aappr.org
With the changing healthcare landscape and the shortage of physicians, recruitment and retention at every level – from specialties such as Nephrology, Rheumatology, Ophthalmology, Surgical Pediatrics and Genetics – to family medicine practitioners, continues to be a challenge facing healthcare systems and physician practices. This is according to the recently released benchmark study from the Association of Staff Physician Recruiters (ASPR) whose members are the leading authorities in the physician and provider recruitment to retention continuum.
Nearly 20% of ASPR members participated in the extensive annual study. Other key findings from the just released 2018 In-House Physician Recruitment Benchmarking Report:
“The physician and provider shortages are real, and continue,” said Frank Gallagher, ASPR Board President. “As physician recruitment and retention specialists, our members are being asked to do more while staff sizes remain constant.” The Association of Staff Physician Recruiters (ASPR) is a professional organization comprised of nearly 1,800 members focused solely on advancing in-house physician and provider recruitment professionals. ASPR is the leading authority on physician/provider recruitment and retention.
The complete 2018 In-house Physician Recruitment Benchmarking Report is available to member organizations for $399. To order, please email info@aspr.org or visit https://www.aspr.org/page/Benchmarking.
Learn more about the Association for Advancing Physician and Provider Recruitment at www.aappr.org.
For more information, contact Carey Goryl, CEO | 800.830.2777 | cgoryl@aappr.org
After a year-long disciplined and strategic process that included input from hundreds of members, partners and other stakeholders, the Association for Advancing Physician and Provider Recruitment, or AAPPR, has been introduced as the new name for the organization formerly known as the Association of Staff Physician Recruiters, or ASPR. The announcement was made by AAPPR Board President, Frank Gallagher to attendees at the annual AAPPR Conference held recently in Orlando, FL.
“The board started this journey many months ago,” said Gallagher. “For years, we heard from membership that ASPR represented what our members had become but not what they are becoming. There was hardly a word in the old name that continued to reflect the environment that those of us in the profession work in every day.”
Lynne Peterson, the incoming President of the Board of Directors, is quick to add that changing the name is just the beginning of the brand evolution for the organization, “The new brand identity is just one aspect of creating a more dynamic and relevant brand to support our members and the work that they do. Beyond the name and logo, members will find new services, resources and stronger partnerships that will help them in their profession and, help them have more visibility with every level in their organizations – including the C-Suite.”
Peterson points out that the positioning tag line for AAPPR is intentional to address the changing environment in which members work. The new tag line is Redefining Recruitment to Retention.
Part of the new brand positioning has been a focus on differentiating AAPPR members from third-party recruiters. One of the key differences is that AAPPR members start the physician and provider recruitment process at a different place and have a different perspective – from inside the health care setting. AAPPR members work at the organizations for whom they’re recruiting. They are part of the culture, know the culture and have an intimate knowledge to share with candidates.
“AAPPR members not only start the process at a different place, they start the process earlier – knowing not just what is needed in terms of a physician or provider, but also knowing why they are needed,” said Peterson.
Supporting the new brand and positioning of the Association also includes a focus to open membership to any one working for health care providers who influence the recruitment to retention activities of physicians and providers. Current membership totals nearly 2,000 professionals who lead, or are directly engaged in the recruiting, onboarding, and retention of physicians and providers.
“The idea of being the Association for anyone who influences the recruitment, onboarding, or retention process in a health care setting is nothing new – it’s been in the Association’s mission statement since its inception,” said Carey Goryl, AAPPR CEO.
“It’s evident in our current membership that we’re attracting a wide array of titles and roles from a wide array of health care settings – title, roles and settings that are very different today than those of 30 years ago.” Goryl cited the insights from members who participated in focus groups during last year’s Annual Conference confirmed the diversity of member titles and roles.
Another key aspect of the new branding effort is the reshaping and structure of the regional and affiliate organizations. In the past, alignment between these groups and the Association has been disjointed. With these new efforts, these groups are now appropriately aligned in brand, and structure, with AAPPR.
The regional groups are now known as AAPPR Affiliates, remaining independent but supported by AAPPR in a variety of ways including a stronger use of AAPPR’s brand identity. The Academic In-house Recruiters (AIR) and the Onboarding and Retention (OAR) entities are now Shared Interest Groups (SIGs). Leadership for both these groups have already begun to transition their brand identities to align with AAPPR and, the SIGs will benefit from the fact that all AAPPR members can choose to become part of AIR and/or OAR with no additional membership dues.
Yet another key element features AAPPR’s expanded strategic communications efforts – efforts that will support current members, help attract new members and, create a stronger, more visible and consistent voice for AAPPR with other key stakeholders inside, and outside, health care settings. AAPPR’s new website (www.aappr.org) features the new branding and new resources.
“We have aligned every touchpoint the Association has with members and other stakeholders with a consistent brand identity and voice,” said Goryl. She also mentioned the Annual Benchmarking report is being totally refreshed to become a more meaningful tool for membership.
AAPPR will elevate the visibility of the Association’s members through the ongoing implementation of an integrated marketing and communications campaign that may include targeted advertising, exhibiting at key partner conferences, social media, public relations and more. This effort will help elevate the impact AAPPR members make for their organizations among key internal audiences including the C-Suite and the many different physicians and providers they recruit.
“Our members help their organizations succeed in so many ways,” said President-Elect Peterson. “While their role is to recruit, onboard and retain physicians and providers, their efforts accomplish so much more – including increasing revenue and helping build their organization’s brand in the community they serve.
The Association’s new brand represents members and other influencers in the health care sector, both individually and collectively, who are working toward moving their profession forward – advancing their work, visibility, credibility – all in an effort to be the leading voice on behalf of physician and providers and their communities.
Learn more about the Association for Advancing Physician and Provider Recruitment at www.aappr.org.
For more information, contact Carey Goryl, CEO | 800.830.2777 | cgoryl@aappr.org
(Detroit, MI) – February 11, 2019 – The Association of Staff Physician Recruiters (ASPR), the leading authority on physician recruitment, onboarding, and retention, announced today two new strategic corporate partners for 2019 – The Medicus Firm, the leading source for locating physician jobs, and Doximity, the professional medical network. With the addition of these firms, ASPR completes it’s partner portfolio of physician and provider recruitment, onboarding and retention leaders.
Launched in 2017, ASPR’s strategic partner program fosters strong corporate relationships that support its mission to address the challenging and complex nature of physician and provider recruiting, onboarding and retention. This work is critical in a U.S.health care sector that is facing significant physician shortages in the years ahead.
Since 2001, The Medicus Firm has been committed to be the physician and advanced practice provider recruitment firm of choice for hospitals, physician groups and healthcare employers nationwide. TMF offers its clients industry-leading models of candidate sourcing, strategic process improvement and physician staffing management. The Medicus Firm has offices in Dallas, TX and Atlanta, GA, is part of the M3 USA group of companies.
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Doximity is the largest professional medical network, with over 70 percent of all U.S. physicians as members. The network enables medical professionals to communicate with colleagues and patients, and to share their perspectives on the latest health care trends and research. The
company is based in San Francisco and was created by the founders of Epocrates and Rock Health.
The Medicus Firm and Doximity join other ASPR Strategic Corporate Partners that include: CompHealth; The Inline Group; National Association of Locum Tenens Organizations®; NEJM CareerCenter; PracticeLink; PracticeMatch; and, https://analbeads.pro/ VISTA Staffing Solutions.
“Now in its third year, the Strategic Corporate Partners program has grown to include key players that are working collectively and collaboratively to support ASPR members, physician and provider recruitment professionals,” said ASPR executive director Carey Goryl, MSW, CAE. “Every one of our partners wants our members to succeed in their work and for health providers to find the right community for them. These two new partners, joining the current partners, creates a powerful foundation from which our members will grow and in turn, will enable them to improve health in the communities their respective organizations serve.”
The Strategic Corporate Partnership program provides ASPR the opportunity to engage with companies through a unique, in-depth relationship. This program acknowledges the significant role allied companies can play in furthering the mission of ASPR. This relationship fosters greater communication and collaboration among the organizations, providing a think tank of individuals whose companies ultimately provide products and services to ASPR members.
Created by a handful of members who envisioned the value of bringing like-minds, doing like work to develop best practices in physician recruitment, the now nearly 2,000 members of the Association of Staff Physician Recruiters (ASPR) represent the most respected, trusted source for information about physician and provider recruitment, onboarding and retention.
Learn more about the Association for Advancing Physician and Provider Recruitment at www.aappr.org.
For more information, contact Carey Goryl, CEO | 800.830.2777 | cgoryl@aappr.org
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