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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.
OKEMOS, MI – The Association for Advancing Physician and Provider Recruitment (AAPPR), the leading authority of physician recruitment and retention, is celebrating the first group of members to complete its Certified Physician/Provider Recruitment Professional Diversity, Equity and Inclusion (CPRP-DEI) certification. The certification program was launched during the AAPPR Annual Conference in April 2022.
The course, which has been peer reviewed by fellow physician and provider recruiters and approved by the AAPPR Board of Directors, provides an advanced certification for those already holding a current CPRP certification. Through this curriculum, AAPPR is working to give recruiters the tools they need to create a more diverse and inclusive environment in their organizations.
“We recognize the need for providing relevant and actionable learning opportunities to further the cause for social justice and equality in health care and our world,” said AAPPR CEO Carey Goryl, MSW, CAE. “After completing the program, participants can demonstrate skills and leadership proficiency in diversity recruitment, further fostering a new ability to influence effective DEI and diversity recruitment strategies to support and drive systemic change.”
The following AAPPR members received their CPRP-DEI certification after completing the program:
To earn this distinction requires members to complete 3.5 hours of self-guided learning along with other instruction and then passing an exam.
The next available course for certification will be held on November 16, 2022 in Indianapolis. For more information, visit https://aappr.org/news-events/fall-in-person-courses/.
The Association for Advancing Physician and Provider Recruitment (AAPPR) is a nationally recognized leader in health care provider recruitment, onboarding, and retention. For more than 30 years, AAPPR has empowered physician and advanced practice provider recruitment leaders to transform care delivery in their communities by providing best-in-class practices, up-to-date industry knowledge, and evolving innovative approaches for hiring, onboarding, and retaining exceptional clinical talent. To learn more or to become an organizational member of AAPPR, please visit https://aappr.org/join-now.
Marjorie Alexander, ChenMed
David Aragon, VHA National Recruitment Service
Rebecca Blythe, Ascension St. Vincent’s
Judy Brown, GoHealth Urgent Care
Marcia Brown, Luminis Health – Anne Arundel Medical Center, Doctors Community Medical Center, J. Kent McNew
Allan Cacanindin, SSM Health
Ginger Canaday-Thompson, Holzer Health System
Felix Castro, Atrium Health
Terri Christensen
Stephanie Clay, Walmart Health
Timmy Coleman, Atrium Health
Kim Collins
Jessica Daud, Penn State Health
Aisha DeBerry, Bon Secours Mercy Health
Kim Dianich, PeaceHealth
Mark Douyard, Bayhealth Medical Center
Natasha Durham, Prisma Health
Krysta Earhart, Sparrow Health System
Logan Ebbets, Cooley Dickinson Health Care
Donna Ecclestone, Duke Health
Susanna Edmondson, Erlanger Health System
Tom Farrington, Franciscan Health
Carrie Galbraith, GoHealth Urgent Care
Armando Garza, The University of Texas Rio Grande Valley
Fayeann Hauer
Kelley Hekowczyk, UCHealth Medical Group Administration
Joelle Hennesey, First Physicians Group/Sarasota Memorial Hospital
Audrey Hernandez, Landmark Health
Allyson Hollingsworth, Providence St. Joseph Health
Steven Jacobs, Einstein Healthcare Network
Julie Juba, University of Minnesota Physicians
Rupinder Kaur, Baptist Health Medical Group
Kaitlyn Krimmel, Ascension
Sarah Krueger, MyMichigan Health
Dennis Lewis, Baptist Health
Doug Lewis
Sarah Lipka, Geisinger Health System
Jill Little, Tenet Healthcare – DMC Medical Group
Elizabeth Madurski, UPMC
Scott Manning, District Medical Group (DMG)
Holli McConnell, Sentara Medical Group
Emerson Moses, OptumCare
Shannon Noël
Russ Peal, VHA Workforce Recruitment & Retention Service
Lynne Peterson
Elizabeth Poplawsky, Bon Secours Mercy Health
Sasha Randolph, KUMC Rural Health Education & Services
Rachel Reliford, DuPage Medical Group
Jessica Reynolds, ChenMed
Christine Ricks, LifePoint Health
Shawna Roach, Akron Children’s Hospital
Shannon Royer
Laura Screeney, NewYork-Presbyterian
Hillary Shadwick, ACCESS Family Care
Brent Shore, Inova Health System
Heather Spinney, Northeastern Vermont Regional Hospital
Linda Stevenson, Atrius Health
Meagan Strawhacker
Amber Williams, University of North Carolina Health Care
Stephanie Wright, BJC Healthcare
Megan Zielinski, Mercy Clinic
The Association for Advancing Physician and Provider Recruitment (AAPPR) is pleased to announce the first ever Physician and Provider Recruitment Professionals Week, April 24-30, 2022, held in conjunction with the organization’s Annual Conference in Chicago, Illinois. This special week will recognize the hard-working professionals serving in the field of physician and provider recruitment, and onboarding and retention for a health system, hospital, network, specialty hospital, specialty practice group or physicians’ group.
Throughout the week, AAPPR will honor recruitment professionals with special giveaways and recognition throughout the conference, social media and the website providing a public forum where recruitment professionals can share their stories and non-recruitment professionals can express support for the profession. Unique opportunities for individual recognition will occur through a peer nomination format, allowing physician and provider recruitment professionals to shine a light on a colleague who goes above and beyond or has inspired others throughout his or her career. To participate, individuals will submit a recruitment professionals name and share a story or a note of gratitude the person mentioned will receive a special gift.
“Physician and provider recruitment is a uniquely challenging field, so AAPPR really wanted to create a special week to connect these professionals and provide some well-deserved recognition,” said AAPPR CEO Carey Goryl, MSW, CAE. “AAPPR is always focused on service of its recruitment professional members, but for this week we want to actively showcase the profession, celebrate stars of the industry and make it clear how much these dedicated professionals are valued.”
Participants for the event will be encouraged to tag photos and posts during the recognition week with the hashtag #PhysicianProviderRecruitmentProfessionalsWeek or #PPRPW. Increasingly updated information will be available at a unique landing page: http://recruitmentprofessionalsweek.info/.
About The Association for Advancing Physician and Provider Recruitment (AAPPR)
The Association for Advancing Physician and Provider Recruitment (AAPPR) is a nationally recognized leader in health care provider recruitment, onboarding, and retention. For more than 30 years, AAPPR has empowered physician and advanced practice provider recruitment leaders to transform care delivery in their communities by providing best-in-class practices, up-to-date industry knowledge, and evolving innovative approaches for hiring, onboarding, and retaining exceptional clinical talent. To learn more or to become an organizational member of AAPPR, please visit https://aappr.org/join-now
A recent focus group conducted by the Association for Advancing Physician and Provider Recruitment (AAPPR) uncovered troubling themes of operational and physician candidate pipeline challenges brought on by the COVID-19 pandemic and exacerbated by weary recruitment leaders and departments met with decreasing funds and limited resources. Findings from the focus group, made up of the nation’s leading physician and provider recruitment experts, are now available in AAPPR’s newly released white paper entitled: From Healthcare’s Front Lines: Industry Experts Sound Alarm on Concerning Physician Recruitment Trends in Coming Months.
The industry white paper indicates significant changes will be required to help address an already depleted and decreasing physician workforce. Industry experts suggest the research findings should serve as an imperative directive to healthcare operational leaders to maintain up-to-date recruitment market intelligence to quickly and successfully pivot both short- and long-term workforce strategies.
“The insights we received in the focus group on trends in physician recruitment in the wake of COVID-19, help shine a light on both new challenges and even some unexpected benefits,” said co-author and AAPPR CEO Carey Goryl, MSW, CAE. “It is our hope that this document may serve as a foothold to better understanding future physician recruitment cycles as competing organizations expand efforts to help stabilize an uncertain physician supply and demand market.”
Specific topics covered in the AAPPR white paper include:
“The physician recruitment industry is facing what’s being called, ‘The Great Resignation’ as an increasing number of physicians opt for early retirement citing increasing burnout and an unhealthy work/life balance and the consequences across healthcare will be significant,” said co-author and AAPPR President Emerson R. Moses, MBA, CPRP. “Today’s healthcare organization leaders need to be vigilant in reviewing and revising their onboarding and retention plans to offset continued unanticipated turnover.”
In the latest Physician and Provider Job Satisfaction and Search Report published by AAPPR, a reported 30% of physicians will retire between the ages of 60 to 65. With over one in three respondents from the report considering early retirement because of physician burnout, recruitment leaders are auditing their practices’ physician age demographics and sounding alarming fears of tenured physicians at their organizations expressing exhaustion and frustration. The national focus group also concurred with an earlier survey report that of over half of physician respondents in the market survey (56.72%) are considering or have considered changing employers.
For a copy or a more comprehensive review of the white paper, From Healthcare’s Front Lines: Industry Experts Sound Alarm on Concerning Physician Recruitment Trends in Coming Months visit: https://aappr.org/aappr-white-papers/
The Association for Advancing Physician and Provider Recruitment (AAPPR) is a nationally recognized leader in health care provider recruitment, onboarding, and retention. For more than 30 years, AAPPR has empowered physician and advanced practice provider recruitment leaders to transform care delivery in their communities by providing best-in-class practices, up-to-date industry knowledge, and evolving innovative approaches for hiring, onboarding, and retaining exceptional clinical talent.
To learn more or to become an organizational member of AAPPR, please visit https://aappr.org/join-now
A recent national study of physician vacancies reports health care organizations nationwide are facing increased challenges and competition for physician talent. The Association for Advancing Physician and Provider Recruitment — a leading authority in the physician and provider recruitment to retention continuum – reports a 40% increase as compared to the same study the year prior. Days needed to fill positions also rose, but only by an average of 8% across NPs, PAs and Primary, Specialty and Surgical Physicians. The modest increase was unexpected given 44% of all searches were put on hold at the nation’s largest health systems due to the COVID-19 pandemic.
More than 150 national health care organizations and systems participated in the comprehensive annual research study representing more than 17,000 searches, almost two-thirds specific to physician searches. Additional findings from the just-released Physician and Provider Recruitment Benchmarking Report include:
“We fully anticipate physician shortage numbers to rise, as the findings in this report reflect just the tip of the COVID iceberg,” said Emerson R. Moses, AAPPR President. “The industry was trending towards a severe shortage before the pandemic which has only accelerated the desire to retire for some, and a potential loss of employment for a percentage of others who may not comply with the vaccine mandate at federally funded health systems across the US. The field of physician recruitment has never been easy, and it’s about to get a lot harder.”
The pandemic, however, accelerated the evolution of best practices for physician recruitment as organizations embraced technology integration to address stop gaps in the recruitment process. The use of virtual interviewing, electronic signatures, and other technology tools were quickly adopted resulting in increased speed-to-hire and reduction of expenses.
“Conducting research and bringing to light the latest trends in physician and provider recruitment is central to our mission,” said Carey Goryl, CEO of AAPPR. “This latest report speaks to the magnitude of the challenges facing the industry and gives health care organizations insight into how they can better perform in this competitive hiring environment.”
In an effort to help health care organizations predict the time it will take to fill a particular physician specialty search, anyone can access the online Days to Fill Calculator. This online predictive tool provides an estimated range of time that it will likely take to fill a specific physician specialty vacancy, based on circumstances such as the organization’s size, geographic area or desirability of location.
The complete 2021 In-house Physician and Provider Recruitment Benchmarking Report is available to organizations for sale online. To order, please visit https://aappr.org/research/benchmarking/ or email info@aappr.org.
About The Association for Advancing Physician and Provider Recruitment (AAPPR)
The Association for Advancing Physician and Provider Recruitment (AAPPR) is a nationally recognized leader in health care provider recruitment, onboarding, and retention. For more than 30 years, AAPPR has empowered physician and advanced practice provider recruitment leaders to transform care delivery in their communities by providing best-in-class practices, up-to-date industry knowledge, and evolving innovative approaches for hiring, onboarding, and retaining exceptional clinical talent.
To learn more or to become an organizational member of AAPPR, please visit https://aappr.org/join-now
AAPPR has developed comprehensive education in all aspects of physician and provider recruitment that allow you to stand apart from the crowd. We’re excited to announce we will begin hosting in-person courses this Fall for those who enjoy hands-on and face-to-face learning! Courses to be offered include our prestigious CPRP Certification, as well as our new certificate in onboarding and retention.
As we continue planning, we’re asking you to indicate your interest in our course offerings. Descriptions of both courses are provided below. Please use the sign up button to receive emails from AAPPR as more information is made available!
Members $699 | Non-Members $899
The Onboarding and Retention certificate provides strategies for effective onboarding, identifies resources to help you develop and implement successful onboarding programs and share best practices and methodologies to maximize retention efforts. The learning program will provide you an opportunity to engage deeply with a targeted onboarding framework. Each participant can expect to gain tools, tips and tricks to enhance onboarding at whatever level your program is at.
January 24-25, 2022 | Raleigh-Durham, NC
AAPPR Members Only | $1,300
The CPRP certification is the most comprehensive, authoritative resource for health care recruitment professionals seeking to develop and test their skills and knowledge within a broad spectrum of topics including physician and provider recruitment, onboarding and retention, human resources, and relevant legal issues.
The CPRP program takes the certification experience a step further, allowing recruitment professionals to polish those skills they already have and acquire additional knowledge to stay ahead of the curve in this fast-paced industry.
November 9-10 | Chicago, IL
May is Mental Health Awareness month and for me, nothing has stood out more over the past year than how many of us struggle with our mental health and just how prevalent mental health illnesses are. I recall speaking with my therapist last summer about how, while we may not recognize it, we are all experiencing a collective trauma. Living through a pandemic – or any historic and disruptive event – fundamentally disrupts our way of life, way of thinking and sense of safety and security. Then, during the AAPPR Virtual Conference last month, speaker Dian Ginsberg made a comment that really stuck. It was the first time I had even considered it but she acknowledged that through this pandemic, while almost everything shut down, we as physician and advanced practitioner recruitment professionals never really got to stop. Whether you were furloughed, redeployed, impacted by reductions, or were still operating “business as usual” – the urgency around the work we do became so much greater!
Reflecting on that, and in watching the opening videos of conference of what “office life” looked like for us or how we coped living in a world where we could no longer operate within our norms, I found myself being grateful for the support that I found and curious about what all of you did over the past year to bring light into what for many has been a very difficult time. For me, self-care became an even higher priority – and self-care can come in many forms. What we do – and the pressure that comes with it – is not easy. We operate in environments that are often high visibility and high stress. Not only that but we are wearers of many hats and are expected to pivot on a dime at any moment depending on what meeting comes next, what candidate or leader we are talking with or what fire drill is coming at us on any given day. And that can be HARD. So hard.
About 5-6 years ago I found myself in a work situation that was incredibly toxic, to the point where it had an impact on my physical and mental health. I hit a breaking point where I had no choice but to seek help. And through that help I learned so much about myself and my mental wellbeing. I was told that I had likely been operating at an extreme level of depression and anxiety for so long that it was almost unrecognizable – because it was my normal. Years of it. It took hitting rock bottom to realize that but I am so grateful I somehow, somewhere, found the strength to reach out. It changed my life for the better – both personally and professionally. I share this because I believe it is so important to shift the stigma around mental health. And as I speak with our colleagues and we share stories I find that often we are not alone.
The opening 90 second videos from the virtual conference can be found on AAPPR’s Facebook page. There are so many great examples of what work and life has looked like for our colleagues over the past year. I would love to hear from you about how you’ve coped or taken care of yourself over the past year and I would be delighted to share some of my own stories! Watch AAPPR’s social media and Chat channels for posts where you can share stories and photos. And for now I will leave you with just a few simple examples of ways you can look after your own mental health:
Mariela Alvarez-Sosa
Memorial Healthcare System
Marissa Anderson
Mayo Clinic
Rebecca Blythe
Ascension St. Vincent’s
Jamie Boutin
Encompass Health
Dara Brennan
Adventist Health
Judy Brown
GoHealth Urgent Care
Ginger Canaday-Thompson
Holzer Health System
Felix Castro
Atrium Health
Amanda Cato
Atrium Health
Timmy Coleman
Atrium Health
Kim Collins
Anne Arundel Medical Group
Aisha DeBerry
Bon Secours Mercy Health
Mark Douyard
Bayhealth Medical Center
Krysta Earhart
Sparrow Health System
Logan Ebbets
Cooley Dickinson Health Care
Donna Ecclestone
Duke Health
Susanna Edmondson
Erlanger Health System
Tom Farrington
Franciscan Physician Network
Jennifer Feddersen
UHS
Lauren Forst
Cleveland Clinic Health System
Carrie Galbraith
Davita Nephrology Practice Solutions
Armando Garza
The University of Texas Rio Grande Valley
Tammy Hager
Surgical Affiliates Management Group
Joelle Hennesey
First Physicians Group/Sarasota Memorial Hospital
Fayeann Hurley
Schneck Medical Center
Steven Jacobs
Einstein Healthcare Network
Rachel Jones
UPMC
Julie Juba
University of Minnesota Physicians
Courtney Kammer
Rush University Medical Center
Kaitlyn Krimmel
Ascension
Sarah Krueger
MidMichigan Health
Doug Lewis
Indiana University Health
Sarah Lipka
Geisinger Health System
Jill Little
Tenet Healthcare – DMC Medical Group
Elizabeth Madurski
UPMC
Scott Manning
District Medical Group (DMG)
Holli McConnel
Sentara Medical Group
Emerson Moses
OptumCare
Paul Olzak
Lake Health
Michael Palinchik
Cleveland Clinic Health System
Russ Peal
VHA Healthcare Recruitment & Consulting Office
Lynne Peterson
Bluestone Physican Services
Leah Popsecu
Rush University Medical Center
Kate Rader
The University of Texas Rio Grande Valley
Sasha Randolph
KUMC Rural Health Education & Services
Rachel Reliford
OSF Healthcare/OSF Medical Group
Linda Remer
CHRISTUS Trinity Clinic
Jessica Reynolds
Keystone Healthcare Partners
Christine Ricks
LifePoint Health
Robin Schiffer
OhioHealth Physician Recruiting
Laura Screeney
NewYork-Presbyterian
Brent Shore
Inova Health System
Pamela Snyder
Baystate Health
Heather Spinney
Northeastern Vermont Regional Hospital
Linda Stevenson
Baystate Health
Adam Ullman
Henry Ford Health System
Stephanie Wright
Methodist LeBonheur Healthcare
The Association for Advancing Physician and Provider Recruitment (AAPPR), the leading authority on physician recruitment, onboarding, and retention, has announced a new strategic corporate partner for 2021 – LocumsMart. Through its online portal LocumsMart provides a comprehensive virtual marketplace which connects healthcare facilities with agencies and candidates.
AAPPR’s strategic partner program, launched in 2017, 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 US health care sector that is facing significant and unrelenting physician shortages in the years ahead.
Founded in 2009, LocumsMart’s proprietary vendor-neutral portal connects 1500+ healthcare facilities with 95+ agencies and 7,000+ unique locum candidates presented in 2020. Preferred by more hospitals nationwide than any other vendor management system, their competitive online marketplace helps save clients time and money by streamlining and simplifying the locums procurement process. LocumsMart is the only system available created specifically for the locums industry, by locums industry professionals.
“There is perhaps no other time in AAPPR’s nearly 30-year history to have a better opportunity to anticipate and accelerate the profound transformation the health care sector will face moving forward. When LocumsMart entered on the scene in 2009 no one was sure of the impact they would have on locums tenens recruitment but they have since become a game changer. Our partnership program is built upon organizations like LocumsMart and our other partners working together to positively impact this industry,” said AAPPR CEO executive Carey Goryl, MSW, CAE.
“LocumsMart is excited about this mutually beneficial partnership to create and improve the tools that serve professionals in physician recruitment,” said Keitha Ray, Vice President, National Sales and Marketing. “We want to work with AAPPR to not just help recruiters, but further consult on the locums industry.”
For more information about AAPPR or the strategic partnership program visit www.aappr.org or email info@aappr.org. For more information about LocumsMart visit www.locumsmart.net.
It cannot be emphasized enough that setting clear expectations in any relationship between an in-house recruiter and a chosen firm or agency is vital to success. Your candidates have expectations, and you take great effort to communicate with candidates along the way. Are we giving our contracted agency firms the same expectation setting? Both parties have expectations about the process and what success looks like, but are you on the same page?
In the current environment of the COVID-19 pandemic and the resulting level of uncertainty, in-house recruiters must take the lead. Remember, agency recruiters and consultants work for you or your organization.
Of course, you can’t control what agency recruiters do or how they operate, or how often they solicit, but you can manage the expectations of outcomes and how you and your organization will be represented to clients. You lead the hiring process and are ultimately responsible for the success of securing a candidate within a timely period. You are the one judged for the quality of candidates put through and so ensuring clarity with your agency partner is key.
One of the mistakes a person responsible for the search can make when dealing with agencies is putting off those calls and not communicating with them enough; at the beginning, during and when closing out a search. Vigorous communication reduces the natural information gaps and assumptions people will make in the absence of clear information or expectation. Elements such as search parameters, timeline, communication preferences, and how feedback in given and applied are all worthy topics.
Insider tip: Recall your worst interaction with an agency or firm. What happened that made it so difficult? Ideally, what could have created a different experience? Use that reflection and the lessons learned to guide expectation setting in all future contracts and continue to reassess what works and doesn’t.
You likely will find yourself needing to educate and set boundaries with the agency recruiter at the beginning of the process. If you haven’t already considered looking at the elements of project management, this may be an excellent method to effectively keep a search progressing. A search is more than just a series of scheduling interviews, meetings, calls, and tasks. It is also more than understanding what you need to do, what’s completed, and what’s overdue. While you may have something to learn from what an agency provides in terms of its process, you will want to clearly articulate and get the agency to buy into yours as well.
All of this preparation reduces the risk that something will go wrong along the way and increases the change of a positive search experience for you, the candidate, and the firm. You’re likely under a lot of pressure to begin right away but taking a bit of time at this stage will save you hours, days if not months down the road.
Setting expectations is not a “one and done” activity. Much as in project management, the process is managed all along the way. Expectations may need to be revised or changed, timelines may expand or compress and having ongoing communication is the only way to address these elements as they’re happening. No candidate wants to experience unnecessary delays because the hiring organization and the agency they’ve contracted with are not on the same page. Your candidates just may drop out of the process.
Expectation setting is a two-sided conversation. The agency may have its own expectations, processes, and timelines. They may also have some advice that could help the search so with a respectful and transparent relationship, these times of advice are worth the listen. You hired a firm because you needed help – now help that firm be successful in helping you.
AAPPR can help you develop your recruitment, onboarding and retention strategy with best practice resources that will reduce your search time, improve internal efficiencies and demonstrate to your leadership the value of well-resourced in-house recruitment teams. Join AAPPR to solve problems, share ideas, make better business decisions, learn how to do things better and get the support you need.
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