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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.
Each year, Physician and Provider Recruitment Professionals (PPRP) Week serves as an opportunity to recognize and elevate the critical work done by recruitment professionals across the healthcare industry. From identifying and attracting top talent to guiding physicians and advanced practice providers through the hiring process and supporting long-term retention, these professionals help healthcare organizations build the clinical teams that communities depend on.
Physician and Provider Recruitment Professionals Week (PPRP Week), taking place April 20–26, 2026, is dedicated to recognizing the individuals and teams who make this work possible. Throughout the week, we encourage organizations, colleagues, and the broader healthcare community to celebrate recruitment, onboarding, and retention professionals who play a vital role in shaping the future of healthcare.
As part of this year’s celebration, AAPPR is proud to recognize the 2026 Top 25 Physician and Provider Recruitment Professionals to Watch. These individuals represent the next generation of leaders in the recruitment profession. Through their work, they are advancing the field, supporting their organizations, and helping shape the future of healthcare recruitment. Honorees are recognized across several categories:
Recruitment professionals introducing creative ideas and forward-thinking strategies.
Learn more about each honoree and the impact they are making in physician and provider recruitment.
Professionals dedicated to guiding and supporting others in the field
Learn more about each honoree and the impact they are making in physician and provider recruitment.
Emerging professionals making a strong impact early in their careers
Learn more about each honoree and the impact they are making in physician and provider recruitment.
Individuals who lead with vision, integrity, and a commitment to excellence
Learn more about each honoree and the impact they are making in physician and provider recruitment.
Meet the 2026 Inspiring Leaders
Recruitment teams demonstrating exceptional collaboration and results
Learn more about each honoree and the impact they are making in physician and provider recruitment.
Meet the 2026 Team Excellence Honorees
PPRP Week is a time for the entire recruitment community to come together and recognize the professionals who help healthcare organizations grow and thrive. Share a photo of yourself, your team, or your organization celebrating PPRP Week, and help us highlight the incredible work happening across the recruitment profession.
Use your graphic to celebrate the week and help raise awareness about the important work recruitment professionals do every day.
One of the best ways to celebrate PPRP Week is by sharing the people and teams who make a difference in physician and provider recruitment.
Each year, Physician and Provider Recruitment Professionals (PPRP) Week serves as an opportunity to recognize and elevate the critical work done by recruitment professionals across the healthcare industry.
Successful recruitment is rarely the work of one individual. Behind every successful hire is often a collaborative team working together to source candidates, coordinate interviews, manage onboarding, and support long-term success.
The Team Excellence category highlights recruitment teams that demonstrate outstanding collaboration, innovation, and results. These teams work together to overcome challenges, support their organizations, and strengthen healthcare systems.
Below are the teams recognized in the Team Excellence category as part of the 2026 Top 25 Physician and Provider Recruitment Professionals to Watch.
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Ardent Health ServicesProvider Talent Team The Provider Talent Team at Ardent Health Services exemplifies what it means to operate as a unified, high-performing recruitment organization. This mission-driven group of Provider Talent Directors, recruiters, coordinators, and sourcing specialists works seamlessly as “One Team” under the leadership of Vice President Sarah McGee. In a short period of time, the team has achieved remarkable results, including a substantial increase in provider hires while significantly reducing reliance on external search firms. Their work reflects a strategic commitment to building strong internal recruitment capabilities while maintaining fiscal responsibility. The team also prioritizes professional development and collaboration. Members are supported in earning their CPRP credential, and the team regularly participates in recruitment events, conferences, and industry initiatives that advance the profession. Through innovative sourcing strategies, knowledge-sharing, and a culture of support, the Provider Talent Team continues to demonstrate the power of teamwork in advancing healthcare recruitment. |
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Sentara HealthProvider Recruitment Team The Provider Recruitment Team at Sentara Health demonstrated extraordinary resilience and collaboration during a period of significant organizational transition. Over the past year, the team navigated multiple complex challenges, including leadership transitions, the implementation of a new ATS, and a large-scale provider conversion—all while managing the recruitment of more than 100 critical provider hires and locums under demanding timelines. Rather than slowing down, the team mobilized. They established standardized workflows, developed new operating procedures, and strengthened collaboration with clinical and operational leaders. Their ability to maintain momentum during uncertainty reflects a strong culture of accountability, innovation, and shared ownership. Today, the Sentara Provider Recruitment Team stands as an example of what a dedicated and adaptable recruitment team can accomplish—even in the face of significant challenges. |
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Medical University of South Carolina (MUSC)Physician & Provider Recruitment Team The Physician & Provider Recruitment Team at the Medical University of South Carolina (MUSC) has played a critical role in supporting the organization’s ambitious mission to expand access to healthcare across the state. Over the past six years, this collaborative team has successfully recruited more than 1,000 physicians and advanced practice providers to the MUSC system. Their efforts have helped extend specialty care, academic medicine, and essential services to communities throughout South Carolina. Composed of 32 professionals—including recruiters, onboarding specialists, sourcers, system administrators, and marketing experts—the team operates as a highly coordinated unit focused on delivering an exceptional candidate experience from first outreach through onboarding. Beyond their impressive results, the team is known for its strong culture of collaboration, professionalism, and dedication to MUSC’s mission. Their work continues to strengthen healthcare access for patients across the state. |
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Franciscan HealthPhysician & Provider Services Department The Physician & Provider Services Department at Franciscan Health demonstrates the power of collaboration, innovation, and strategic recruitment practices. This fully integrated recruitment team supports more than 400 searches annually, resulting in hundreds of physician and advanced practice provider hires across four regions in Indiana and Illinois. The team includes provider liaisons, sourcing specialists, legal and onboarding professionals, and administrative support staff who work together to manage the full recruitment lifecycle. One of the department’s most significant achievements was the redesign of its recruitment strategy to build a strong internal sourcing function, eliminating reliance on third-party search firms. This shift reduced costs, improved time-to-fill, and strengthened alignment with Franciscan Health’s mission and values. Through strong partnerships with physicians, operational leaders, and system leadership, the team continues to deliver innovative recruitment solutions that support long-term workforce needs. |
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Cleveland Clinic FloridaPhysician Recruitment Team The Cleveland Clinic Florida Physician Recruitment Team demonstrates how a small, highly collaborative team can drive significant recruitment success across a large healthcare network. Despite its modest size, the team supports recruitment across five hospitals and more than 30 outpatient centers along Florida’s southeast coast. Through a well-structured recruitment model, each team member contributes specialized expertise while working together to provide seamless support for candidates and hiring leaders. Recruiters manage both site-specific responsibilities and specialty-aligned recruitment strategies, partnering closely with institute leadership to build targeted pipelines and recruitment plans. Their dedicated sourcer plays a key role in proactive outreach and candidate screening, ensuring a steady flow of qualified candidates. In 2026 alone, the team successfully recruited more than 125 physicians, helping support continued clinical expansion and improved patient access to care throughout the region. Through trust, collaboration, and shared accountability, the Cleveland Clinic Florida Physician Recruitment Team continues to deliver exceptional results while strengthening healthcare for the communities they serve. |
Each year, Physician and Provider Recruitment Professionals (PPRP) Week serves as an opportunity to recognize and elevate the critical work done by recruitment professionals across the healthcare industry.
Strong leadership is essential in physician and provider recruitment. Leaders in this field help guide teams, strengthen partnerships with healthcare organizations, and create environments where recruitment professionals can succeed.
The Inspiring Leader category spotlights individuals who lead with vision, integrity, and a commitment to excellence in physician and provider recruitment. Their leadership inspires others while advancing the profession as a whole.
Below are the professionals recognized in the Inspiring Leader category as part of the 2026 Top 25 Physician and Provider Recruitment Professionals to Watch.
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Brooke Byler, CPRPSystem Director, Physician and Provider Recruitment | SSM Health Brooke Byler is recognized as an Inspiring Leader for her exceptional leadership of a physician and provider recruitment team that spans four states within SSM Health. Since stepping into her role as System Director, Brooke has demonstrated a calm, thoughtful leadership style that prioritizes both people and results. She brings a steady presence to her team, ensuring that recruitment professionals feel supported while continuing to deliver strong outcomes for the organization. Her genuine care for her team and dedication to the profession have made her a trusted leader and role model for those around her. |
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Priscilla Lyles, BSN, RN, RTR, CPRP-DEIDirector, Provider Recruitment and Integration | OSF HealthCare With more than 20 years of service to OSF HealthCare, Priscilla Lyles exemplifies leadership defined by compassion, authenticity, and a deep commitment to professional excellence. As Director of Provider Recruitment and Integration, Priscilla has cultivated a culture where team members feel valued, supported, and empowered to succeed. She actively encourages collaboration and ensures that every team member’s voice is heard in decision-making processes. Holding certifications including CPRP-DEI and OAR, Priscilla continuously invests in professional growth and inclusive leadership. Her impact extends beyond her organization through her role as Chair of ISPR, where she continues to advance the recruitment profession nationwide. |
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Allyson Hollingsworth, MHA, CPRP-DEIPrincipal Physician Recruiter | Optum Allyson Hollingsworth exemplifies excellence in physician and provider recruitment and serves as a strong ambassador for the profession. As a Principal Physician and Provider Recruiter at Optum, Allyson is known for building trusted relationships with hiring leaders and delivering recruitment strategies that improve both efficiency and the candidate experience. Her thoughtful, forward-looking approach to recruitment process improvement has made her a respected advisor within her organization. In addition to her professional contributions, Allyson is actively involved in AAPPR leadership, serving in local leadership roles and currently as a board member. Her dedication to advancing recruitment practices and supporting the broader recruitment community makes her an inspiring leader in the field. |
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Lindsay Westin, PHR, CPRPSenior Physician, PA, & APRN Recruitment Specialist | Fairview Health Services Lindsay Westin is widely recognized by colleagues for the compassion, collaboration, and integrity she brings to physician and provider recruitment. Known for her ability to truly listen and understand the needs of both candidates and hiring leaders, Lindsay consistently creates meaningful connections that build trust and strengthen recruitment outcomes. Her collaborative approach ensures that teams work together to achieve the best possible results. Colleagues describe Lindsay as someone who elevates everyone around her. Her empathy, dedication to candidates, and willingness to support others make her an invaluable member of her team and a respected leader in the profession. |
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Sarah McGee, CPRPVice President, Provider Talent | Ardent Health Services Sarah McGee is recognized as an inspiring leader for the transformational impact she has had on the Provider Talent team at Ardent Health Services. Throughout her career, Sarah has demonstrated an unwavering commitment to excellence and a passion for developing strong recruitment teams. As Vice President of Provider Talent, she championed the creation of a “One Team” culture, strengthening collaboration across departments and improving alignment with organizational leadership. Her leadership has helped drive record-breaking outcomes for the organization while fostering a supportive and empowering environment for her team. Known for her accessibility, dedication, and people-first leadership style, Sarah continues to inspire those around her to grow, collaborate, and deliver exceptional results. |
Each year, Physician and Provider Recruitment Professionals (PPRP) Week serves as an opportunity to recognize and elevate the critical work done by recruitment professionals across the healthcare industry.
Every profession benefits from emerging leaders who bring energy, fresh perspectives, and a passion for making an impact. In physician and provider recruitment, these professionals are already demonstrating strong performance and leadership potential early in their careers.
The Rising Star category highlights emerging recruitment professionals who are early in their careers but already making a meaningful impact within their organizations and communities.
Below are the professionals recognized in the Rising Star category as part of the 2026 Top 25 Physician and Provider Recruitment Professionals to Watch.
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Eryca Manzano-Fleming, CPRP-DEIClinical Recruiter | Signify Health Eryca Manzano-Fleming embodies the mission of transforming healthcare one candidate at a time. As a Clinical Recruiter at Signify Health, she combines strong technical expertise across recruitment platforms with a thoughtful, human-centered approach to building healthcare teams. Holding her CPRP-DEI certification, Eryca brings a deep commitment to diversity, equity, and inclusion in every aspect of her work. Her ability to blend technology, strategy, and relationship-building allows her to identify and attract providers who strengthen healthcare organizations and improve patient access to care. Through her dedication to inclusive recruitment practices and continuous professional growth, Eryca represents the future of physician and provider recruitment. |
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Janna GolladayPhysician Recruiter | UT Health East Texas Janna Golladay has quickly made a meaningful impact in physician and advanced practice provider recruitment at UT Health East Texas. Known for her strong work ethic and collaborative spirit, she approaches each search with enthusiasm and a commitment to supporting both candidates and her organization’s clinical teams. Janna has demonstrated an exceptional ability to build relationships with providers while helping guide them through the recruitment process. Her attention to detail and dedication to delivering a positive candidate experience have strengthened recruitment outcomes for her team. Her contributions to advanced practice provider recruitment have already made a noticeable difference, and her passion for the work continues to inspire those around her. |
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Samantha Waddell, MHAPhysician Recruitment Specialist | MedStar Health Samantha Waddell has emerged as a key contributor within the physician recruitment team at MedStar Health. As her team navigated the implementation of a new ATS and CRM, Samantha stepped forward proactively to deepen her understanding of the systems and provide valuable support to colleagues. Her exceptional talent for data analysis and reporting plays an important role in supporting departmental metrics and operational insights. Beyond her technical skills, Samantha is widely respected for her ability to build strong, authentic relationships with physicians and leadership across the organization. Having progressed from coordinator to physician recruitment specialist, Samantha demonstrates the dedication, initiative, and leadership potential that define a true Rising Star in the recruitment profession. |
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Tasha Hruska, CPRPPhysician Recruiter | Prevea Health Tasha Hruska has quickly distinguished herself as a rising leader within the physician recruitment team at Prevea Health. After nearly a decade with the organization in various roles, she transitioned into the recruiter position in 2023 and has already made an exceptional impact. In a short time, Tasha earned her CPRP certification, took on a leadership role as chair of the events committee for her local WSPR chapter, and excelled as a full-cycle recruiter. Her ability to build trusted relationships with physicians and clinical leaders has made her a valued partner throughout the recruitment process. Candidates consistently highlight her professionalism, responsiveness, and support throughout their recruitment experience—testament to the care and dedication she brings to her work every day. |
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Kristy Tigner, CPRPSenior Physician Recruitment Specialist | Community Health Systems Kristy Tigner is an emerging professional whose leadership and strategic mindset are already making a lasting impact. She approaches recruitment with clarity, intention, and a commitment to advancing long-term workforce solutions. Kristy has played an important role in strengthening the cardiology physician pipeline for Community Health Systems. Her ability to balance big-picture strategy with the day-to-day demands of recruitment has helped drive momentum and accountability across her team. Known for her authenticity, collaboration, and dedication to excellence, Kristy consistently demonstrates that leadership is defined not by title, but by action and influence. Her trajectory points to a strong future as a leader in physician and provider recruitment. |
Each year, Physician and Provider Recruitment Professionals (PPRP) Week serves as an opportunity to recognize and elevate the critical work done by recruitment professionals across the healthcare industry.
Mentorship plays a critical role in strengthening the physician and provider recruitment profession. Experienced professionals who share their knowledge, guidance, and encouragement help cultivate the next generation of recruitment leaders.
The Mentor category celebrates professionals who are committed to guiding, supporting, and developing others in the recruitment field. Through their generosity, leadership, and willingness to invest in others, these individuals help elevate the entire profession.
Below are the professionals recognized in the Mentor category as part of the 2026 Top 25 Physician and Provider Recruitment Professionals to Watch.
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Susan SanfordManager of Physician & APP Recruitment | Pine Rest Join us in celebrating Susan Sanford, recognized as part of AAPPR’s Top 25 Physician and Provider Recruitment Professionals to Watch in the Mentor category. Susan has been a guiding force in the physician recruitment community for many years. Known for her willingness to share knowledge and support others, she has helped countless professionals grow in their careers. Her mentorship, leadership, and commitment to the profession continue to shape the next generation of recruitment professionals. |
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Kyle Burrows, BS, CPRPSenior Physician Recruiter | OSF HealthCare Join us in celebrating Kyle Burrows, BS, CPRP, recognized as part of AAPPR’s Top 25 Physician and Provider Recruitment Professionals to Watch in the Mentor category. Kyle is known for consistently supporting and mentoring colleagues while balancing the demands of a busy recruitment role. He generously shares his expertise, particularly during times of organizational change and integration. His approachable leadership style and dedication to helping others succeed make him a valued mentor and trusted resource. |
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Bryan PadgettPhysician Recruiter | University of Texas at Tyler Join us in celebrating Bryan Padgett, recognized as part of AAPPR’s Top 25 Physician and Provider Recruitment Professionals to Watch in the Mentor category. Bryan brings deep expertise and a collaborative spirit to his work in physician recruitment. Colleagues appreciate his willingness to share ideas, brainstorm solutions, and support team success. His dedication and positive influence make him an important mentor within his organization. |
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Marshall Poole, CPRPSenior Physician Recruiter | Northeast Georgia Health System Join us in celebrating Marshall Poole, CPRP, recognized as part of AAPPR’s Top 25 Physician and Provider Recruitment Professionals to Watch in the Mentor category. Marshall recently celebrated an incredible milestone—his 500th provider hire. Beyond the numbers, his work has expanded access to care for communities across the region. Through his service with the Southeast Physicians Recruiters Association and his commitment to mentoring colleagues, Marshall continues to elevate the recruitment profession. |
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Jerry PriceManager of Physician Recruitment | Owensboro Health Medical Group Join us in celebrating Jerry Price, recognized as part of AAPPR’s Top 25 Physician and Provider Recruitment Professionals to Watch in the Mentor category. Jerry is known for his calm leadership style and dedication to helping others grow in the field of physician recruitment. He has played a pivotal role in mentoring colleagues transitioning into recruitment roles and ensuring they feel confident and supported. His guidance and encouragement have helped shape successful careers and strengthen recruitment teams. |
Each year, Physician and Provider Recruitment Professionals (PPRP) Week serves as an opportunity to recognize and elevate the critical work done by recruitment professionals across the healthcare industry.
Innovation drives the future of physician and provider recruitment. As healthcare continues to evolve, recruitment professionals must develop creative strategies, leverage new technologies, and rethink traditional approaches to attract and retain top clinical talent.
The Innovator category recognizes recruitment professionals who bring new ideas, creative strategies, and forward-thinking approaches to physician and provider recruitment. These individuals are not afraid to challenge the status quo and are helping their organizations and the profession move forward.
Below are the professionals recognized in the Innovator category as part of the 2026 Top 25 Physician and Provider Recruitment Professionals to Watch.
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Abigail Holland, CPRPProvider Recruitment Partner | Trinity Health Join us in celebrating Abigail Holland, CPRP, recognized as part of AAPPR’s Top 25 Physician and Provider Recruitment Professionals to Watch in the Innovator category. Abigail consistently demonstrates excellence in physician and provider recruitment through her professionalism, attention to detail, and strong relationship-building skills. She approaches every search with a candidate-first mindset while balancing the needs of physicians, leaders, and the communities they serve. Her dedication, collaboration, and ability to navigate a competitive recruitment environment make a meaningful impact on her organization and the profession. |
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Cayley CrottyPrincipal Provider Recruiter | Optum Join us in celebrating Cayley Crotty, recognized as part of AAPPR’s Top 25 Physician and Provider Recruitment Professionals to Watch in the Innovator category. Cayley leads with curiosity and a genuine desire to improve experiences for both colleagues and candidates. Through peer-led employee listening sessions and thoughtful adoption of tools like AI, she has created meaningful improvements in collaboration, efficiency, and recruitment processes. Her creativity, generosity in sharing knowledge, and commitment to innovation make her a standout professional in physician and provider recruitment. |
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Alyssa BlumhardtAVP of Recruiting Operations | HCA Healthcare Join us in celebrating Alyssa Blumhardt, recognized as part of AAPPR’s Top 25 Physician and Provider Recruitment Professionals to Watch in the Innovator category. Alyssa has helped transform how strategy, technology, and operations work together in physician and provider recruitment. Her leadership has driven major improvements in data reporting, recruitment workflows, sourcing strategies, and enterprise recruitment systems. By building scalable, data-driven infrastructure that supports organizational growth and improved patient access to care, Alyssa has set a new standard for recruitment innovation. |
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Ashley Banic, RN, MSN, CPRPMarket Director Physician Recruitment | Northwest Health Join us in celebrating Ashley Banic, RN, MSN, CPRP, recognized as part of AAPPR’s Top 25 Physician and Provider Recruitment Professionals to Watch in the Innovator category. Ashley brings creativity, strategic insight, and forward-thinking recruitment approaches to physician and provider recruitment. She has a unique ability to reimagine traditional strategies while building meaningful relationships with candidates and leadership partners. Her professionalism, passion, and commitment to long-term recruitment success make her a standout leader in the field. |
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Shawna Roach, MHA, CPRPEnterprise Manager – Clinician Sourcing | Pediatric Associates Join us in celebrating Shawna Roach, MHA, CPRP, recognized as part of AAPPR’s Top 25 Physician and Provider Recruitment Professionals to Watch in the Innovator category. In a short time with Pediatric Associates, Shawna has brought tremendous value through creative sourcing strategies and a strong focus on measuring return on investment. As a working manager, she continually develops new ideas to help her team succeed. Her strategic thinking and innovative mindset are already making a significant impact on her organization’s recruitment efforts. |
The healthcare recruitment landscape is evolving – and so are the expectations and compensation realities for physician and provider recruitment professionals. AAPPR’s 2025 Recruitment Team Professional Compensation Benchmarking Report offers timely insights into how organizations are attracting and retaining top recruitment talent.
Here are four key trends you need to know from the report, along with some data-driven highlights to help you evaluate your own strategies for compensation, incentives and other factors driving recruitment teams’ satisfaction.
Recruiter salaries are on the rise. In 2024, the median total cash compensation for internal recruiters reached $91,000, marking a slight increase from the previous year. However, experience is the most decisive factor in driving salary growth:
Interestingly, education level had minimal impact on compensation, showing that real-world experience often matters more than advanced degrees in this field.
Incentive bonuses are gaining traction in the recruitment space:
This uneven distribution suggests that many organizations have room to better recognize and reward the contributions of front-line recruitment staff, not just leadership.
The ability to work remotely has become a standard expectation among recruitment professionals, and it’s showing a measurable impact on both satisfaction and compensation.
When it comes to turnover, flexibility may help, but team structure matters too. In 2024, the average recruiter turnover rate was 20%, but that rate nearly doubled for departments with only one recruiter, highlighting the importance of support and collaboration in retention.
While experience remains the strongest predictor of recruiter pay, other factors are quietly shaping today’s compensation landscape:
Together, these findings highlight that compensation is not just a function of role or tenure. Where you work, how you work and the responsibilities you take on all play a measurable role in shaping your earning potential.
Recruitment teams are on the front lines of healthcare workforce development, and understanding these compensation trends is essential for attracting top talent, retaining experienced professionals, and ensuring team satisfaction and performance.
To purchase the full Compensation Report with detailed data, explore customized compensation benchmarks, and access tools like the Advanced Search, Compensation Calculator and infographics, visit the AAPPR Benchmarking Portal: www.aapprbenchmarking.com.
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.
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.
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:
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.
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.
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.
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.
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.
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.
Each year, Physician and Provider Recruitment Professionals (PPRP) Week serves as an opportunity to recognize and elevate the critical work done by recruitment professionals across the healthcare industry. This year’s observance was celebrated April 21-27 and AAPPR invited members to share their stories—real-world examples that highlight the impact, challenges and successes that define the profession. When recruitment professionals like you share stories, it not only benefits our members, but it also benefits the entire healthcare industry in four ways:
Recruitment professionals like you play a vital role in healthcare delivery by ensuring organizations are staffed with qualified, mission-driven providers. Sharing your experience helps bring visibility to the strategic and essential nature of your work and reinforces the value of physician and provider recruitment as a professional discipline.
Every recruitment professional’s path offers valuable insights. Whether your experience involves overcoming a complex challenge, implementing a new strategy or making a meaningful connection with a provider, your story can serve as a source of insight and inspiration to others in the field. Sharing your experience can inform, educate and offer new perspectives to others in the field.
Your success is often a team effort. Sharing the story of your colleagues, leaders and partners who work alongside you is a meaningful way to acknowledge the value they bring to your organization. It allows you to celebrate collaborative achievements and foster a culture of recognition within your community.
Authentic stories and experiences help build a deeper sense of connection and solidarity among peers. By reflecting on your successes and challenges, you contribute to a stronger, more united recruitment community, one that supports, encourages and grows together.
This year, we received more than 30 impactful stories regarding industry innovation, peer support and empowerment, belonging and inclusion, as well as outstanding contribution to AAPPR. Follow us on Instagram and Facebook to join the conversation and learn how recruitment professionals across the country are adding value to our industry.
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