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.
Like the communities they serve, rural health systems are unique and, unsurprisingly, have unique challenges. In September, AAPPR hosted a series of member roundtable discussions on the topic of rural recruitment. A common theme to all the discussions was how much has changed in the last six months.
The landscape of health care nationwide has been changed, possibly forever, by the COVID 19 pandemic, and rural areas are no different. From telemedicine to candidate pipelines, recruitment professionals have seen a shift and felt the impacts of a changing world.
If you asked recruitment professionals in rural areas a year ago about the most significant challenges they faced, the first would likely have been location, the second sourcing, and the third perhaps competition from larger, urban health systems. A year ago, most would have agreed that these challenges were, in many cases, difficult to overcome. Now, however, it seems that the pandemic has shifted the landscape in ways that previously seemed unimaginable.
Over the last six months, what was once the biggest challenge for recruitment professionals, a rural location, has become one of their most significant assets. AAPPR members who recruit in rural areas almost universally reported that they have seen an increase in providers seeking opportunities outside of major metropolitan areas. Individual reasons for relocation vary from wanting to reside in less densely populated areas to hoping to be closer to family. Still, the commonality is a search that looks more closely at rural areas. The result is recruitment professionals in rural areas seeing more robust, deeper pipelines.
Traditionally, sourcing has also been challenging for recruiters. Many rural recruiters relied heavily on career fairs, residency and fellowship program visits, and clinical conferences to meet candidates, network and, build relationships with them. Brad Lindblad, Director of Provider Development, Professional Development at Mary Lanning Healthcare, in Nebraska, has been working in a rural setting since 1997. He believes that “in rural recruitment, it always comes back to creative sourcing and building relationship. In some cases, that means starting to recruit someone 4-5 years before they are actively looking for a job and building a long-term relationship.” For the first time this year, Lindblad signed a provider virtually. He feels that “a good recruiter sees a challenge and turns it into an opportunity. Providers who may not have been interested in a rural area a year or two ago are now interested and will have a conversation with us.”
Other rural recruitment professionals agree as the pandemic continues to change how teams approach searches, many are finding new and creative ways to source, recruit, and hire candidates. In some cases, recruitment professionals have noted that virtual interviews and site visits have allowed them to show off practices and communities to candidates who might not have previously thought about a more rural area without having a significant impact on timelines or budgets. Furthermore, as both health systems and candidates become increasingly comfortable in a virtual world, many AAPPR members noted that their timelines to interview and hire candidates have tightened. With so many employees continuing to work from home, recruitment professionals report that their teams have invested the time to streamline their processes and adapt them to remote work. Additionally, as virtual interviews and site visits become the norm, many providers who otherwise would have to take several days to travel to a rural location can get a feel for the hospital, clinic, colleagues, and community in a few hours without ever leaving home.
Rural health care has also seen considerable benefit from the increased use of telemedicine. Rachel Ruddock is the Workforce Development Manager at the Michigan Center for Rural Health and serves as a board member for the National Rural Recruitment and Retention Network (3RNet). She has also noted the number of providers interested in telemedicine opportunities, which for rural communities, could bring needed services into underserved areas. Ruddock believes that “telemedicine will transform how medical care is delivered to rural communities. Pre-Covid many rural clinics and hospitals already utilized telepsychiatry, teleneurology, and other telehealth services due to providers shortages and lack of access to these specialties. This usage has exploded in the last several months as a result of Covid-19. Overall, the feedback from patients and providers who are using telemedicine during this pandemic has been positive. Patients are grateful to no longer need to travel far distances to access care, and providers appreciate being able to see patients in a manner that keeps them healthy and safe. Telemedicine is here to stay even after Covid-19 ends.”
There are, however, two sides to every story. There are certainly health systems struggling with the impacts of COVID 19, and rural communities are no exception. They, too, have had their share of hospitals and clinics furlough employees or freeze hiring initiatives. Ruddock notes that “six months ago, almost any rural healthcare employer would have told me they needed more primary care providers. Now, as a result of COVID 19, I’m seeing rural primary care providers being let go due to a lack of volume and financial constraints. This isn’t happening everywhere, but I’ve seen this occur more in the past six months than the last five years.” Many continue to wonder if the financial implications of COVID-19 will lead to an increase in mergers between health system and how the plans of large corporations like Walmart and CVS to enter the health care field will impact the already tight competition for providers, especially in rural areas.
Like their counterparts in metropolitan areas, rural recruiters are watching trends and working hard to leverage what they can to continue to bring top talent to their communities. In rural areas, recruitment professionals understand that they have a window to work with providers seeking new opportunities in smaller communities.
They continue to work hard to build long-term relationships with candidates while being mindful that health systems’ long-term viability may depend significantly on how the pandemic continues to unfold in the coming months.
Absent a crystal ball; the future is uncertain whether you live in a city of millions or a town of just a few hundred. But one thing is sure; rural recruitment professionals are continuing to adapt to an ever-challenging and changing landscape. With COVID-19 still a very real presence across the United States, collectively, they are finding creative solutions to both old and new challenges and are embracing the success of every new provider they bring to their communities.
When I was offered an opportunity to start a new Onboarding program for our faculty practice 11 years ago, there were very few successful programs out there to replicate. Fortunately for me, I was a member of AAPPR and was able to rely heavily on my colleagues to bounce around ideas and they were always there to encourage me. As my program developed, I expressed interest in presenting at an AAPPR conference. Though I was nervous about presenting, I genuinely wanted to share what I was doing and learn with other AAPPR members. After interest grew in onboarding within AAPPR, I was asked to create an onboarding presentation for our AAPPR fellowship program (Now the CPRP Certification). I accepted the invitation to present and found out – I love presenting! I had found a hidden passion. Additionally, one of the highlights of my career was in 2016, our onboarding program was awarded a Best Practice honor by Joint Commission. Was AAPPR done helping me unearth and bring out passions and talents inside me? Not by a long shot.
Early in my membership, I realized that the recruitment niche of the academic arena was not truly represented in AAPPR. When I approached the AAPPR leadership at that time about the interest in creating a chapter for academic members, they were very supportive. Within a few short weeks of making phone calls, I had several academic members interested in creating a formal chapter – AIR – Academic In House Recruiters – and we were off and running, developing governing documents, having monthly meetings and developing educational content to meet the needs of academic members. A few years after that, I changed my role to onboarding and did the same thing – and the OAR – Onboarding and Retention Chapter – was created. I never thought I was capable of originating or leading in that capacity and gained so much from the experience. I had found more skills I didn’t know I possessed, and another hidden passion was now uncovered. I built on that success and gained more confidence to do something else I thought I’d never do and ran for an AAPPR board position where I served for six years. AAPPR had opened yet another door for me to grow and develop on my journey as a professional.
How did the journey begin? I honestly believe it was with those first few AAPPR relationships. The encouragement, answers to questions and support kept me confident enough until, in time, I was advising others. The strength of the networking within AAPPR helped me find strengths within myself. It can start with one person, or even one meeting – and the connections just blossom from there! The networking among AAPPR members is off the charts. Our members are there for each other – to celebrate with you and to help you when times are tough. When a member calls me with a question, I love being able to give them the name of another member they can call who has had similar experiences and can give them insight.
AAPPR is also there to provide support as I work to impact health care in my community. Our internal colleagues work hard to ensure our new providers have a great onboarding experience and thus help increase retention for their organization. We recently added offboarding to our department’s responsibility and reporting to leadership on trends/ concerns that need attention to ensure our providers are happy and stay. Less turnover means less red tape and interruption of first-rate service and AAPPR is there to give recruiters the information and inspiration they need to retain top providers.
The AAPPR networking and educational opportunities really come to life at AAPPR conferences and events. The events help keep members connected, and the more involved you get in AAPPR, the more valuable, and fun, the connections become. Something fun to do at an AAPPR conference is to wear ribbons with various titles. Some of those are traditional – Board Member, Presenter, etc. and some that the vendors give out are more fun. At one of the conferences a few years back, an AAPPR colleague had a DASPR designation and I said that I liked all his ribbons except for the DASPR…we talked about him needing to get his FASPR certification (Now the CPRP Certification). At the next conference, when we connected, he proudly showed off his FASPR ribbon. I guess another hidden passion I’ve found is helping to promote all the tools and resources available within this organization, just like others did for me when I got started. Members encouraging other members and both wanting the best for each other – that’s AAPPR!
Officially, AIR is a Shared Interest Group (SIG) of the Association for Advancing Physician and Provider Recruitment (AAPPR). AIR’s membership consists of in-house recruiters across the nation who ac into faculty-affiliated jobs, either at their respective university, affiliated hospitals, or groups. The organization is dedicated to empowering the advancement of academic recruiters through networking opportunities, education, creating a platform for research and articles, promotion of member facilities to residents and fellows, and serving as a collaborative organization for support of members.
“This special sub-group of physician recruiters faces a daunting set of additional challenges and serve an incredibly important part of medicine in our country. AAPPR works every day to remain a trusted resource for information, advocacy and support,” said Carey Goryl, MSW, CAE, CEO of AAPPR.
All physician recruiters help hospitals run smoothly and help reduce red tape within administration offices by making sure the best physicians in the country are hired and then retained. However only AIR members are tasked with finding top physicians also seeking faculty roles and leadership positions on research teams.
AAPPR understands the importance of a career dedicated to recruiting talented, passionate individuals to academic medicine. It is our mission to provide tools and services to meet the needs of our members. Academic In-House Recruiters who join AAPPR receive a quarterly rotation of membership calls, webinars and the “AIRmail” newsletter to share information. Membership in AAPPR brings academic recruiters together to share ideas, strategies and information to create further awareness of academic opportunities among physicians. Any member of AAPPR can join the Academic In-House Recruiters at any time for no additional cost.
Further AIR goals are to:
For those who have come to understand the strength in numbers that comes with a membership in AAPPR and AIR, it’s the perfect time to join and invite others to embrace the #IamAAPPR campaign.
A unified mentality is at the heart of every successful organization. When we work together, we can elevate the recruitment profession and encourage others to support, join or otherwise positively influence our organization.
Being part of AAPPR has made a huge impact on my career. I volunteered to present during an AAPPR conference in Minnesota about Applying Lean Principles to Physician Recruitment. Unbeknownst to me, the CEO of American Hospital Dubai was in the audience. Within a few months I was recruited to the Middle East to set up the first in-house physician recruitment department in the Middle East.
During my career in this field, and especially as a member of AAPPR, I have met some incredible, hard-working individuals who really want to be the experts in the field of Physician Recruitment. When I first joined, I was lucky enough to have individuals help me with templates and great ideas and suggestions so that I did not have to re-invent the wheel. Over the years, I have done the same for new recruiters and have offered any tools, templates and techniques I can share. I have built incredible relationships with the vendors over the years, which has strengthened my position as a recruitment leader and has given me additional credibility as an expert in my field.
I’m always singing the praises of being a member of AAPPR. When asked what’s the biggest reason someone new to this field should join, my immediate response is networking. Simply stated – Networking Is Everything! Suppose you are serious about being in the physician recruitment world. In that case, you absolutely need to be part of an organization that allows you networking opportunities and unparalleled educational opportunities that can help you advance in your career. It is an incredible feeling to see all your peers during the yearly conference and the amount of love and support you will receive as part of the AAPPR family! The support of the AAPPR family has allowed me to remain in this profession longer than I ever thought possible.
Physician recruitment is rarely a career you choose; it is often something you fall into or stumble upon. Having the ability to be part of selecting the healthcare providers who live and work in your community, where you and your family live, is an incredible feeling and provides a real sense of accomplishment and most of all, pride. YOU can help decide WHO will take care of your community. How incredible is that?
My involvement in AAPPR has not only opened all kinds of doors for me; it has challenged me to do things I never thought I could. Being around so many other passionate people made we want to do more myself. For example, I was one of the first guinea pigs for the Associate, Diplomate and Fellowship exams (Now the CPRP Certification). I was also part of the committee that writes the fellowship questions and presented numerous occasions on various subjects. I am so extremely proud to be part of such an important organization that is so supportive and inclusive. The fact that so many individuals offer their time to volunteer for this organization tells you how important this group is and how we all want others to succeed and how we want to support each other.
Provider recruitment is not a job, it is a lifestyle that we all have chosen somehow. Since my sons were small, they have always known mom was part of an important organization and loved the giveaways I would bring home for them. They were proud of me when I told them I presented to a large group of recruiters. The conferences have become the part of my year I look forward to and I have gone every year except for 2020 due to COVID-19. I always look forward to seeing everyone and meet new colleagues. The best part is always the evening event where everyone, members and vendors spend time together. The mood is different the next day and people have finally had a chance to relax and have fun together as a group. Having a book signed by the author thanks to PracticeLink is always amazing and something I show at home with great pride.
If you are a company that has anything at all to do with provider recruitment, you need to be involved with AAPPR. This is where all provider recruiters go for their education and for their networking and information gathering and guidance. Not participating in the programming, networking opportunities or annual conferences would be a real missed opportunity to bolster your career, brand your company and create relationships and contacts with the people you need to help grow your business. Take it from me; this membership is time and money worth spending and the best ROI you will ever get.
Over the years, so many members have positioned themselves as big brothers and sisters to me. I often needed some career advice and those I’ve reached out to have ALWAYS been there for me, guiding me when the road ahead was a little unclear. To have that type of support that you don’t have in an office setting is invaluable.
In a way, AAPPR has become part of my family story and I would not change a thing about it. I am a proud member of AAPPR.
OKEMOS, MI / ACCESSWIRE / October 7, 2020 / According to a recent physician and provider recruitment benchmark study filling Surgery and Primary Care physician positions took less time last year – a five-year low for Primary Care placements. The study, reflecting data just prior to COVID-19, also showed that Health Care organizations continue to grow and seek more physicians. The report comes from the Association for Advancing Physician and Provider Recruitment (AAPPR), whose members are the leading authorities in the recruitment to retention continuum.
Nearly 150 AAPPR health organizations participated in the extensive annual research study representing more than 11,000 searches, almost two-thirds specific to physician searches.
Additional findings from the just-released 2020 In-House Physician and Provider Recruitment Benchmarking Report include:
“The time it takes to fill a physician search is a metric tracked by all health organizations and is often the most important data point to healthcare executives. I’m happy to see this number decreasing as it may point to added efficiencies and the leveraging of technology within in-house recruitment teams,” said Emerson Moses, AAPPR Board President-Elect. “It is good to see that organizations continue to add recruitment and talent acquisition staff to their in-house teams, which must almost certainly contributes to increased effectiveness.”
Carey Goryl, CEO of AAPPR stated, “It was a positive sign that so many organizations participated in the study even amid the start of COVID-19 in the U.S. It was important to capture the industry’s data as it was pre- COVID. What we’re seeing and hearing now is that there are more physician candidates in the search pool, especially in rural areas. And from in-house teams to placement firms, many are noting that the time to fill positions is getting even shorter.”
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.
AAPPR also offers a Compensation Calculator that estimates a recruitment professional’s compensation based on factors such as role in the company, years of experience, formal education, organization size, etc. to anyone who purchases the report.
The Association for Advancing Physician and Provider Recruitment (AAPPR) is a professional organization comprised of nearly 2,000 members focused solely on advancing in-house physician and provider recruitment professionals. AAPPR is the leading authority on physician/provider recruitment and retention.
The complete 2020 In-house Physician and Provider Recruitment Benchmarking Report is available to organizations for $399. To order, please visit https://aappr.org/research/benchmarking/ or email firstname.lastname@example.org.
For more information, contact:
CAREY GORYL, CEO
SOURCE: Association for Advancing Physician and Provider Recruitment
Lynne Peterson, CPRP, is the Senior Director and Ambassador of Provider Recruitment and Retention at Bluestone Physician Services. Reflecting on what AAPPR means to her, Lynne states, “AAPPR members are unique in that they start the physician and provider recruitment process at a different place and a different perspective – from inside the health care setting. They are mission-driven. In-house recruiters know their communities. They are dedicated to bringing quality care to their friends, neighbors, and families.”
Furthermore, Lynne believes that in-house recruitment professionals genuinely care about the entire process of placing physicians and providers in their health care system. “There is a sound and effective methodology that our recruiters adhere to; there is concern about fitting into the culture, the community, about how their children or family would like it.” In-house recruiters are dedicated to ensuring that providers have all the information they need to make the best employment decisions for themselves.
“Advancing the recruitment profession has been especially important during this time of constant change in health care and response to the Covid-19 pandemic,” says Lynne. “AAPPR members stand together, and that makes us resilient – our organization continues to listen to our members, partners, and peers to understand the changes in the health care landscape as it relates to provider recruitment. #IamAAPPR!”
#IamAAPPR is a celebration of our members and the fantastic work they do in health care in their communities every day.
Carey Goryl, MSW, CAE, is the CEO of AAPPR. Carey believes that the #IamAAPPR campaign is a platform to highlight AAPPR members, strategic partners, and programs directly from people living it every day. AAPPR is a committed partner in advancing physician and provider recruitment professionals and their careers, connecting the best and brightest across the United States, but AAPPR doesn’t exist without its members and strategic partners.
Carey says that membership in AAPPR is not only about the beneficial opportunities to connect and engage, it is also about the educational content that is not available anywhere else. AAPPR publishes critical data and research unique to the recruitment continuum. AAPPR helps you stand out as an expert in the recruitment profession by offering mentorship, certification, webinars with thought leaders, and so much more.
Carey believes that, by far, the most significant advantages of AAPPR membership are the relationships members develop and their ability to interact with each other. AAPPR facilitates these connections.
“There is a strong sense of pride that comes with being a part of AAPPR – The #IamAAPPR campaign allows us to showcase that pride and our unique members. We hope you’ll join us in sharing your testimonials and stories by partaking in our survey.“
The high cost of turnover in health care and the ever-present provider shortage validates the importance of strengthening physician and provider retention strategies in every organization. A study by the University of Virginia Health System determined that physicians were more likely to leave their positions if they felt they were spending too much time in a particular area of their jobs. Stay interviews can be one way to review the right balance of patient care, administration, research, and teaching to make or break a physician/provider’s desire to stay with a specific organization.
Over three months after the United States began restricting movement to flatten the curve of COVID-19, in-house physician recruitment teams are still innovating and adapting to a new form of recruitment and hiring. AAPPR recently queried of its members through both an online survey and personal interviews to hear directly from them on what had changed in their profession.
The data shows a tale of two roads diverging: those who stopped and those who kept recruiting. The impact of those two differing paths remains to be seen. AAPPR surveyed its members in June of 2020 and conducted qualitative interviews that dove deeper into members’ experiences. Interviews were done with members from large and small organizations and from coast to coast. In every member interaction today, AAPPR hears stories of adaptability and resilience. Some don’t wait to be redeployed; they become leaders and share their transferable expertise. Mentoring has grown, especially with or by those who have been furloughed. This has been a time to be reflective and invest in oneself. The stories our members have shared with us are truly inspiring.
We all experience life stressors or stimuli at varying degrees. Many of us face challenges, priorities and deadlines in life that can seem overwhelming at times. Left unchecked, these can have a devastating compounding effect. This can lead to lack of concentration, disengagement, withdrawal, loss of joy, severe emotional distress and physical health issues. It can lead to burnout! The goals and objectives of this webinar are to: