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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.
Has anyone noticed how much higher recruiter turnover is these days? Or employee turnover in general? There are a lot of people “on the move”. Many of us are reached out to for positions weekly, and sometimes daily. We are all sought after, and we are all burned out. And who knows, the grass might be greener on the other side??
A July 27, 2021, article on LinkedIn Talent Blog stated, “New Data Shows a Soaring Demand for Recruiters and Where You Can Find More of Them”. This Blog quoted that there are 364,970 Recruiter jobs advertised on LinkedIn Worldwide. And for comparison they stated that there are 342,586 Software Engineers roles open on LinkedIn Worldwide.
Recruiters are in VERY high demand across all industries and all over the globe (not just in healthcare in the U.S.), especially since the world has seen some signs of recovery from the pandemic.
What can we, as individuals, do to keep our teams together? As we all know, strong relationships = strong results. As our friend, Philosopher Aristotle said: “the whole is greater than the sum of its parts”. As a well-oiled team we can get much more done than each of us individually.
So how can we keep each other engaged and motivated? We probably can’t stop people from leaving for large pay increases or promotions, so how can we let our teams know that we love working together and that we appreciate them?
I started sending handwritten notes to individuals on the team who I felt could use an encouraging word. And when I say team, I don’t just mean those who are in the same department as me. For me a team consists of all who work together for a common goal! I am fully aware everyone is going above and beyond, and everyone works morning, noon, and night in our industry. I want them to know they are appreciated!
I have also started picking up the phone and letting someone know they have done a great job with this hire in this very difficult market. Under “normal” circumstances I might have sent an email: “great job”. That is just too easy! In this electronic and remote day of age, we need more personal touches. Send something small for a birthday, get some people together on a video call and sing “happy birthday” together. We warn everybody before we do this that they most likely will end up with a headache, but they all absolutely love the fact that we take a few moments and celebrate their special day. Do not lose those personal connections and let’s keep supporting each other now more than ever. And when a new recruiter/sourcer/coordinator/credentialer joins your organization, be extra supportive and remember your first few weeks in a new organization. We are all in the same business; making sure our patients have world class care. Let’s do this for them; they deserve a strong team!
We’re excited to announce that, in early November, the AAPPR Academy will be launching! The Academy will be the new hub for AAPPR learning, with a more user-friendly experience to track your progress and locate desired webinars. The online CPRP certification course, live and on-demand webinars, resource library, and much more will be included within the Academy platform!
NOTICE: The AAPPR Learning Center will be shut down for a two-week time span from October 19-November 2 due to the data transfer. During this time, members will be unable to watch webinars, upload external CE credit, view CPRP materials or take the exam.
To that end, members will need to pause all online AAPPR education during that data transfer period. If you are currently progressing through the CPRP program, your progress will be transferred to the new AAPPR Academy. You may elect to finish the CPRP course before October 18, but this is not required.
With any questions, please contact info@aappr.org.
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
It’s Friday, and you have a physician who starts Monday, and the medical staff office hasn’t cleared them for a start. Meanwhile, you have a recent hire who has questions about their offer letter. Oh wait, you have to work with the department for another physician for last-minute coverage? But hang on, you also have to post the internal medicine position your leader wanted two months ago for a start date in the next three months. Then, whoops, your email just notified you that another physician resigned, and a department lead just sent you a text message saying they need an advanced practitioner partner and asking when you can meet to discuss the recruitment strategy. And the list goes on and on. Sound familiar?
As if the day-to-day challenges of recruiting talented physicians and providers weren’t enough, many of us find ourselves asking how we are going to get the job done…in a timely way, under budget, without adding resources, and delivering what seemingly becomes an all-too-often quest to help educate and realign stakeholder expectations.
From becoming and staying a destination employer to having the selectivity of candidate-of-choice, today’s recruitment environment leaves little in the way of maintaining a competitive advantage to recruit exceptional talent.
Undoubtedly, the success you encounter is not easy, and the days of advocacy for your needs are few and far between. But there are ways to stage your best advocates for success — your C-Suite and leaders. Really! Despite the unrelenting question of ‘where’s my hire?’, instilling their needed trust and support for you and your ideas requires not only your knowledge to speak their language, but to do so in a meaningful and effective way to help remove recruitment barriers and level-set expectations for an increasingly competitive market.
The art and science behind the language of the C-Suite and leaders is fueled by none other than data — and, more importantly, the interpretation/translation of that data into action. After all, data points are meaningless numbers without the understanding and recommendations of physician and provider recruitment leaders like you. Data fueling a recruitment strategy yields greater value by the C-Suite and senior leaders for a more effective and efficient approach to recruitment with greater confidence that clinical workforce growth goals can be achieved. Without data and value analysis, the risk of losing millions of dollars in lost revenue, expensive position vacancies, and perhaps costly temporary staffing resources.
For key data and strategies to help your C-Suite and leaders become recruitment advocates, please download our Creating Advocates Among C-Suite and Leadership quick guide.
Ready for more C-Suite/leader language? Be on the lookout for the next blog post, Let the Numbers do the Talking: Developing Effective Executive Dashboards to Showcase Your Success!
AAPPR is seeking your participation at the 2022 Advancing Connections Annual Conference at the McCormick Place in Chicago on April 24-26, 2022.
To apply, click on the link below and review all the information needed to complete the form before starting your submission. It must be completed in its entirety at one time. If you close your browser before clicking the Submit button, your work will be lost. Each field marked with an asterisk is required (including attaching headshot(s) of the presenter(s).
All submissions will be reviewed and evaluated for content and learning methodologies that will assure balanced, high-level engagement from our participants.
Should you have questions, please send a message to events@aappr.org. Thank you for sharing your ideas and expertise!
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
In April, AAPPR held its annual conference virtually with over 600 members across the United States attending. Over two full days we were able to connect with one another and learn from subject matter experts on a wide variety of topics. As we settle into the summer months and ramp up our onboarding season, I am excited to implement new approaches and processes that were takeaways from our annual conference. For example, I have completely updated my recruitment to retention plan. If you’re not making consistent improvements, your recruitment practices will be out of date in no time. It is hard to articulate the true value of AAPPR’s annual conference. Sure, it is educational, and we are able to connect and learn from our peers, but in reality, it is so much more. The annual conference is hands down my favorite event that AAPPR hosts. If you are a new member or haven’t previously attended, I highly recommend that you save the date and attend next year’s conference in Chicago, April 23-27, 2022.
As a member of AAPPR, you already know that new content and programming are generated weekly. The roundtables that began during the pandemic continue to be extremely helpful and a wonderful way for members to get to know one another. As an independent director of a recruitment team, I do not have the opportunity to bounce ideas off peers. Networking and volunteering through AAPPR provide a support system for me and help me to stay up to date on trends in the industry.
Serving on the Board of Directors, I can attest that the leaders of AAPPR have been very strategic over the years to ensure long-term organizational sustainability for our members. We are so fortunate to have an industry association that supports us through relevant content and education events. The AAPPR live webinar series welcomes a number of speakers year-round to discuss trends and hot topics in recruitment. Whether you are new to the industry or a seasoned professional the webinars are a great way to keep up to date on the latest developments from sourcing through interviewing and from onboarding to retention.
Moving into fall, I am looking forward to the return of in person events at regional affiliate meetings and the opportunity to participate in face-to-face discussions with colleagues from other organizations. The mission of AAPPR is to continue to advance the physician and recruitment profession and careers of our members. With the continuing education opportunities offered to our members both in person and virtually, AAPPR remains the industry leader in physician and provider recruitment.
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:
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.
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!
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