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.
Have you ever wondered how our candidates experience their interactions with us? How do we compare? We think we provide them with a WOW experience, but do we really? In general (not clinical specific), 49% of job applicants decline a job offer due to poor candidate experience. As we all know, a job search can be one of the most stressful things in life.
How does our job seeker feel about our organization as a potential employer, based on their interactions with us throughout the entire recruitment process? There are many touchpoints during the Talent Lifecycle, from job boards and conferences to conversations with sourcers, recruiters, coordinators, hiring managers, credentialers, onboarders, and trainers.
It is a good idea to review your recruitment process from beginning to end to determine if it meets your and your organization’s expectations—a good review can expose gaps that need addressing. Measuring candidate experience can be tricky. However, you can learn much through surveys, application abandonment rates, decline reasons, and referral rates.
Some best practice tips for a positive candidate experience process include:
A poor candidate experience can risk losing top talent and might harm your organization’s reputation. Poor reviews might dissuade other candidates from considering your organization.
A better candidate experience will lead to better outcomes. We all want to hire and retain top talent, but losing someone because of a poor candidate experience would be a real miss in today’s recruitment climate.
The Association for Advancing Physician and Provider Recruitment’s (AAPPR) Board of Directors is pleased to announce the selection of Aisha DeBerry, MBA, CPRP-DEI, as its new President of the Board of Directors, effective March 24, 2023. DeBerry has served on the Board of Directors since May 2017. AAPPR is proud to share that Aisha will be the association’s first female black president.
In her new role, Aisha will explore opportunities to foster deeper connections between AAPPR, its members and its partners. She’ll also focus her efforts on supporting AAPPR’s strategic imperatives, including empowering members and working to elevate the profession of physician and provider recruitment.
The most critical focus of Aisha’s role will be leading efforts to diversify AAPPR’s board. She believes she not only has the power to advance diversity within AAPPR, but to support physician and provider recruitment professionals in their work to create a more diverse healthcare workforce in their organizations. Her goal is to continue building and working with a board that the reflects the diverse healthcare pipeline and the patients that they serve.
With over two decades of healthcare recruitment industry experience, Aisha is the Executive Director of Provider Recruitment at UVA Health. UVA Health is an academic health system that strives to provide excellence, innovation, and exceptional quality in the care of patients, the training of health professionals, and the creation and sharing of knowledge within a culture that promotes equity, diversity, and inclusivity. UVA Health is an expansive network comprised of the UVA Medical Center, UVA Community Health, UVA School of Nursing, UVA School of Medicine, UVA Transitional Care Hospital, University of Virginia Physicians Group, Claude Moore Health Sciences Library, and several other strategic partnerships and alliances.
Aisha received her Bachelor of Science degree in communication from the University of Utah and a Master’s degree from Liberty University. With over 20 years in the healthcare recruitment industry, Aisha is well-equipped to guide AAPPR toward unprecedented success during her term as Board President, which begins on March 24, 2023 and runs through March 2025.
Additionally, the Board of Directors has renewed terms for Marjorie Alexander-Vermeulen, MBA, CPRP; Allan Cacanindin, CPRP, CDR; Logan Mary Ebbets, MS, CPRP; and Stephanie D. Wright, MSA, CMPE, CPRP.
The 2024-2025 Board of Directors brings together a wealth of leadership and expertise that positions AAPPR for success. With their guidance, the organization will continue to bring innovative solutions to healthcare recruitment.
Chief of Neurology: “Well, with all due respect, I’m not confident that you will fill this search for me”
Physician Recruiter: “If in six months I’m unable to find well-qualified candidates for you to consider, I promise not to bother you again”
And that’s how my first meeting as the new Physician Recruiter ended with Dr. Karoubi, my first client. His neurology position had gone unfilled for two years and he’d never worked with a specialized recruitment professional before. Within 90 days, I presented three excellent candidates to him: he hired one, created a new position for another, and eliminated a multi-million dollar contract with a specialty group. With that, Dr. Karoubi became my first Ally!
Transforming my health care system by introducing and establishing a physician recruitment operation has been quite the journey. Having this Ally became a game changer since physician recruiters were non-existent – and not welcomed – in the beginning. While I made the ‘rounds’ championing the value of the physician recruiter, Dr. Karoubi shared his experience – and results – with fellow department heads and executive leaders. Pretty soon, I had a growing network of allies that championed me and the physician/provider recruiter role. This allowed me to focus exclusively on sourcing for top talent and providing a concierge-like experience to my clients while my Allies cleared pathways and silenced the naysayers.
Now, 14 years since that first meeting, our operation has grown from the original team of six to more than 100 projected physician/provider recruiter hires by the end of 2023. What I learned from Dr. Karoubi, and others that followed, is I did not bear this change management burden alone! I credit this network of Allies with making the physician/provider recruiter role a permanent component of our health care system. There are two simple ways I keep those Allies working for me:
Engagement – Whether I’m working on a search or just ‘checking in’, I keep in touch with my allies. An email to remind them I’m one text or IM away to deliver solutions for them, a visit to their department just to say ‘hi’ or simply connect. This strengthens our partnership and further solidifies me as the provider recruitment subject matter expert.
Enlightenment – No, not in a TedTalk kind of way. I send the latest on what’s trending in the provider market and our industry for Ally-awareness – AAPPR Benchmark Studies and White Papers, Becker’s Hospital Review, Modern Healthcare, etc. This keeps us connected even when I’m not working a search for them.
Over the years, I’ve learned to lean on my allies as key strategic partners that champion our profession, at the most critical stages of this transformational journey. I challenge you to do the same by keeping your alliances alive!
Emerson Moses, MBA, CPRP-DEI, shared in her post last month how AAPPR made amazing strides in 2022 to expand the reach and visibility of the association. We have created great momentum and are now off and running into 2023. We have accomplished this through many strategic imperatives, but one of our most important goals is to ensure we maximize value for our members. One of the ways we do that is by offering a diverse suite of professional development opportunities.
Professional development and recruiter education is a cause that is near and dear to my heart. I would not be where I am in my career today without the help of AAPPR. Many moons ago when I first stumbled into a role in provider recruitment as a coordinator, I was a one-woman show with no mentorship or guidance internally. I had no idea what I was doing, and my phone was ringing off the hook. The best advice I ever got was to join AAPPR and get my certification. Within two years of starting my role, I sat for my certification and never looked back.
Many of my fellow board members have had similar experiences or can deeply relate to this sentiment. These experiences have informed how we prioritize the importance of educational opportunities for our members. Outside of the Certified Physician and Provider Recruitment Professional (CPRP) certification we have many educational offerings. In addition to our courses, we also host monthly round tables and webinars. Our webinars have always been a staple of AAAPR’s educational contributions, and we continue to collaborate with our affiliates and corporate partners to offer a wide scope of content related to every facet of our roles.
Over the last few years, we have worked diligently to expand our course offerings outside of the CPRP. We have launched an Onboarding and Retention Certificate, Locum Tenens Management Certificate, and our Diversity, Equity, and Inclusion Micro Certificate. We identified a gap in introductory education for new members, which led us to develop an Introduction to Recruitment course, which will launch later in 2023.
We continue to prioritize our education offerings as an association because the board understands that when our members succeed, so does AAPPR. Helping our members elevate themselves as professionals allows them to position themselves as subject matter experts within their organizations. This, in turn, creates more visibility and credibility for members and the association.
This year, whether you are new to the field or a seasoned professional, I challenge you always to strive to continue to learn and take advantage of all our educational offerings. Whether that is attending monthly roundtables or joining us at conference in Austin, TX in March, it will make an impact. Together our members and AAPPR will continue to grow and establish ourselves as “The Association and The Professional” for all things provider and physician recruitment.
As the year starts to wind down, and the seasons change, I naturally find myself in a state of reflection. Even more so this year, knowing that my time as President of the Board of Directors will soon come to an end. But before that happens, we have several critical months ahead of us where the Board will dive into our strategic plan for the next 3-5 years. Last week we brought our AAPPR Team, Board and Affiliate Leaders together in Salt Lake City to discuss the future, but it also gave us a chance to share with excitement all that is already happening with the Association! And we have much to be proud of!
Firstly, AAPPR Membership surpassed 2,000 members for the first time this year! We expanded CPRP eligibility and saw our new and legacy certifications climb to almost 700 – and growing! The AAPPR Benchmark report has been viewed and purchased this year (in just 2 months since publication) by almost 30% more organizations than the entirety of 2021! And AAPPR Membership retention has risen to 88% and includes over 500 new members. That just blows my mind – and it tells me that the strategic vision of the Board, and the implementation and management of Carey Goryl and her team has us on the right track.
I am also excited to share that this year we have engaged the support of a Media Relations firm, Franco, to further position the Association and our members as THE thought leaders in the space of Physician and Advanced Practice Provider Recruitment, Onboarding and Retention. Positioning our CEO, Carey Goryl, as the voice of the association was intentionally done to expand our ability to engage in new conversations across C-Suite leaders, healthcare media and the public. The AAPPR Benchmarking report was picked up by Beckers, The Advisory Board, Modern Healthcare, and at least 94 other news sources! We have Board members speaking at Becker’s Healthcare Conference in 2023, and several more sessions in the works! AAPPR and our leaders are also being featured in interviews with multiple leading healthcare publications.
The share of voice of AAPPR in the media when it comes to the work that all of you do is continuing to grow – and we are excited to see what the next year will bring!
There are so many more accomplishments, initiatives, and visions that we have seen come to life this year that I would need several months to cover it all. At the end of the day, I am incredibly proud of this Association – of a Board of Directors who isn’t afraid to shake things up, challenge what has always been and take us into the next phase of our profession; of a CEO and leader that enthusiastically is on this journey with us and never hesitates to push us to think bigger and better; and of our members who tirelessly, day in and day out, do what you do so exceptionally and so passionately that it almost brings me to tears.
Buckle up, my friends – 2023 is only going to get better! More white papers, expanded media presence and a continued drive towards bringing each of you the solutions that you need to do your best work and make the greatest impact in your communities. Not to mention our Annual AAPPR Conference in Austin featuring Keynote speakers Risha Grant and Valerie Alexander! Registration is open!
Take time to reflect yourselves this winter season – on all that you do, and all that you have accomplished. Enjoy your loved ones, your traditions and celebrate yourselves. You deserve it. Because you are, quite frankly, remarkable.
Doesn’t it seem like everything today is attached to some form of number? From stock market indices, labor workforce data, inflation rates…even mid-term election results, numbers can be found everywhere! Even running my computer as I type this post is based on numbers and highly complex computational algorithms.
Yet for all their worth, numbers are numbers, and they still need analysis and interpretation. Be it digits, graphs, charts, or color-coded figures, every number begs to shape a story and to become the very backbone of an author’s interpretation – an interpretation that may just lead to insightful information or perhaps, purposeful action to achieve a desired outcome.
From quarterly business reviews, forward-looking statements, budgets, to monthly operating reviews to the C-Suite and senior leaders, your prowess and keen intellect in the physician and provider space possesses the ability to use data to manifest a story. A story designed to inspire, strike motivation, optimize, innovate and shape the future of our nation’s health care delivery.
In fact, being a data-guided author makes you a more influential and confident leader to shape a unique story arc showcasing resilience, determination, and several hero moments only a good author can bring to life.
As an association, AAPPR remains committed to ensuring you have the toolkits and instruments needed to create a compelling story that makes you an invaluable asset to your leaders and this industry. Have you compared your organization’s metrics to even just one of the data points on the recent 2022 Benchmark report? How will your story provide you and your efforts a hero moment to becoming a premier destination employer?
Before 2022 ends, take the opportunity to tell the full story, be a talented author, be an industry leader, better you and your organization’s success in hiring exceptional physician and provider talent, and more importantly leave a happy ending with many of your readers smiling.
The End.
Have you ever seen the show, Undercover Boss? I remember how fascinating the first few episodes were (until it got cheesy!), and how interesting it was to look behind the curtain of different professions. I always enjoy hearing about the experiences of AAPPR members, so I was very excited when, this summer, I had the opportunity to shadow Patti Crabtree, CPRP, a Sr. Physician and Advanced Provider Recruiter at Indiana University Health for the day. It wasn’t quite Undercover Boss, but it was just as interesting to see how a #typicalday played out for one recruitment team.
I received my itinerary the week before and ubered to their offices early on a Monday morning in August. The team is hybrid, but I was there on a staff meeting day, so most who were local were there. After making the rounds of introductions, we headed back to the desk to check email, #typicalday. Next was a series of meetings, both zoom and in person, #typicalday. We were supposed to do a phone screen, but at the last minute the candidate had to reschedule, #typicalday. Having lunch with the onsite team was great to learn about them and then pepper them with questions! From there more meetings to talk sourcing strategy on a 2 year + rural search and then checking in with a service line leader on the status of interviews. In between meetings we logged data in the ATS, #typicalday.
Some of you know already but my background is not in physician recruitment. After nearly 7 years with this association as CEO and on the Board, I know the content but had never experienced a day in the life. I can read about it, hear about it, but I wanted to experience it.
What I observed:
There are only so many ways to find a needle in the haystack. While there are many tried and true methods that will work for most physician searches, often enough it requires a more methodical approach to ensure you’re covering all of the haystack, with the right message, at the right time to capture that right person. You can’t give up. It is also important to celebrate when you do find that ideal candidate and see first-hand how your efforts have paid off.
The benefit of shadowing on a Monday is that folks like to talk about their weekend. It reminds us that we’re not robots on a job, but real people with real lives. Doug Lewis, Executive Director, does a great job in building his team and I really enjoyed watching the team engage with each other, being human. Its important to practice that to bring that human connection to candidates and new hires throughout the recruitment process.
It still seems that it is difficult for colleagues who don’t do recruitment to honor the nuances in physician and provider recruitment. It seems underestimated and so recruitment teams must continue to internally explain their value at every opportunity they have. Recruitment truly is a team sport that takes the commitment of a whole organization, and as team captain, recruitment professionals have a crucial role to play in ensuring the team is aligned and at their best.
A huge thank you to Patti, Doug and the entire team at IU Health for letting me follow them around and see a #typicalday. Congrats to Patti on her upcoming retirement!
As we roll through the dog days of summer, we hope that our AAPPR members have had a chance to unplug and use some of their coveted vacation time. The Board of Directors at AAPPR, purposely pauses many meetings, during July and August, to allow board members and staff to prioritize time-off. With the intent that we can truly unplug, put that “out of office” message up, and not feel obligated to respond during our time away from the office.
We always talk about physician and provider well-being, but it is important to remember that we can get burnt out in our roles too. It can often feel like there is not enough time in the day to get everything done. This can make it hard to justify time away from the office and we can get complacent by telling ourselves we’ll do it later. How many of you have 50 to 100+ hours of paid time off, sitting in your accrual bank right now? That later is now.
The work will always be there, and you may lose that hard earned vacation time if you don’t use it. And you should absolutely be using it!
It has taken me a long time to become comfortable, unapologetically, with prioritizing time away from the office. If I don’t take that time to refill my cup, carve out time for things I enjoy, and spend uninterrupted time with friends and family, I wouldn’t be able to do my best work or put my best self forward to candidates or colleagues. It helps keep me grounded and able to give more when I am back at work.
As we embark on a busy fall conference and recruitment season, I want to remind everyone there is still time to recharge! We look forward to seeing you out there in a few weeks. In the meantime, use that vacation time unapologetically, make some memories and spend your time on things that bring you joy. I’ve learned the work will always be there, and the only person who can prioritize my health and well-being is me. Now, where is my hammock for that mid-afternoon nap?
OKEMOS, MI – The Association for Advancing Physician and Provider Recruitment (AAPPR), the leading authority of physician recruitment and retention, is celebrating the first group of members to complete its Certified Physician/Provider Recruitment Professional Diversity, Equity and Inclusion (CPRP-DEI) certification. The certification program was launched during the AAPPR Annual Conference in April 2022.
The course, which has been peer reviewed by fellow physician and provider recruiters and approved by the AAPPR Board of Directors, provides an advanced certification for those already holding a current CPRP certification. Through this curriculum, AAPPR is working to give recruiters the tools they need to create a more diverse and inclusive environment in their organizations.
“We recognize the need for providing relevant and actionable learning opportunities to further the cause for social justice and equality in health care and our world,” said AAPPR CEO Carey Goryl, MSW, CAE. “After completing the program, participants can demonstrate skills and leadership proficiency in diversity recruitment, further fostering a new ability to influence effective DEI and diversity recruitment strategies to support and drive systemic change.”
The following AAPPR members received their CPRP-DEI certification after completing the program:
To earn this distinction requires members to complete 3.5 hours of self-guided learning along with other instruction and then passing an exam.
The next available course for certification will be held on November 16, 2022 in Indianapolis. For more information, visit https://aappr.org/news-events/fall-in-person-courses/.
The Association for Advancing Physician and Provider Recruitment (AAPPR) is a nationally recognized leader in health care provider recruitment, onboarding, and retention. For more than 30 years, AAPPR has empowered physician and advanced practice provider recruitment leaders to transform care delivery in their communities by providing best-in-class practices, up-to-date industry knowledge, and evolving innovative approaches for hiring, onboarding, and retaining exceptional clinical talent. To learn more or to become an organizational member of AAPPR, please visit https://aappr.org/join-now.
As we begin to settle into the new demands of physician recruiting after a worldwide pandemic, the majority of Physician Recruitment Talent teams have been gifted with high demands to add Physicians and Advanced Practice Providers as soon as possible to the more challenging medical specialties. Organizations are finding they need to rebuild and replenish the workforce after the pandemic and get ahead of strategic plans developed without understanding the shortages of Physicians and other Providers forecasted by X specialty.
Our organizations are desperate for us to assist in solving the staffing and growth strategies they have planned quickly. It leaves us asking, “what can I do to fill the gap?” Typically, summer is a hectic time for physician recruitment teams, and we tend to revert to strategies that have been tried and true. Methods include email campaigns, marketing at related specialty conferences, career fairs, texting, social media, etc. Often as in-house recruiters, we decide to walk the road alone as long as possible before we cry out for mercy and engage the assistance of others. Yet, I believe we must abandon our thoughts of independence to achieve our big wins and embrace the true team model. That means we must consult, partner, and add resources in ways we previously considered taboo. Even in sports that are deemed solo efforts, a NASCAR Driver has a pit crew, the NFL has special teams that just kick, and golf has a caddie to advise on which club to use, the distance to the hole, and any unforeseen rugged terrain which could interrupt the ball finding the cup. If we think about it, there is always a consultant, coach, prep/service team, and other partners within most endeavors.
We need to engage in conversations with our internal stakeholders, Physician Leaders, and other key stakeholders to update interview timeframes and our processes, and reassess candidate profiling requests to refresh everyone’s expectations on timing, review any data, activities, and responses you have collected to reset the conversation.
Take a moment, to be honest. You need help! We must consider bringing other aligned partners (aka. search firms and other partners) into our conversations and strategic planning as soon as possible. Remember the goal, which has been stated so perfectly by PracticeLink, Recruit, Hire and Heal. All things aside, we need to move faster, expand applicant pools, and get our pipelines full to ensure the best outcomes.
And we need to use our best resource, Physicians. Physician referrals are some of the most solid and sure bet referrals. So we must encourage and work with our leadership to develop a Physician Referral program that provides financial incentive payments.
Remember, you are not alone in your race. Pause, breathe, start a conversation on AAPR’s chat, and use this wonderful community for support as we are all frenemies in the same race and have real empathy for the unique situations only found in our industry. Pace yourself, make a reasonable plan with reachable goals, and remain in the game.
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