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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.
#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.
Download COVID-19 Impact & Response Infographic
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.
Health care is a human-centered experience and, as an organization of health care professionals, it is heartbreaking and tragic that in 2020 we find ourselves still struggling with issues that are so fundamental to human dignity. The deaths of Ahmaud Arbery, George Floyd, Breonna Taylor and so many countless others bring to the forefront the fears and injustices that Black People have faced for generations. As an organization, AAPPR stands unequivocally with Black People, including our members, colleagues, patients and all the voices in our communities that have long been ignored.
As a Board, our perspectives are as diverse as the individuals we serve, but
collectively as the nation’s leading professional association for physician and provider recruitment, we are both committed to and value diversity at all levels. We acknowledge that systemic racism and discrimination impacts all of us in one way or another and we believe that as an association it is our responsibility to educate and align our own practices so as to not enable it to continue. We are in a unique position to touch the lives of not only the physicians and providers we recruit but also to play a meaningful role in the health and wellbeing of the communities our recruits serve. Moments like this heighten our awareness of the broader and longstanding public safety and health service disparities in our communities of color. We cannot remain silent in the moments that matter the most. Our impact is too large.
Over a year ago we started a conversation that recognized the need to expand diversity, equity and inclusion in our leadership and membership and have taken steps to actively do so. But we will not stop there. We are committed to continuing that conversation and moving forward with action and education. As a start, we must look inward to recognize and address the work that still needs to be done to become a more diverse and inclusive association and community. Additionally, we recognize the need for providing relevant and actionable learning that furthers the cause for social justice and equality in our world.
With that in mind, AAPPR would like to hear from you. How can this association support and equip you with the knowledge you need in your professional role?
Let us know what you think. >> https://www.surveymonkey.com/r/AAPPRDEI
As a result of this feedback, the AAPPR Board is looking to form a Diversity, Equity & Inclusion (DEI) task force, comprised of both Members and Strategic Partners, to review policies, structure, relationships and opportunities to ensure inclusiveness across all our relationships externally & internally, including but not limited to:
• Membership
• Educational Content
• Strategic Partnerships
To our members, colleagues, friends and loved ones in the Black community: We see you. We hear you. We are listening. We are committed to being a champion for equality as we continue forward together.
The AAPPR Board
As recruitment professionals, we are keenly aware of our organization’s brand and branding strategy, but have you given the same thought to your brand? What does your professional brand say about you?
Like your organization’s brand, your professional brand establishes who you are and what you value. Your professional brand can not only help you stand out in a competitive job market but can also distinguish you in the workplace.
In this guide, we will look at tips to help you build your professional brand across multiple channels and leverage that brand for maximum results.
In collaboration with our members and the feedback, resources, and insights they have shared through Member Chat, AAPPR has compiled the following suggested tips for virtual interviews.
In the last several weeks, we at AAPPR have watched our members pivot and adapt to the effects COVID-19 has had on our world and on recruitment professionals. We have listened and are here to continue to support our members.
Overnight, the health care industry has mobilized to address patient care during a worldwide pandemic. With the onset of COVID-19, the national physician shortage is evident. AAPPR members must continue to source, screen, interview, select, offer, hire, and onboard providers to meet the demands placed on hospitals and health systems. Many recruitment professionals are considered essential personnel by their health systems and are continuing to do their jobs in recruitment, though many have been redeployed within the health care workforce assisting clinical teams. They have leveraged their knowledge of provider backgrounds, qualifications, and credentialing to provide necessary information for health care leaders to make crucial staffing decisions. All the while, recruiters have strategized to develop new skills and processes in real-time. Here are a few of the changes we have seen.
Following state guidelines, many health care organizations have asked recruiters to work remotely. Our recent benchmarking survey showed about 56% of recruitment teams had established work from home policies and practices. For other recruitment professionals working remotely means creating new workflows, opening new communication channels, and adapting processes. Many now need to balance a home office and childcare while whole families shelter in place.
Social distancing has changed how recruitment professionals source, conduct interviews, and onboard new providers. Recruiters are relying on platforms from Skype to Zoom to engage with candidates. Organizations have created virtual tours of hospitals and communities. Teams are redesigning onboarding and orientations to be online. On March 24th, AAPPR hosted a live question and answer webinar on virtual recruiting with more than 500 members in attendance. Following the webinar, AAPPR launched a chat community entitled COVID-19 Response and Resources for members to continue to engage with one another. As new questions or ideas arise, we encourage you to connect with other members to share resources, strategies, and best practices.
One of the biggest challenges recruiters face is how to fill the immediate needs brought about by the COVID-19 pandemic. Simultaneously they must find ways to engage candidates for positions that are needed in the long term. Recruiters are leveraging tools and resources to source and onboard temporary providers as quickly as possible. Conversely, many have had to reevaluate start dates due to relocation restrictions and quarantine orders. Some hospitals in virus epicenters have redeployed staff, including recruiters, to help in other areas, thereby placing usual tasks on hold.
From shifting gears to shifting start dates, so much is changing so quickly. Our members are tasked with balancing the needs of their organizations with the needs of candidates. One thing is certain, now more than ever, recruiters must be agile. We are working in an environment where long-standing timelines no longer serve us and where the ability to adapt is paramount. As the world around us continues to change, we must be prepared to have sensitive conversations with candidates and internal stakeholders and be poised to step in and fill a need.
In the coming weeks, AAPPR will continue to provide timely content and resources for our members, with webinars on topics including Partnering with Locums During COVID-19, How to Have Sensitive Conversations with Providers, Understanding Immigration Changes and Challenges and more. We are relying on members to share with us their insights during this time.
(Okemos, MI) – Feburary 2, 2020 – The Association for Advancing Physician and Provider Recruitment (AAPPR), the leading authority on physician recruitment, onboarding, and retention, announced a new strategic corporate partner for 2020 – Health eCareers brings together physicians, NPs, PAs, and CRNAs with jobs in every medical specialty. With thousands of health care employers across the United States and an exclusive network of premier health care associations and community partners, Health eCareers supports qualified health care providers in finding opportunities with employers looking for top talent.
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.
Health eCareers was founded in 1993 with the mission to connect physicians, NPs, PAs, and CRNAs with the best healthcare career opportunities. By enabling physicians, advanced practice providers, and their organizations to focus on quality patient care and community well-being via indispensable career resources, the company has attracted more than 800,000 verified providers to their platform.
“Now in its third year, the AAPPR Strategic Corporate Partners program has grown to include key players that are working collectively and collaboratively to support AAPPR members, physician and provider recruitment professionals,” said AAPPR CEO executive Carey Goryl, MSW, CAE. “Every one of our partners wants our members to succeed in their work and for health providers to find the right community for them. Our new partner, joining the current partners, creates a powerful foundation from which our members will grow and, in turn, will enable them to improve health in the communities their respective organizations serve.”
“We are excited to partner with AAPPR to advance physician and provider recruitment,” said Greg Chang, Managing Director of Health eCareers. “The physician shortage and maldistribution of supply create unique challenges for recruiters, health systems, and the organizations they serve. Through this partnership, AAPPR and Health eCareers will help recruiters across the country address these challenges more effectively.”
The Strategic Corporate Partnership program provides AAPPR the opportunity to engage with companies through a unique, in-depth relationship. This program acknowledges the significant role allied companies can play in furthering the mission of AAPPR. This relationship fosters more exceptional communication and collaboration among the organizations, providing a think tank of individuals whose companies ultimately offer products and services to AAPPR members.
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. To learn more, visit aappr.org.
Health eCareers is a recruitment marketing company focused on matching top healthcare employers with physicians, nurse practitioners, physician assistants, and CRNAs across the country in every medical specialty. To learn more, visit healthecareers.com, or find them on Facebook and Twitter. Health eCareers is an Everyday Health Group service.
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In January 2020, AAPPR announced a new competency model and exciting plans to change the FASPR certification to one that strategically aligns with this model.
We are pleased to announce the name of the certification is CPRP (Certified Physician/Provider Recruitment Professional). This change signifies AAPPR’s commitment to helping you advance your career.
The designation Certified Physician/Provider Recruitment Professional (CPRP) aligns with best practices in the certification world. CPRP shows off who you are! You have worked hard to earn your expertise in the recruitment continuum, and you have the privilege to say that with the CPRP designation.
The Association for Advancing Physician and Provider Recruitment (AAPPR), formerly known as ASPR, is still the organization that administers the CPRP designation:
New certificates will be mailed to all certificants by the end of June 2020 for you to display with pride. An electronic version of the certificate will also be available for you to download from AAPPR’s online learning center.
No worries. You have until 12/31/2020 to complete the online courses and exams in order to transfer to the new credential.
A higher degree of connecting, learning, advancing.
The Association for Advancing Physician and Provider Recruitment (AAPPR), whose 2,000 members are the leading authorities on physician and provider recruitment and retention, recently completed a technology research study. It reveals that investments in technology to support physician and provider recruitment in the health care sector lags behind other technology investments by hospitals and health systems. Physician and provider recruitment already experiences challenges with numerous issues, including a decrease in physicians, and the lack of technology adds to these challenges.
“The United States physician shortage is on the rise, impacting recruitment, and retention at every level,” said Carey Goryl, AAPPR’s Chief Executive Officer. “From specialists to family medicine practitioners, recruiting and hiring physicians continues to be a challenge facing health care systems and physician practices. Yet the industry trend towards improved adoption of technology for patient care has not found its way to provider recruitment.”
Key findings from the just-released 2019 AAPPR Physician Recruitment Technology Utilization and Satisfaction Study:
Health systems that use commercial software solutions and those who use “home-grown” solutions are nearly equally dissatisfied. Numbers show that of those systems using commercial solutions, 28% are dissatisfied; those using “home-grown” solutions are 36% dissatisfied. According to recruitment leaders, this statistic illustrated that even organizations that have invested in applicant tracking software are not providing the provider recruitment teams platforms that support their work.
“The physician and provider shortages continue to impact the speed at which healthcare organizations can replace or grow their physician workforce,” said Emerson Moses, AAPPR Board President-Elect. “It’s distressing to see that technology investments to support the very specific and niche needs of the physician and provider recruitment process are not keeping pace with advancements that would give their organizations a competitive edge.”
The Association for Advancing Physician and Provider Recruitment (AAPPR) is a professional organization comprised of 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 2019 AAPPR Physician Recruitment Technology Utilization and Satisfaction Study Report is available at aappr.org/research/surveys-reports/
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