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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.
As we reflect on this year’s Advancing Connections Conference, it is apparent the physician recruitment landscape will continue to evolve. Despite ongoing challenges in the healthcare industry, there is a lot to be excited about according to AAPPR’s latest benchmarking report: The success rate of physician searches has risen, and job offer acceptance rates are improving with an average of 83% of physician offers accepted in 2023.
This hopeful statistic can be attributed to several factors, including the work and dedication of recruitment professionals, strong organizational branding and improved efforts to match candidates with workplace cultures. To keep this trend ticking upward and feed off the inspiration you may be feeling from conference, here are four goals recruitment professionals should prioritize through the rest of 2025.
To stay competitive in a fast-changing field, it’s essential to continuously improve your knowledge, skills and network. One way to do this is by attending educational events, like the Advancing Connections Conference to connect and share best practices with peers and industry leaders. If you missed this year’s conference, our 2026 event will take place April 13-15 in Orlando, Florida.
You can also participate in AAPPR webinars to gain valuable insights on the latest industry trends and best practices in provider recruitment as well as pursue certifications like the Certified Physician Recruitment Professional (CPRP) credential. These efforts will strengthen your professional network, help you stay ahead of the curve with recruitment strategies.
As demand for primary care physicians and specialists continues to rise, advanced practitioners are increasingly stepping up as veteran doctors begin to retire. Because of this, well-rounded recruitment and retention strategies are more critical than ever.
Recruitment isn’t just about filling vacancies, it’s also about planning for the future. There are many physicians approaching retirement age, so be sure to look ahead and invest in resources to create pipelines of candidates ready to step into these roles. Fostering retention planning and leveraging in-house teams can streamline processes and facilitate timely hiring.
Instead of being surprised when an aging physician retires, we need to plan for it. This means actively developing relationships with potential candidates, nurturing those relationships and ensuring a plan is in place for smooth transitions. After a new candidate is successfully onboarded, invest time and resources into retaining them. You can do this through stay interviews, a mentorship program and professional development opportunities.
In a competitive job market, candidates have choices and may receive multiple offers, so your organization’s brand messaging and culture are more important than ever. Candidates are not only considering compensation when evaluating a position—they’re also looking for the right fit in the workplace environment and the colleagues they’ll be working with.
Make sure your recruitment communications have clear and compelling brand messaging that promotes what makes your organization different and the supportive work environment your organization fosters. And of course, the culture needs to match that. You can strengthen your culture by encouraging team building activities that boost morale and create a positive workplace environment.
You can also find ways to highlight the hard work of peers within your own team. One way to do this is to submit a story about their hard work leading up to Physician and Provider Recruitment Professionals (PPRP) Week here. This will give them the opportunity to be featured on AAPPR’s social media channels and have their efforts celebrated.
Diversity, equity and inclusion (DEI) continue to be top priorities in recruitment. As we move into 2025, creating or improving your DEI strategy is essential for fostering an inclusive environment that attracts diverse talent that represents the community your organization serves. Here are 10 ways to promote DEI in recruitment that can guide your efforts:
1. Have your team take the Implicit Association Test (IAT) and share your findings and experience.
2. Learn bias mitigation techniques and collaborate with diverse colleagues to explore strategies for reducing bias in recruitment processes.
3. Set SMARTIE (specific, measurable, achievable, relevant, time-bound, inclusive and equitable) goals for the year that include goals for representation in recruitment.
4. Develop a diversity network by building relationships within your community to expand your recruitment pool and connect with diverse talent.
5. Start a diversity committee or Business Resource Group (BRG) to support your organization’s DEI goals.
6. Lead a diversity initiative or program in collaboration with a DEI expert facilitator.
7. Collect feedback from recruits on their experience and areas for improvement.
8. Partner with HR or culture teams to align efforts and promote diversity initiatives throughout your organization.
9. Inspire connections and mentoring relationships among new recruits to help them feel welcomed and valued.
10. Document your efforts, track your process and report out results in a formal setting.
The key to success is to set clear, actionable goals that not only address the needs of filling vacancies but also consider long-term workforce planning, retention strategies and organizational culture.
As we continue through 2025, let’s focus on strengthening our strategies, broadening our impact and continuing to advance the profession of physician and provider recruitment.
Last week, the House voted 216 to 214 to adopt a Senate-passed budget resolution that allows both chambers to use the reconciliation process. This process enables Senate Republicans to bypass the 60-vote threshold in the Senate, known as the filibuster, provided that both House and Senate Republicans work in unison to draft the measure.
The budget resolution contains instructions for committees to draft legislation that meets certain spending targets, which are key for reconciliation. The House Energy & Commerce Committee, for example, is instructed to identify $880 billion in spending cuts. A growing number of stakeholders, as well as some moderate Republicans in districts with sizeable Medicaid populations, have expressed concerns about cutting Medicaid which could jeopardize their support for the package. Conversely, there’s a group of House Republicans who want the package to go further and do not want to be sidelined by the Senate whose GOP members may be wary of enacting significant cuts to Medicaid.
When Congress returns at the end of the month, House and Senate Republicans will begin scheduling markups of the various committees’ reconciliation packages before they are finalized by their respective Budget Committees. Throughout this process, public pushback and feedback from the Senate Parliamentarian will be closely monitored. The Senate Parliamentarian plays a crucial role in determining whether the provisions of the reconciliation package comply with the Byrd Rule, which restricts the inclusion of extraneous matters in reconciliation bills. This scrutiny could significantly slow down the advancement of a reconciliation package that aims to extend the 2017 tax cuts, raise the debt limit, and implement sweeping cuts to programs like Medicaid.
The statutory debt limit, first enacted in 1917, has been raised over 100 times to allow the government to meet its existing financial obligations. In recent years, it has become a political flashpoint, requiring bipartisan agreement, especially in a divided Congress, giving both parties leverage to negotiate policy concessions. House and Senate Republicans plan to raise the debt limit by $5 trillion in the final reconciliation bill. Achieving this with only Republican support is challenging, but it is their strategy to avoid working with Democrats, who would gain considerable leverage in negotiations. If there is no significant progress towards lifting the debt limit by June, the pressure to resolve the crisis will intensify. As the “default date” approaches, financial market volatility will increase, pressuring lawmakers and the administration to reach a resolution. The “X” date is expected to occur sometime this summer, possibly as late as August but potentially as early as June, complicating matters for Republicans if the process extends into the summer.
As it relates to the tax portion of the reconciliation package, we are closely monitoring potential changes to the charitable deduction. Since 1917, the federal government has provided taxpayers with a deduction for charitable donations to encourage giving and ensure nonprofits can continue providing vital services. In 2022, 501(c)(3) nonprofits alone accounted for nearly 13 million jobs, and associations supported more than 1 million jobs nationwide. Changes to the tax-exempt status of nonprofits and associations would be highly disruptive. We are collaborating with a coalition of stakeholders to advocate against such changes.
With the Conrad State 30 and Physician Access Reauthorization Act introduced in both chambers, we are actively working to build support for these measures, primarily measured by the number of cosponsors. Both bills received significant bipartisan support in the last Congress, and it is crucial to demonstrate similar support this Congress. We are also coordinating with the offices leading the Healthcare Workforce Resilience Act to ensure its introduction in the coming weeks. Additionally, we are monitoring legislation aimed at increasing funding for graduate medical education, expected to be introduced this spring in both chambers.
The timing of these bill introductions will depend on the offices’ capacity to introduce them amidst the reconciliation package and other fiscal year 2026 budget matters. We will provide updates on the timing of these measures as they become available.
When Congress returns from recess, the four-week sprint to Memorial Day will be crucial for the reconciliation package’s prospects. As discussions on Medicaid and other care delivery issues unfold, AAPPR is ready to share our unique perspective. We will provide further updates and next steps in the coming weeks.
Earlier this month, both the House and Senate reintroduced the Conrad State 30 and Physician Access Reauthorization Act. AAPPR endorsed the bill prior to its introduction and is working with a coalition of stakeholders to send a letter to the sponsors in support of the legislation. The reauthorization would strengthen the program by clarifying the incentives for physicians and employers to leverage the program, thereby facilitating more international medical graduate (IMG) participation in Conrad 30 programs.
There are several other initiatives we are monitoring around strengthening the healthcare workforce. The Healthcare Workforce Resilience Act, which would recapture 40,000 unused visas and reallocate 25,000 visas to nurses and 15,000 visas to physicians, is poised to be reintroduced this spring. On the graduate medical education side, we anticipate the Resident Physician Shortage Reduction Act will also be introduced this spring, which would provide for an additional 14,000 positions over seven years. We are in touch with these offices and key stakeholder groups to ensure a robust roll out of these bills.
We are also closely monitoring the status of appropriations and funding at key federal agencies. Reductions in funding could lead to cuts to programs, personnel, and grants that provide access to a variety of healthcare services.
Below we provide a larger update on the government funding bill and what the next few months will look like for Congress.
Congress passed a continuing resolution (CR) that funds the government through September 30, 2025. Unfortunately, the CR did not include language addressing CMS’ 2.83% Medicare physician pay cut and simply extended Medicare telehealth flexibilities through the end of the fiscal year. The GOP Doctors Caucus reportedly secured a commitment from House leadership to address the physician pay cut in the upcoming reconciliation package. However, there is no guarantee this will happen, as offsetting the cost of reversing the cut is challenging—especially given Republican efforts to advance significant tax cuts through reconciliation.
Some lawmakers expressed concerns about the political impacts of a government shutdown on federal agencies and services, which are already under increasing strain. Government shutdowns have broad consequences, particularly for federal workers, contractors, and communities with a significant federal presence. Looking ahead, Congress will soon face a similar high-stakes process when addressing the debt limit, and Republicans may find it even more difficult to pass a bill without bipartisan support.
The statutory debt limit, first enacted in 1917, has been raised over 100 times, serving as a mechanism to allow the government to meet existing financial obligations. In recent years, it has become a political flashpoint, requiring bipartisan agreement—particularly in a divided Congress—giving both parties leverage to negotiate policy concessions. As the so-called “default date” nears, financial market volatility increases, pressuring lawmakers and the administration to reach a resolution, a process the President has expressed reluctance to repeat after facing similar challenges in his first term.
The Treasury Department is expected to announce the “X date” in the coming weeks, likely in June or July, giving Congress roughly three months to act, with Democrats as the minority party poised to use their votes to push for policy priorities and assert congressional authority over fiscal matters.
Republicans will turn their attention to the reconciliation process, which is already fraught with challenges. Reconciliation is a special legislative process that allows certain budget-related bills to pass the Senate with a simple majority so long as they meet certain conditions. A key concern for stakeholders is the potential for deep Medicaid funding cuts. These cuts could force states to reduce provider payments, limit services, or change eligibility rules, creating uncertainty for Medicaid enrollees and healthcare providers alike.
If there is room for bipartisan action in the near future, it would likely occur soon on readying a budget for FY26 and articulating a plan to reauthorize federal health programs that have been operating on temporary extensions since October 1, 2023. Congress may also consider bipartisan reforms to pharmacy benefit manager (PBM) practices, including efforts to increase pricing transparency. We will continue to monitor these developments and encourage you to reach out with any questions.
As political pressures and stakes continue to rise, we are actively engaging with key offices and stakeholders to ensure AAPPR remains at the forefront of discussions on healthcare workforce challenges and the delivery of care. We will share further updates and next steps in the coming weeks.
Data in recent AAPPR reports has shown that physicians and clinicians feel more satisfied and confident with their job if they’ve undergone a formal onboarding process. An essential part of creating a formal onboarding experience is by helping physicians navigate the often complex and lengthy credentialing process.
Recruitment professionals can help provide clarity on what physicians can expect during the credentialing process and set them up with the proper support and materials they need to feel confident and energized as they take on their new role. Here are four ways credentialing support can enhance your organization’s onboarding process and reduce the risk of turnover:
In a recent AAPPR report, 94% of respondents said credentialing is a key part of their onboarding process and that assistance with licensing and credentialing processes made the onboarding experience a positive one.
Providing insight and setting expectations for the process can help physicians get certified faster. With the credentialing process taking as long as six months, making this as seamless as possible means that physicians can start their work treating and caring for patients more quickly.
A formal onboarding process that integrates credentialing support leads to happier physicians. In return, this helps healthcare organizations retain skilled professionals and can reduce turnover, contributing to long-term stability and a positive work environment.
Organizations that have effective onboarding processes and support physicians through the credentialing process often see improvements in patient satisfaction. A bottlenecked credentialing process not only hinders physicians from making a living, but also delays patients from receiving the care that they need, which can be damaging to an organization – especially during an ongoing national physician shortage.
Organizations that have taken the time to develop a positive onboarding experience that runs in conjunction with the credentialing process have reported happier patients and physicians, leading to higher retention rates and more satisfied employees.
To improve both onboarding and credentialing processes, organizations can adopt these best practices:
Interested in learning more? The complete AAPPR Physician Credentialing Survey Report is available for download here: aappr.org/research/physician-credentialing-report
While Mental Health Awareness Month is behind us, the importance of mental health and wellness is a year-round priority. When it comes to mental health in physician and provider recruitment, one of the main challenges is burnout, which can have extensive effects on everyone in the healthcare community, from clinical staff to recruitment professionals.
At AAPPR’s 2024 Annual Conference, Advancing Connections, members Jennifer Scherer, CPRP and Becky Trujillo, CPRP dove into “Navigating Burnout in Physician Recruitment” and the impact burnout has on the healthcare community. According to a recent American Medical Association survey, more than 50% of physicians across nearly all experience levels feel at least one symptom of burnout while those who are 6-10 years post-residency are the group most likely to feel burnt out. However, this is not only an issue among clinical staff. In physician and provider recruitment, more than 50% of professionals experience symptoms.
What Does Burnout Look Like?
Contrary to popular belief, burnout is not just stress. Stress is a response to a perceived threat, while burnout is a state of physical, mental and emotional exhaustion caused by prolonged and excessive stress and can occur both in the workplace and in personal lives. The causes and symptoms of burnout are wide ranging and can be difficult to pinpoint unless you are intentionally looking for them. If you’re experiencing lack of energy and trouble sleeping along with physical symptoms, such as stomach issues, muscle tension and headaches, you may need to ask yourself if you’re feeling burnt out.
Why is Burnout so Common in Recruitment?
The significant and continuing physician shortage in the United States is expected to increase in the coming years, placing high demand on recruitment professionals. Recruitment teams are pressured to do more with less and face a range of factors outside of their control, from organizational decision-making processes to candidates opting for competing positions. All that to say, it’s very likely these conditions can cause prolonged and excessive stress to the employees in the work environment, which can eventually lead to burnout.
How to Effectively Manage Burnout
Many healthcare organizations and recruitment departments stress how important their teams’ mental health is. While wellness programs can be a key component of a recruitment strategy for retention, recruitment professionals should also “practice what they preach” and prioritize their own wellness.
Recruitment professionals can do this by setting boundaries with their time. A 2023 study from Pew Research Center found that more than half of workers (55%) respond to work emails or other work-related messages outside of their normal hours. While there will always be work to do, it’s important to utilize weekend and evening time for rest and things that you enjoy. This will leave you more refreshed and effective when you return to the office.
In the presentation from Advancing Connections, Jennifer and Becky also suggest setting priorities and sticking to a schedule to better own your time. For instance, spend the morning hours prioritizing sourcing and answering emails, during the lunch hour set aside time to journal or walk and talk to colleagues, and be sure to find time in between work tasks to take a break, even if it’s just for five minutes.
When recruitment professionals prioritize their own mental wellbeing, they are more able to give their full attention and effort to developing and executing successful strategies for potential and current team members.
Recruitment professionals play a vital role in the healthcare community. They help improve access to care, attract and retain staff to improve their healthcare systems and provide opportunities for physicians that fit their needs. However, when we are burnt out, it’s almost impossible to perform to the best of our ability. Prioritizing your own mental health and organizing your time can help you bring your best self to work while helping others find the care and careers they need.
In healthcare, bias can ultimately affect life and death decisions for patients. While artificial intelligence (AI) can help recruitment professionals streamline hiring processes, it must be used responsibly and with health equity in mind. At the recent SHRM Inclusion conference, Tamiko Stanley, Chief Diversity officer & Managing Partner of Elite Executive Strategies and Liz Mahan, AAPPR Director of Professional Development & Solutions, shared their insights on recruitment professionals’ roles in advancing health equity and how they can find a balance between human connection and AI for a more equitable healthcare system.
A diverse workforce in healthcare institutions is essential for addressing the unique needs and experiences of different patient populations and promoting cultural competence in care delivery. Diverse organizations are better positioned to grow, innovate, and to advance along with ever-evolving healthcare demands and emerging medical conditions.
The impact of a representative clinical workforce is significant. In fact, the most diverse organizations are the most successful ones. According to McKinsey, companies in the top quartile for ethnic diversity show an average 27% financial advantage over others, and companies with representation of women exceeding 30% are significantly more likely to financially outperform those with 30% or fewer.
In healthcare, a diverse workforce can improve patient experiences and health outcomes and foster a culture of respect and collaboration. Data shows that there is a significant equity gap in both access to care and quality of care. For example, Black patients received lower quality care than White patients for about 40% of health equity measures in most recent studies. Recruitment professionals have a significant role to play in addressing these disparities by developing a diverse workforce within their organization.
Building a diverse healthcare system starts with recruitment professionals, their strategies and their processes. Technology can’t replace people, or the soft skills needed for healthcare. It’s up to recruitment professionals to find the right people with the soft skills needed to build a workforce that truly represents the diversity of their community.
Recruitment professionals can do this by providing clear paths for career advancement to all employees, establishing a reputation for genuinely supporting diversity as well as building strong connections – not only within the organization but in the broader community as well. Other powerful ways to attract diverse talent include developing diverse and inclusive sourcing and screening strategies, being an active advocate for proactive recruitment and retention strategies and understanding your candidate through active listening and asking the right questions.
Although AI comes with some challenges, it also has some benefits when used responsibly. It can help physician and provider recruitment professionals streamline the hiring process through resume screening, candidate matching, predictive analytics, automated scheduling and more.
To use AI responsibly and avoid bias, recruitment professionals should:
Teaching AI how to be human is an impossible task, so it’s essential you incorporate AI into your organization responsibly, using it to supplement, rather than to replace, human expertise and intentionality.
Effective DEI is heavily rooted in intentionality. As long as your organization prioritizes DEI in all aspects and incorporates AI in responsible ways, you are on the right path to ensuring equity for any patient that walks through your doors. Because after all, healthcare is all about humanity. To grow in your DEI journey and become aware of your own bias, check out AAPPR’s DEI Virtual Resource Center and DEI Micro-Certification. This topic will also be one of the sessions at the 2025 Annual Conference, Advancing Connections, in Phoenix, Arizona. Registration opens Dec. 3, so be sure to secure your spot for the opportunity to hear from and network with industry professionals.
Partnership. We use the word all the time, but how frequently do we take the time to dive into what that really means? Recruitment professionals are adept at building relationships with candidates, internal stakeholders, vendors, and our recruitment teams. But what does it take to turn those connections and relationships into true partnerships.
Recently AAPPR spoke with members, vendor partners, and leaders about what factors make for a good partnership. We’ve summarized our findings into the Eight Golden Rules for a Successful Partnership
1. Trust: Trust is essential in any partnership and can only be built over time through consistent actions and communication. Be honest about what is expected and share feedback regularly about what is going well and where there are opportunities for improvement.
2. Clear Communication: Partnerships require open and honest communication. Establishing a communication strategy that works for both parties will eliminate miscommunication and help ensure everyone has a voice in the project or process. Remember, not everyone communicates the same way – some prefer email, others a text, and some would rather a phone call. Clear communication will help to build trust and achieve shared goals.
3. Shared Vision and Goals: Partnerships should be formed with a shared vision and goals, so that both parties are working towards the same end result.
4. Complementary Skills and Strengths: Partners with different skills and strengths can complement each other and create a more effective and successful partnership. Taking the time to learn what the other partner can bring to the table is invaluable. Different perspectives and approaches to strategizing and problem solving will only create a stronger team.
5. Accountability: Once expectations are communicated and established, both partners should hold themselves accountable for their actions and responsibilities within the partnership. At the same time, both partners should also hold each other accountable and communicate with one another when expectations aren’t being met. Accountability may mean holding regular check-ins or sharing reports or status updates.
6. Mutual Respect: Each partner should respect the other’s contributions, opinions, and ideas. Some of the strongest partnerships involve people who approach or see things very differently; but with mutual respect and appreciation for what each brings to the table the partnerships thrive.
7. Flexibility: A willingness to adapt and change course as needed is important in any partnership, as circumstances and goals may shift over time. Recruitment is ever changing and both teams and individuals need to be able to adapt their strategies to a shifting landscape.
8. Mutually Assured Success: The recruitment ecosphere is small, and the market is competitive. At the end of the day, we are all working towards the same goal: attracting and retaining top provider talent to our communities. When a partnership is built on both parties winning success will follow.
The inner critic. Most of us have one. That little voice tells us we’re not good enough, not doing enough and don’t have anything of value to contribute. It can stop us from speaking up, pursuing a goal, or moving into a more influential job. The inner critic is a masterful storyteller who can influence every part of our lives.
The inner critic can be especially fierce in a niche profession like physician and provider recruitment. Professionals find themselves explaining what they do, why it matters, and how it differs from talent acquisition. We may struggle to stand out for our achievements within an organization where the need for new providers in a highly competitive market means one success is overshadowed by the pressing need to fill another requisition, where excitement about closing the deal with one provider is followed by another provider declining an offer.
A highly active inner critic can affect our emotions and self-esteem. It can trick us into thinking we don’t have the expertise to step forward and speak up in meetings. It can convince us we shouldn’t have a seat at the table during strategic planning. Worst of all, it can prevent us from moving forward professionally because we hear that little voice telling us we aren’t qualified.
Silencing the Inner Critic
Learning how to silence or diminish the inner critic’s power is incredibly important for our personal and professional well-being. However, it is much easier said than done for most of us. Here are a few ways to overcome our inner critics.
Awareness and Recognition: Work to recognize when your inner critic is active. Recognize the negative thoughts and self-judgments as they arise. Simply acknowledging their presence can be the first step towards managing them.
Practice Self-Compassion: Treat yourself with the kindness and understanding you would offer a friend. When negative thoughts arise, counter them with self-compassionate statements. Acknowledge that everyone makes mistakes and has flaws; these don’t define your worth.
Set Realistic Standards: Often, the inner critic emerges when you set impossibly high standards for yourself. Set achievable goals and recognize that perfection is not necessary.
Stop Comparing Yourself to Others: In a world and industry of intense competition, it’s easy to begin gauging our worth in relation to others. Engaging in comparisons only fosters the idea that we lack the capacity to achieve what others have accomplished. Remember that each person is distinct, possessing a unique set of abilities. Evaluating your skills through others is an injustice to your own potential.
Celebrate Achievements: Acknowledge your accomplishments, no matter how small they may seem. This can help boost your self-esteem and counteract the inner critic’s negativity. There is a saying that criticism and failure stick to us like glue, but praise and success bounce off us like Teflon. Challenge that and focus on making the successes and praise stick like glue!
Seek Support: Talk to friends, family, or a therapist about your struggles with your inner critic. Sometimes, sharing your thoughts with others can provide perspective and comfort. As a professional association, AAPPR is a wonderful resource to connect with other professionals who can relate to your successes and challenges. Consider finding a mentor or building a network of colleagues to help build you up when you have self-doubt.
Practice Self-Care: Engage in activities that bring you joy and relaxation. Taking care of your physical and mental well-being can help reduce the power of your inner critic.
Ensuring you take the time for yourself helps combat burnout and keep us at our best.
Learning From Mistakes and Putting Criticism to Good Use
Mistakes happen. Criticism will come our way. But don’t let mistakes and criticism define you or your worth – and don’t allow them to fuel the inner critic. It is important to remember that we all make mistakes and learn from them. Rather than seeing them as failures, view them as opportunities to improve and grow.
For high achievers or perfectionists’ mistakes can stick like glue. The very thought of them can be terrifying. Before giving in to the inner critic, consider this: You have the skills and ability to not only fix your mistakes but to learn and grow from them.
Some of the best progress the world has seen has come from a mistake – penicillin, the pacemaker, and even potato chips (yes, potato chips!) were the results of mistakes. And now we can’t imagine a world without them.
Like mistakes, criticism from others can send the inner critic into overdrive, seeming to confirm all those doubts about our abilities. Before you react to criticism, take a moment to acknowledge and reflect.
Reacting quickly can be a recipe for disaster! It is important to recognize that nine times out of ten, the person delivering the criticism has your best interest and well-being in mind, although admittedly, it can sometimes be delivered in a way that is less than constructive.
However, demonstrating that you are open to criticism can lead to success. It can show people that you care about what you are doing personally or professionally and seek to grow. Criticism can also help reduce mistakes or open our eyes to ways to do things differently. We may even be able to learn something new from it. At the root, criticism is a form of feedback. It can allow us to evaluate and find new solutions or identify ways to grow.
The Path to Growth
Silencing the inner critic doesn’t mean eliminating self-awareness or constructive self-reflection. Instead, it involves managing negative self-talk, challenging unrealistic expectations, and practicing self-compassion.
Silencing the inner critic can significantly impact your mental and emotional well-being, personal growth, and overall quality of life. It can increase self-esteem, reduce stress and burnout, increase productivity, and create resilience. Most importantly, overcoming the limitations imposed by the inner critic allows you to step out of your comfort zone, try new things, and embrace challenges. This leads to personal and professional growth and self-development.
The Association for Advancing Physician and Provider Recruitment (AAPPR)’s annual Internal Physician and Provider Recruitment Benchmarking Report is officially available. The report is packed with valuable insights designed to transform your recruitment and retention strategies. Most starkly, it highlights the effects of the increasing physician shortage in the United States and the impact it has had on health organizations’ in-house recruitment teams across the country.
As many of you likely know, as recruitment professionals it can be difficult to set tangible goals, productivity levels and benchmarks of success without access to relevant industry data. The benchmarking report provides that exact credible industry data, based on real recruitment professionals’ experience. This report is geared to help our members, their leaders, and the broader physician and provider recruitment industry prepare, plan and forecast to meet the challenges of the evolving healthcare landscape.
Key Takeaways for 2023
More than 150 member health organizations participated in the extensive research study, representing more than 19,000 searches (60% specific to physicians). The Bureau of Labor Statistics projects about 24,200 openings for physicians and surgeons each year, on average, over the decade, meaning the data from AAPPR’s Benchmarking Report represents close to half of all physician searches in the United States.
Some notable key findings from this year’s report include:
Over 24,000 Ways to Customize Data Outputs
Alongside the 70-page PDF report, recipients gain access to an array of valuable custom online resources. Dive into infographics highlighting nine key takeaways about recruiter data, offering concise yet impactful snapshots of crucial insights. Another infographic unveils 11 pivotal findings regarding search data, providing at-a-glance access to critical trends shaping the industry.
AAPPR’s commitment to empowering healthcare recruitment professionals goes beyond static reports. Our innovative reporting portal offers a dashboard that unlocks over 24,000 ways to customize data outputs. This dashboard lets you manipulate the data of over 19,000 searches in ways that precisely reflect your unique organization, sourcing needs, goals, and objectives. It also lets you filter compensation data on 600 recruitment professionals. Whether you’re fine-tuning strategies, making data-driven decisions, or seeking to optimize staffing solutions, the benchmarking report empowers you and your team to tailor the information to your needs. It’s more than data; it’s a blueprint for shaping recruitment strategies that drive excellence in healthcare staffing, putting the power of innovation firmly in your hands.
If your organization participated in the annual survey to collect this data, you can gain free access to the AAPPR benchmarking portal. The benchmarking portal includes days to fill and compensation calculators and give you the ability to compare a range of data, including organizational profiles, search information, recruiter profile data and recruiter compensation figures.
Utilizing the Reporting
Access to these customized reports is critical to making informed and strategic decisions around workforce planning, growth management, and target productivity levels. The ability to make these strategic decisions goes a long way towards implementing informed recruitment strategies that can ultimately help you better understand the market and fill searches more quickly.
To see how your organization stacks up and gain access to more valuable industry data, you can purchase the complete 2023 Benchmarking report at https://aappr.org/research/benchmarking/.
As the national physician shortage continues, demand for physician and provider talent is only expected to grow, giving physicians who are unsatisfied with their working conditions the opportunity to find a similar role with a competing organization.
In fact, AAPPR’s 2022 report on increased provider turnover shows one in three physicians and nearly one in two advanced practice providers (APPs) have departed their employer for a similar position elsewhere. Despite this trend, more than 75% of survey respondents say their organization does not have a formal retention program in place.
With ongoing physician shortages, a recruitment strategy isn’t enough to keep your organization staffed, and it’s critical that your workforce planning strategy prioritizes retaining the high-quality talent you already have. To ensure retention remains a top priority and minimize turnover, we recommend implementing a formal retention program. Here are five things to consider when launching your formal retention program:
Once your organization’s retention program is developed and in place, it’s important to measure its effectiveness and analyze if there is any room for improvement. One way you can measure this is by comparing your previous turnover rate to your present one. Surveying physicians on factors that often drive turnover, including burnout, level of work-life balance and overall job satisfaction, can also help guide the program and identify opportunities for improvement.
As competition for clinical talent continues to dramatically rise, investing in a formal retention program will bring your organization long-term benefits including reduced turnover and increased retention of top talent, while creating a work environment that demonstrates you are an employer of choice.
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