Who this article is for: Medical practice administrators, human resources professionals and physician recruiters looking to improve their talent acquisition and retention strategies in the face of ongoing healthcare staffing challenges.
Key takeaway: Successful physician recruitment that improves long-term retention requires a strategic and holistic approach focused on finding the right cultural and personal.
Key concepts: Physician recruitment | Talent retention | Diversity and inclusion | Work-life balance | Strategic planning | Healthcare staffing
In the latest episode of the MGMA Insights Podcast, host Daniel Williams welcomes Liz Mahan, Director of Professional Development and Solutions at the Association for Advancing Physician and Provider Recruitment (AAPPR). Mahan shared her expertise on creating a strategic provider recruitment playbook that helps medical practices find and retain the right physicians for their organizations. Her background in theater arts management prepared her for the challenges of healthcare staffing, where she transitioned to in-house physician recruiting and eventually joined AAPPR to share her insights with the broader medical community. Mahan will host a session at the upcoming MGMA Staffing Conference on August 15-16 in Burlington, Mass.
Recruit to Retain
A key focus of Mahan's work is the concept of "recruit attention" – the idea that retention should be a top priority from the very start of the recruitment process. This means looking beyond just the clinical skills a candidate brings to the table. Practices must also consider a provider's lifestyle preferences, values and career vision to ensure a strong cultural and personal fit that leads to long-term engagement and satisfaction. As Mahan explained, "One of the best practices that we teach is that retention starts at recruitment. So it really starts with finding the best fit for the practice and for the community."
Developing a Strategic Playbook
To achieve this level of alignment, Mahan recommends that practices develop a comprehensive "provider recruitment playbook" – a strategic plan that goes beyond the typical recruitment checklist. This playbook should address not just the mechanics of the hiring process, but the deeper questions of what the practice needs in a new provider. By taking the time to clearly define their ideal candidate profile and align their recruitment efforts accordingly, practices can avoid the costly pitfall of high turnover and find providers who will be engaged and invested in the long-term success of the organization.
Addressing Diversity and Inclusion
Another key focus area for Mahan and AAPPR is the importance of diversity and inclusion in healthcare recruitment. Mahan holds the CPRP-DEI credential, a specialized certification in diversity recruitment strategies. "Studies have shown that patients have higher satisfaction when they have providers who understand their culture and they understand their background,” Mahan notes. “We want to hire providers that mirror the population that they're working with that can really relate to them on a multitude of levels.” By prioritizing diversity in their recruitment efforts, practices can not only better serve their patient populations, but also foster a more engaged and productive workforce.
Work-Life Balance
Mahan's own journey into the demanding field of healthcare staffing has given her a unique perspective on the importance of work-life balance. She emphasizes the need for healthcare professionals to find hobbies and activities that allow them to step away from the constant demands of the job. "I have found that having an office with a door that I can close and not look at when I'm not in the office and working is really important.”
Actionable Tips:
- Develop a comprehensive "provider recruitment playbook" that goes beyond a simple hiring checklist. This playbook should define the ideal candidate profile for your practice, considering both clinical skills and cultural/personal fit.
- Focus on "recruit attention" – prioritize retention from the very start of the recruitment process by finding candidates aligned with your practice's mission, values, and vision for the future.
- Incorporate diversity and inclusion strategies into your recruitment efforts. Seek out providers who can mirror the diversity of your patient population and foster a more engaged, productive workforce.
- Build in work-life balance practices for your recruitment team. Encourage them to pursue hobbies and activities outside of work to avoid burnout, similar to Mahan's experience in the theater industry.
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