The Top 5 Realities Physicians Wish Recruiters Knew

What Physicians Think AboutJob Opportunity Advertisements

Onboarding ProgramsRetention Programs

Survey Results and Panel Discussion Presented by M3 Global Research

2

Today’s Plan

Our panelists are in private practiceoDr. AoDr. BoDr. C

The research topics for discussionoNew job seeking expectationsoHow they read job opportunity announcementsoOnboarding perceptionsoRetention perceptions

Internet respondents were MDLinx subscribersoReceived no honoraria

© 2015 M3 USA Corporation. All rights reserved.

Panel with three physicians Results from internet surveys among US physicians

3© 2015 M3 USA Corporation. All rights reserved.

Recruiting Onboarding Retention

4

Many expect to seek a new job within 5 years – most are expecting to relocate.


Recruiting

New Position? Relocate Nationally Relocate in-state No Relocation0%

20%

40%

60%

80%

100%

0.165

0.546

0.2690.185

0.165

0.123

0.259

0.251

Yes 12 months Yes, 1-3 years Yes , 3-5 years Yes 5-8 yearsYes, 9+ years No Not sure

49% expect to look for a new position

81% would relocate

n=243Q13: Do you expect to look for a new position in the future?Q14: Would you relocate for this new position?

5

Almost everyone see job opportunity emails.


Recruiting

n=250Q: Approximately how many emails about job opportunities do you receive in a typical week?

Zero 1 to 3 4 to 6 7 to 10 11 or more0%

10%

20%

30%

40%

50%

7%

47%

28%

12%

7%

2%

35%

40%

9%

14%

No New Job (n=105) New Job 1 - 5 years (n=121)

6

Almost all at least are scanning job postings – but few do more than look at the title and location.


Recruiting

n=243Q15: Which of the following best describes your approach to job opportunity announcements?

I never look at them

I haven't read them recently

Seriously scan the job titles, contacted a recruiter in th elast 12 months

Casually scan the job title and location, rarely read beyond

Casually scan the job title and location, read a few

0% 10% 20% 30% 40% 50% 60%

6%

7%

10%

30%

49%


Recruiting

Physicians look for a diverse array of job factors – but geography may be the most obvious attention grabber.

Culture

Camaradarie

Career Growth

Org/Institution reputation

Autonomy

Practice-specific opprtunities

Work-Life Balance

Geographic

0% 20% 40% 60% 80% 100%

19%

23%

27%

22%

29%

26%

48%

55%

27%

31%

29%

34%

28%

40%

32%

27%

26%

26%

25%

26%

27%

16%

11%

9%

16%

11%

11%

8%

10%

10%

5%

5%

8%

7%

3%

7%

5%

5%

2%

2%

5%

3%

5%

3%

2%

3%

3%

3%

1 = Most Likely 2 34 5 6= Least Likely

n=243Q7: If you were receiving information about a job opportunity, what aspects of the work environment are most likely to grab and keep you attention? (1 = most likely, 6 = least likely)


Recruiting

Less than half of residents received career guidance.

Guidance Mentor Fellow Resident Other faculty HR0%

10%

20%

30%

40%

50%

60%

70%

80%

90%

100%

0.375

0.889

0.6670.556

0.111

0.583

Yes No

n=24 (small sample)Q: During your residency and/or fellowship training, did you receive any guidance on job seeking (writing a CV, interviews, etc)? Who did you receive guidance from?


Recruiting

Panel Question for “Recruiting”

How many emails do you see?

Which ones do you open/what do you

look for?

What questions come to mind as your read them?

What would you like to know from

the audience?


Recruiting Onboarding Retention


On-board

ing10%

Ori-enta-tion44%

Nei-ther46%

Onboarding Orientation Neither

Very he

lpful

Somew

hat h

elpful

Extrem

ely he

lpful

Not at

all/ve

ry he

lpful

0%

5%

10%

15%

20%

25%

30%

35%

40%

45%

50%42%

38%

15%

5%

n=304

n=566Q: When you started your last new job, was there a formal orientation or onboarding process in place? To what extent did your onboarding program help you become comfortable in your new position?

Onboarding

Orientation is far more common than onboarding – the effort is generally considered helpful!


Onboarding

Almost all culture knowledge was gained informally – very few learned the organization through formal orientation programs.

Peers/Colleagues None, I learned on my own

Sr Admin, MD Leaders Formal Organization's Orientation

62%

33%

20%15%

n=100Q6: Each organization has its own culture. How did you become knowledgeable of the culture of you new organization?


Onboarding

Meeting staff and online systems were important – most other needs were probably considered routine.

55%*

40%*

35%* 33%*

22%* 22%

14%12% 11%

n=667Q: When you started your last new job, what were the best things your new employer provided to help you become familiar with the practice/institution? Please check all that apply.


Onboarding

3 months 6 months 9 months 1 year Longer than 1 year

53%

27%

5%

10%6%

n=667Q: How long did it take for you to feel comfortable and productive in your new position?

Almost all (80%) felt comfortable and productive in their first 6 months on the job.


Onboarding

Panel Question for “Onboarding”

Have you seen “onboarding”?

What did you do instead?

How much of a difference did it

make?

What would you do to make it

better?

What would you like to know from the audience?


Lack of professional autonomy

Unfriendly colleagues / peers

Disorganized practice, low leadership

Non-financial benefits

Too much regulation, non-clinical duties

Family ties, moving home

Practice culture not a good fit

Low QOL, work / life balance

0% 10% 20% 30% 40% 50% 60%

14%

12%

16%

16%

17%

27%

42%

48%

12%

14%

16%

13%

19%

34%

28%

57%

Hospital Non Hospital

10% or less Move to/from City Want shorter commute Loan assistance/forgiveness Lousy direct boss Low staff morale Inadequate staffing Inadequate innovation/capital

funding Poor training/onboarding Want a non-clinical position Want to start a company

Retention

n=710Q: In your opinion, when a newly trained physician leaves their practice within the first 3 years, what are the most common reasons?

Work/life balance, practice culture, and family relocation were the major reasons for new physicians departures in the first 3 years.


Retention

Retention programs are plentiful but could be more effective.

n=TBDQ: Does your practice/institution have a formal retention program in place? If yes, how effective do you personally feel that program has been to reduce turnover in the practice/institution?

Yes

Extrem

ely ef

fectiv

e

Very ef

fectiv

e

Somew

hat e

ffecti

ve

Not at

all / v

ery ef

fectiv

e

0.11

0.15

0.37

0.32

0.16


Retention

Retention programs are important but not widely formalized.

n=566Q: Does your practice/institution have a formal retention program in place? How necessary do you feel it is for your practice/institution to have a formal retention program in place?

Extrem

ely ne

cess

ary

Somew

hat n

eces

sary

Nice to

have

Not at

all / s

omew

hat u

nnec

essa

ry

21%27%

44%

8%

17% 19%

37%

27%

Hospital Private practice

Hospital Private Practice

15% 9%

47% 62%

38%29%

Yes No DK


Retention

Leadership programs make it harder for an employee to accept a competing offer.

Definitely Yes Probably Yes Probably Not Definitely Not

27%

51%

20%

2%

21%

55%

21%

3%

Hospital (n=199) Non Hospital (n=497)

n=710Q: If you were in your current position, and you received a higher salary offer from another institution, would being part of a leadership program with growth opportunities be an incentive to stay with your current institution?


Retention

Bonus and work/life balance were the preferred retention program features.

n=566Q: In terms of retention activities, which of the following do you feel are the best ways to encourage physicians to remain at your practice/institution?

Loan assistance

More support staff

Reduced call hours

Increased opportunities for advancement

Work life balance

Bonus

60%

18%

10%

10%

2%

2%

20%

25%

21%

23%

5%

5%

9%

23%

22%

18%

14%

14%

6%

17%

18%

18%

24%

16%

3%

13%

21%

20%

24%

19%

2%

4%

8%

11%

31%

44%

Ranked # 5 4 3 2 Ranked #1


Retention

Panel Question for “Retention”

How prevalent are retention programs?

What do your physician colleagues/friends say

about them

How much of a difference

does it make?

What would you do differently to make it

better?

What would you like to know from the audience?

Session Recap


Hospital and Private Practice MDs Have Similar Concerns

Almost half of physicians expect to look for a new position in the next 5 years

There’s no “one size fits all” in what job factors are being sought

Onboarding programs are important

Retention programs need to be proactive

Few residents receive any career guidance

Thank You


Respondents were geographically dispersed – and similar to the 2010 Census Bureau data.

6%

17%

21%

7% 7%

14%

6% 6%

16%

6%

21%

19%

5%

8%

15%

4%

5%

17%

7%

16%

18%

5%

9%

15%

7%6%

17%

1Q14 (n=243) Oct 2014 (n=710) Licensed MDs

2010 FSMB Census of Licensed Physicians, J. Medical Regulation: Vol. 96, No. 4, p15

The Top 5 Realities Physicians Wish Recruiters Knew

Healthcare