The Medicus Firm Blog

September 05 2024

Understanding Candidate Motivations: Insights for Healthcare Recruitment Executives and Recruiters

 

In the ever-evolving landscape of the healthcare industry, staying informed about candidate preferences and motivations is crucial for attracting and retaining top talent. Healthcare facilities are facing significant challenges in recruiting medical staff due to a shortage of healthcare talent and the impact of COVID-19. The 2023 Practice Preference and Relocation Survey offers valuable insights that can help healthcare executives and in-house recruiters make more informed decisions. Let’s dive into the key trends and what they mean for your healthcare organization.

 

The Shifting Priorities of Healthcare Professionals 

Work-Life Balance in Healthcare: The New Gold Standard

Gone are the days when compensation alone could sway a healthcare professional’s career decisions. Today’s healthcare workers are increasingly prioritizing work-life balance alongside financial rewards. This shift is particularly pronounced among Advanced Practice Clinicians (APCs), for whom work-life balance has surpassed financial incentives as the primary motivator for career changes.

What does this mean for you? It’s time to reassess your organization’s approach to work-life balance. Consider implementing flexible scheduling, remote work options where possible, and comprehensive wellness programs. By demonstrating a commitment to your employees’ well-being, you’ll not only attract new talent but also improve retention rates.

The Financial Factor: Still a Powerful Motivator 

While work-life balance is gaining importance, compensation remains a significant factor, especially for physicians. The highest paid specialties, such as neurosurgeons, thoracic surgeons, and orthopedic surgeons, significantly impact compensation trends within the medical profession. In 2023, 24.7% of physicians cited pay as the top reason for considering a career change, marking an increase from the previous year.

To stay competitive, regularly benchmark your compensation packages against industry standards. Remember, transparency about pay and benefits can be a powerful tool in attracting candidates who value financial stability and growth potential.

Geographic Preferences: The Coastal Appeal 

The survey reveals a clear preference among healthcare providers for the South Atlantic and Pacific regions. The demand for locum tenens physicians is particularly high in various regions, with notable job listings in Tallahassee, Florida and Springfield, Illinois. This trend holds true across different provider types, with many expressing a desire to remain in these areas if already residing there.

For organizations outside these regions, this presents both a challenge and an opportunity. Consider highlighting the unique benefits of your location, such as lower cost of living, outdoor recreational opportunities, or strong community ties. Alternatively, explore options for satellite offices or telehealth positions that could tap into the talent pool in these desirable regions.

The Rise of Social Media in Healthcare Recruitment

One of the most striking trends is the increased use of social media for job searching among healthcare professionals, including medical professionals. For physicians, this usage doubled from 12.4% in 2022 to 25.9% in 2023. Among APCs who use social media for job searching, LinkedIn (64.4%) and Facebook (56.5%) are the platforms of choice.

This shift necessitates a robust social media strategy for healthcare recruiters. Ensure your organization has an active, engaging presence on platforms like LinkedIn and Facebook. Share content that showcases your company culture, highlights employee success stories, and provides valuable industry insights. Remember, social media is not just for posting job openings – it’s about building relationships and establishing your brand as an employer of choice.

 

Understanding Provider-Specific Trends 

Physicians: Ready for Change and Physician Compensation Trends

With 58.3% of physicians open to or planning career changes in the next year, there’s a significant opportunity for recruitment. The ongoing physician shortage, projected to result in a deficit of physicians in the U.S. by 2034, further complicates healthcare recruiting and access to care. However, this also means you need to focus on retention strategies for your current physician staff.

Advanced Practice Clinicians: Seeking Balance and Specific Settings 

APCs show the highest openness to job changes, with 63.4% considering a move in the next 12 months. The increasing demand for nurse practitioners, especially post-COVID-19, highlights the growing reliance on advanced practitioners in various employment settings. They express a preference for hospital-employed or single-specialty group settings. Tailor your recruitment efforts to highlight how your organization can offer the work-life balance and practice environment APCs are seeking.

Allied Health Providers: Diverse Preferences 

While 60.2% of allied health providers are open to career changes, 13.1% are considering retirement. This suggests a need for robust succession planning and strategies to retain experienced professionals. Interestingly, while hospital employment is the top choice, 13.9% prefer solo practice, indicating an opportunity for organizations that can offer varied practice models to attract qualified candidates.

Dental Providers: Stability with a Twist 

Dental providers show the highest job satisfaction, with 57.6% content in their current roles. Healthcare organizations are adapting to these trends by leveraging technology to enhance recruiting processes and improve employer branding strategies. However, 22.8% express interest in telehealth settings, signaling an emerging trend in dental care delivery that forward-thinking organizations might explore.

Overcoming Barriers to Change 

Family and financial constraints emerge as the top barriers preventing providers from changing jobs within a healthcare organization. For dental providers, bureaucracy and red tape are significant hurdles. Address these concerns head-on in your recruitment process. Offer relocation assistance, family support services, and streamlined administrative processes to make the transition as smooth as possible.

 

Looking Ahead: Strategies for Success 

Personalize Your Approach: Recognize that different provider types have varying priorities. Tailor your recruitment and retention strategies accordingly. Patient care is a critical component of these strategies, as it directly impacts the quality of care provided and the overall satisfaction of both patients and healthcare providers.

Embrace Technology: With the increasing interest in telehealth, especially among dental providers, invest in robust telehealth infrastructure and training.

Focus on Culture: Create and promote a workplace culture that values work-life balance, professional development, and employee well-being.

Leverage Social Media: Develop a strong social media presence to engage with potential candidates where they’re already spending time.

Address Barriers: Be proactive in offering solutions to common barriers like family relocation and financial concerns.

Stay Flexible: The healthcare landscape is constantly evolving. Regular surveys and open communication channels with your staff can help you stay ahead of emerging trends.

 

Understanding Trends for Healthcare Organizations & Medical Professionals

The 2023 Practice Preference and Relocation Survey provides a wealth of insights for healthcare executives and recruiters. By understanding and responding to these trends, you can position your organization as an employer of choice in an increasingly competitive healthcare labor market. Remember, recruitment is not just about filling positions – it’s about building a resilient, satisfied workforce that will drive your organization’s success for years to come.

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