Matt Robbins, Senior Director of Marketing, Delta Physician Placement
Of the 16 physician specialties listed on the Standard, 14 have seen total annual compensation increases quarter-over-quarter. Healthcare entities hiring have consistently increased starting salaries and sign-on bonuses, included relocation packages and now student loan forgiveness. There was also an increase from 66% last quarter to 83% this quarter in placements with populations under 50,000. Rural facilities that have seen success the quickest predominately have more lucrative compensation packages and have the ability to offer multiple year income guarantees with production bonuses. Doctors are expressing more and more that with the uncertainty in healthcare reform, this option is often the more appealing approach to practicing medicine.
David Schumann Director, Delta Locum Tenens
While attending the 2011 National Association of Locum Tenens Conference in Chicago, great dialogue centered on the introduction of Managed Services Providers (MSP) into the locum tenens industry. For many hospitals and practice groups, labor costs represent a significant part of operating costs. In an effort to more intelligently manage labor costs and leverage relationships with suppliers, organizations are searching for ways to accurately assess their temporary spend. The cost savings from MSP programs seems inviting – immediate reductions to the bottom line and possibly a reduction in the number of intrusive sales calls from vendors. However, the reality is often something quite different. The MSP programs often treat people as a commodity – the lowest hourly bidder of temporary providers gets the job. This creates a number of problems that are difficult to quantify. Most agencies will be forced to use very junior recruiters in order to meet the cost guidelines, with no qualifying of the talent supplied.
If the MSP system is administered by a temporary staffing agency, the complications increase exponentially.
- The temporary staffing agency will often charge the sub-contracting agency a percentage of the profits, making it impractical for the subs to continue providing services.
- It can evolve into a situation where the prime temporary staffing agency is the sole supplier to the client, with a few small groups working out of their basements with no expenses and no services other than providing CVs.
- The prime temporary staffing agency will also hold the job description for several weeks, hoping to fill the position themselves.
The sub providers therefore know that they are only getting the “extremely difficult” job orders to work on and delay the privileging and credentialing process. Ultimately, missing the start date.
Placements & Interviews
Placement Data by Specialty
This data represents average statistics of placements and interviews by Delta Physician Placement over the twelve-month survey period. Since these averages only include placements and interviews, the compensation information presented indicates the rate at which candidates are choosing to interview or sign. Average days information can be used to forecast a probable timeline for a recruitment effort in a particular specialty.
|Average Compensation||Average Days|
|Starting Compensation||Sign-on Bonus||Total Annual Compensation||From Interview to Placement||Total Placements||Fastest Days-to-Fill|
Placements by Population
Placement Statistics by Specialty Grouping
|Primary Care||Sugery||Sub-Specialty||Hospital Based|
|Second Interview Required||19%||27%||37%||14%|
|Offered Salary (no guarantee)||90%||82%||84.2%||85%|
Nationwide Search Distribution
Search Specialty Distribution
Specialty Demand Comparison
|1st Quarter 2011||1st Quarter 2010|
|1.||Family Medicine ||Family Medicine|
|2.||Internal Medicine||Emergency Medicine|
|3.||Orthopedic Surgery||General Surgery|
|4.||General Surgery||Internal Medicine|
|13.||Pulmonary Critical Care||Cardiology|
|15.||ENT||Pulmonary Critical Care|
|Specialty||Number of Days|