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The Standard Q3 2017

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Industry Perspectives

Rural Recruiting: Best Practices for Finding and Retaining the Right Talent

As the demand for physicians in rural locations grows at a fast pace, the healthcare staffing industry continues to refine the process for attracting, engaging, securing, and retaining talented providers. The following are tips and best practices for successful rural physician placement.

Attract

A clearly defined mission can be the difference between finding a physician who is the right fit instead of a “quick fix.” Healthcare staffing firms work with hospitals and facilities to communicate the mission and vision for the organization, focusing on advertising the organization’s strengths (economic, political, growth, enrichening, unique, or industry advantages). It’s also recommended that the facility establish a timeline for staffing needs to ensure that the positions are filled before the need is critical.

Referrals from the organization’s physician networks can produce promising candidates. However, efforts like posting ads on your website or placing local ads usually only work for providers who are already located in the area. Healthcare staffing firms can help organizations by providing resources to get the word out nationwide.

Engage

Physicians are approached by recruiters on a daily basis, and the game is competitive. This is why time is always a critical part of recruiting. By having swift, well-defined consideration processes, organizations can retain a prospect’s interest and efficiently advance candidates. Should you work with a contingent firm? That depends. Contingent firms tend to focus their efforts on commonly desired areas or positions with the highest compensations. This approach often leads to high interest—but many of the candidates won’t be a true fit. An organized initial screening and thorough onsite interview can validate the candidate’s resume. We also recommend the facility have a physician leader or member of the medical staff available to answer clinical questions and reinforce the organization’s vision and strategic healthcare plan.

Secure

For many candidates, money isn’t the driving force. Quality of life, work-life-balance, opportunities for the family, and ties to an area have become important incentives. Armed with this knowledge, organizations need to have these incentives outlined before the recruitment process begins so they can reach a decision on a candidate and make an offer quickly. A streamlined approach can be the difference between securing the right person—or missing the boat.

Retain

Retaining a provider is the most difficult part of the process, which is why it’s imperative that organizations welcome, support, and engage all new medical staff members. Promoting social interactions among the medical staff and their families can help them become better acquainted and establish a sense of community. Physicians who feel included in the decision- making process for patient access, referrals, and on-call scheduling strategies are the best advocates for improving rural population health.

While there’s no way to ensure a candidate will stay with an organization for the long term, following these tips and best practices can help to lay the best foundation for rural physician recruiting success.

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 Potential Compensation From Interview to Placement Total Placement Fastest Days-to-Fill
Primary Care
Family Medicine $230,808 $25,416 $275,804 25 148 1
Family Medicine- Obstetrics $215,278 $54,000 $308,248 21 196 10
Internal Medicine $220,714 $24,285 $226,285 16 160 63
Obstetrics/Gynecology $291,666 $24,000 $328,333 12 116 13
Pediatrics $208,846 $20,461 $268,307 14 164 40
Psychiatry $235,489 $47,671 $262,384 30 207 10
Surgery
Orthopedic Surgery $498,680 $50,000 $614,781 42 225 148
General Surgery $405,455 $43,889 $446,364 20 152 24
Surgery- Vascular $350,000 - $800,000 47 80 80
Urology $425,000 $20,000 $490,000 8 172 155
Sub-Specialty
Gastroenterology $635,000 $55,000 $735,000 31 181 181
Neurology $325,000 $50,000 $275,000 48 344 344
Hospital-Based
Emergency Medicine  $332,717 $16,667 $378,457 10 200 5
Hospitalist $261,067 $19,429 $300,600 25 167 4
Pediatric Hospitalist $233,333 $40,667 $240,667 21 159 72

Data reflects averages from placements and interviews by Delta Physician Placement from October 2016 through September 2017. “Potential Compensation” data reflects average yearly compensation at full production excluding benefits. “Average Days” data does not include off-contract placements. “Average Days Total Placement” data is calculated from profile to placement. 


Placements by Population

Placements by Population

Data indicates sources of candidates for placements and interviews from October 2016 through September 2017.

Candidate Sources

Candidate Sources

 

Data indicates sources of candidates for placements and interviews from October 2016 through September 2017.

Market Demand

Nationwide Search Distribution

Nationwide Search Distribution

Map represents searches initiated by Delta Physician Placement on behalf of healthcare facilities from October 2016 through September 2017.



Specialty Demand Comparison

  3rd Quarter 2017 3rd Quarter 2016
1. Family Medicine Family Medicine
2. Obstetrics/Gynecology Internal Medicine
3. Urology Obstetrics/Gynecology
4. Hospitalist Psychiatry
5. Psychiatry Hospitalist
6. Neurology Emergency Medicine
7. Orthopedic Surgery Pediatrics
8. Cardiology - Interventional Family Medicine - Obstetrics
9. Dermatology Surgery - General
10. Emergency Medicine Urology
11. Internal Medicine Orthopedic Surgery
12. Pediatrics Pulmonary Critical Care Medicine
13.

CMO

Gastroenterology
14. Family Medicine - Obstetrics Neurology
15. Pulmonary Critical Care Medicine

Otolaryngology

Data compares the top 15 most requested searches initiated by Delta Physician Placement, comparing the third quarters of 2016 and 2017.

Search Distribution Specialty

Search Distribution Specialty

Data indicates the percentage of searches initiated by specialty grouping between October 2016 through September 2017.



Candidate Placements

  Top 5 States Providers Have
Taken New Opportunities
1. Texas
2. Pennsylvania
3. California
4. Iowa
5. Wisconsin

Compares all states for the top 5 candidate placements as initiated by Delta Physician Placement from October 2016 through September 2017.

Locum Tenens

Days Requested - Top Specialties

Days Requested

Data indicates the top specialties by days requested from October 2016 through September 2017.

Nationwide Physician Distribution

Nationwide

Map represents the percentage of licensed physicians by region working with Delta Locum Tenens

3rd Quarter 2017
October 2016 - September 2017

Industry Perspectives

How Artificial Intelligence Will Make Staffing Smarter

Technology—specifically machine learning and artificial intelligence (AI)—continues to play a growing role in healthcare recruitment, lending an innovative hand with identifying job needs and pinpointing recruitment opportunities. As the healthcare industry continues to advance, healthcare staffing will also evolve, prompting recruiters to leverage technology to handle a variety of tasks, from predicting staffing needs to identifying candidates based on smart assumptions.  

Search Snapshot

Across most major staffing industries—from industrial and IT to finance and education—the theme of 2017 is big growth. Healthcare staffing has hopped onto this trajectory too, with an expected 8 percent increase in growth, according to research from Staffing Industry Analysts (SIA). Retained search firms are expected to see a 5 percent revenue increase this year—and an even larger one (6 percent) next year, as reported by SIA.

Leveraging AI

As the demand for providers continues to grow, recruiters will have the ability to use innovation such as AI to enhance their search processes. According to CIO, AI can utilize its number crunching prowess to predict the length of time it may take to staff those harder-to-fill positions. Armed with this intel, recruiters can work with their clients more efficiently (and identify what opportunities may be coming up in the near future)—and help facilities to better forecast their staffing resources.

As the CIO article also explains, AI can be a strong recruitment tool because it can mine data in various ways to identify strong job candidates. This is because, as CIO explains, AI can be used to conduct different types of searches, such as conceptual (results from key words that form a concept), implicit (results based on assumed information), and semantic (results based on intent and context). AI brings deeper productivity to the search function by enabling recruiters to identify possible job candidates based on things other than exact terminology.

AI and Patient Care

The capabilities of robotics, telemedicine, and electronic health records continue to become more refined with innovation. As machine learning enables computers to become more adept at image and data analyses to help diagnose and offer treatment plans, more providers and patients will rely on technology to deliver and receive sound and accurate healthcare information. AI also offers the promise of treating patients from the comfort of their homes by enabling providers to converse and interact remotely via a smart device. Experts predict that these virtual house calls will be provided by most large medical companies by 2019.

New Players

As with any disruptive innovation, firms that can get in the game will. Bullhorn reports that Facebook and Google will continue to focus on recruiting, but just how focused it will be in the healthcare space remains to be seen.

When it comes to technology, the question isn’t “if” or “when.” It’s really, “to what extent?” In the healthcare recruiting space, AI is poised to make placements more productive, and make the industry even smarter.

Placements & Interviews

Placement Data by Specialty

This data represents average statistics of placements and interviews by Delta Healthcare Providers 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 Student Loan Repayment Relocation Reimbursement From Interview to Placement Total Placements Fastest Days-to-Fill
Rehabilitation
Occupational Therapist $86,200 $7,562 $30,000 $4,375 5 64 22
Physical Therapist $84,562 $10,340 $22,785 $4,273 7 69 8
Speech-Language Pathologist $82,054 $7,000 $15,000 $3,900 24 91 21
Physical Therapy Assistant $70,000 $2,500 - $2,500 3 83 17
Extenders
Nurse Practitioner $144,510 $18,560 $41,803 $10,771 12 79 41
Physician Assistant $111,000 $7,666 $28,000 $5,500 7 52 14
Allied/Other
Dentist $161,436 $21,000 $52,500 $9,062 9 61 32
Diagnostic Medical Sonographer $59,280 $10,000          - $10,000 5 98 48
Licensed Clinical Social Worker $70,871 $5,000 - $3,333 15 97 62
Nursing
CRNA $156,333 $31,666 $25,000 $5,000 32 92 48
Case Manager $81,500 - $20,000 $4,500 10 50 46
Registered Nurse $77,937 $8,549 $19,477 $8,188 5 88 7
Nurse Manager of Surgical Services $90,000 $4,500 - $2,000 4 40 37

Data reflects averages from placements and interviews by Delta Healthcare Providers from October 2016 through September 2017. “Average Compensation” data reflects average yearly compensation for each position listed above. “Average Days” data does not include off-contract placements.


Placements by Population

Placements by Population

Data indicates the percentage of placements made from October 2016 through September 2017 by the population of the search facility's metropolitan area.

Market Demand

Nationwide Search Distribution

Nationwide Search Distribution

Map represents searches initiated by Delta Healthcare Providers on behalf of healthcare facilities from October 2016 through September 2017.



Candidate Placements

  Top 5 States Providers Have
Taken New Opportunities
1. Alaska
2. California
3. Nebraska
4. Wisconsin
5. Oregon

Data is compiled from assignments placed by Delta Healthcare Providers from October 2016 through September 2017.

Specialty Demand Comparison

  3rd Quarter 2017 3rd Quarter 2016
1. Registered Nurse Physical Therapist
2. Physical Therapist

Registered Nurse

3. Nurse Practitioner Nurse Practitioner
4. Licensed Clinical Social
Worker
CRNA
5. Dentist Dentist

 


Candidate Sources

Candidate Sources


Data indicates sources of candidates for placements and interviews from October 2016 through September 2017.

Staffing

Facility Demographics

Facility Demographics Charts


Data is compiled from assignments placed by Delta Healthcare Providers from July 2017 through September 2017.



Years of Experience

Years of Experience

 

Data is compiled from assignments placed by Delta Healthcare Providers from July 2017 through September 2017