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The Standard Q2 2013

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2nd Quarter 2013 
July 2012 - June 2013

Industry Perspectives

Quick tips for quick placements - Understanding the importance of speed in decision making as it relates to primary care recruitment

Ty Chambers, Executive Vice President

In today’s abundance of one-click access to real-time tweets, instantaneous photo uploads, constant status updates, and instantly available information, most people are accustom to quick turnarounds and speedy communication. This mentality is demonstrated in the world of physician recruitment as illustrated in a recent case study published by Delta Physician Placement. The study compares recruitment outcomes of five facilities in the process of hiring one ore more primary care physicians, and suggests that facilities able to make quick decisions during the recruitment process leverage their offer above competing facilities and expedite overall placement time.

A qualified physician receives multiple calls per day from recruiters and facility representatives presenting open opportunities throughout the nation that match the physician’s skill set. This influx of opportunities has resulted in a limited window of availability before a desired candidate moves on to the next option. This situation is termed a pyramid of interest, which states a physician’s interest in an opportunity is greatest within 72 hours of his or her on-site interview. According to the case study, facilities that gave an offer within this pyramid of interest had the most favorable outcome.

In Case 2 of Delta Physician Placement’s study, a facility in Western Montana was able to take advantage of this speed-to-market mentality. Prior to interviewing any candidates for the facility’s primary care opening, the facility’s CEO prearranged a letter of intent to present to an interviewee on-site in order to aggressively pursue desirable candidates. This facility located, offered, and signed three primary care physicians within a span of two weeks.

Being prepared to act on a candidate (whether by choosing to extend an offer or realizing the candidate is not a fit and moving on) illustrates that a facility is serious about their offer and ready to incorporate a new role into their team. In this particular case, offering a letter of intent or agreement on-site demonstrated the facility’s commitment to urgency.

“Candidates tend to rethink an offer if they are not psychologically taken off the market at some point,” said Lisa Zamora, marketing principal. “People have the need to feel desired. If a candidate is everything you expected them to be in the interview, it is important to act quickly and let them know of your interest. Let them know they are desired, and how they fit into the short and long term vision of the community.”

Failing to express interest in a favored candidate is a common barrier in the recruitment process. In Case 5 of Delta Physician Placement’s study, a facility in Central Missouri lost three potential candidates by focusing their recruitment efforts on only one match. After interviewing the first of three candidate submissions for an open OB/GYN position, the facility decided not to pursue interviews with the remaining candidates and extend an offer to the first interviewee. Facility representatives in this case did a fantastic job representing the community, practice, etc. during the interview, and the CEO followed with a serious and competitive offer within days of the interview. However, the offer extension did not include a return deadline, and the candidate declined the position after two months of consideration in order to take a competing offer. During this delay, both remaining submitted candidates located other employment.

“In the best case scenario, a client should move forward with two or three viable candidates simultaneously to secure the position,” said Jim Fuller, recruiting principal. “By pursing multiple avenues, candidates realize there is serious competition around the offer. This also gives facilities more than one option to have their needs met. This scenario helps drive the decision process quickly and keeps all viable candidates in play.”

In addition to better positioning an offer toward a viable candidate, utilizing a quick and decisive recruitment process allows facilities to benefit from filling an open position faster. For every day that a position goes unfilled, facilities experience loss in revenue from the inability to schedule potential patients and face the threat of patient migration due to long wait times or overbooking. This loss can spread through an entire community. Additionally, leaving a needed position unfilled can put strain on existing staff forced to take on additional responsibilities to cover the role.

A prime example of this loss is demonstrated in Case 1 of the study. In a search for a family practice physician, a facility in Eastern Oklahoma immediately identified a favorable candidate following his interview (Dr. L). However, the facility’s CEO and board of directors did not have a set plan in place to give feedback about Dr. L’s candidacy or discuss parameters of their offer, and did not reach an agreement until two weeks after Dr. L’s on-site interview. During this time, Dr. L. interviewed and signed with another facility. The facility in Eastern Oklahoma took an additional five months to locate and sign another physician.

Due to the competitive nature of physician recruitment in today’s market, speed in the decision process is a serious advantage. Ease of communication and a high demand for physician placement, especially in primary care, has created a nationally scaled playing field for recruitment efforts. Facilities can combat this competition by preparing their decision process in advance and having a clear set of expectations and next steps in place to ensure fluidity in a physician’s candidacy.

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 $217,474 $23,535 $250,075 20 149 42
Internal Medicine $227,714 $28,000 $280,667 39 155 71
Pediatrics $196,000 $37,000 $227,000 38 123 83
Psychiatry $205,250 $20,313 $227,350 17 81 21
Obstetrics/Gynecology $293,333 $33,333 $395,833 33 150 93
Surgery
General Surgery $352,857 $30,287 $410,714 25 109 23
Orthopedic Surgery $473,373 $61,667 $616,667 26 142 34
Otolaryngology $419,000 $37,000 $476,000 101 146 100
Urology $400,000 $23,333 $550,581 82 164 136
Sub-Specialty
Cardiology $400,000 $20,000 $700,000 70 97 97
Oncology $300,000 $20,000 $560,000 15 197 197
Neurology $253,750 $20,000 $325,000 30 98 84
Pulmonary Critical Care $287,500 $22,500 $350,000 59 200 200
Gastroenterology $450,000 $45,000 $500,000 78 180 180
Hospital-Based
Anesthesiology $433,750 $16,667 $473,750 14 32 31
Radiology $350,000 $25,000 $700,000 22 53 53
Hospitalist $235,400 $24,750 $283,060 27 144 21
Emergency Medicine $293,729 $23,750 $320,951 23 187 29

Placements by Population

Placements by Population

Data indicates the percentage of placements made from July 2012 through June 2013 by the population of the search facility’s metropolitan area.

Candidate Sources

Candidate Sources

Data indicates sources of candidates for placements and interviews from July 2012 through June 2013.

Market Demand

Nationwide Search Distribution

Nationwide Search Distribution

Map represents searches initiated by Delta Physician Placement on behalf of healthcare facilities from July 2012 through June 2013.



Specialty Demand Comparison

2nd Quarter 2013 2nd Quarter 2012
1. Family Medicine Family Medicine
2. Psychiatry Internal Medicine
3. Hospitalist Hospitalist
4. Emergency Medicine Emergency Medicine
5. Family Medicine - Obstetrics General Surgery
6. Internal Medicine Psychiatry
7. General Surgery Obstetrics and Gynecology
8. Pediatrics Pediatrics
9. Obstetrics and Gynecology Urology
10. Orthopedic Surgery Pulmonary Critical Care
11. Gastroenterology Family Medicine - Obstetrics
12. Child & Adolescent Psychiatry Gastroenterology
13. Urology Orthopedic Surgery
14. Neurology Otolaryngology
15. Otolaryngology

Neurology

Data compares the top 15 most requested searches initiated by Delta Physician Placement, comparing the 2nd quarters of 2012 and 2013.

Search Specialty Distribution

Search Distribution by Specialty Group

Data indicates the percentage of searches initiated by specialty grouping between July 2012 through June 2013.



Candidate Placements

Top 5 States Providers Have
Taken New Opportunities
1. Texas
2. Wisconsin
3. Iowa
4. Alaska
5. North Carolina

Compares all states for the top 5 candidate placements as initiated by Delta Physician Placement from July 2012 through June 2013.

Locum Tenens

Days Requested

Specialty Number of Days
1. Hospitalist 29,494
2. Family Medicine 14,165
3. Emergency Medicine 13,971
4. Nurse Practitioner 9,918
5. Psychiatry 6,825

Data indicates sources of candidates for placements and interviews from July 2012 through June 2013.

Nationwide Physician Distribution

Nationwide

Data indicates sources of candidates for placements and interviews from July 2012 through June 2013.

Privileging

Lowest Average
to Close Credentialing
Number of Days Lowest Average
to Close Credentialing
Number of Days
1. West Virginia 16 6. Texas 28
2. Maryland 20 7. South Dakota 28
3. Iowa 22 8. Wyoming 29
4. Nevada 24 9. New Mexico 31
5. Arkasas 25 10. Wisconsin 34

Total Privileging
files Completed

487

Average days
to complete a file

53

Data indicates total number of days - highest and lowest for a state to close credentialing from July 2012 through June 2013. This data represents all states Delta Locum Tenens has done business in during the past 12 months.

2nd Quarter 2013 
July 2012 - June 2013

Industry Perspectives

What does your accreditation do for me? How to ensure you are recruiting the best healthcare traveler in the industry

 Ryan Anholt, Vice President of Travel Recruiting 

It has been said that the best defense is a good offense—why wouldn’t this theory extend to patient care? For facilities utilizing healthcare traveler services, the best defense against the risk of liability is to employ providers with up-to-date licensure, background records, and training. When choosing to partner with a staffing agency in the search for such providers, accreditation from The Joint Commission is the quarterback of the healthcare-staffing field, providing a comprehensive evaluation of a staffing firm’s ability to present qualified and competent staffing services.

In order to maintain The Joint Commission’s Healthcare Staffing Services Certification, staffing firms undergo rigorous and systematic onsite surveys, which ensure the firm is achieving all requirements set in place to qualify for certification. Certified firms are responsible for verifying licensure; conducting education and training programs related to infection control, cultural diversity, and The Joint Commission’s National Patient Safety Goals; assessing competency; performing background checks; and ensuring all personnel records are up to date.

As a certified firm, Delta Healthcare Providers requires the following documents from all travelers on contract assignment:

  • Resume

  • Summary of all licenses active and inactive

  • Excluded parties list search

  • Office of inspector general search

  • Online verification of state licensure needed for this assignment

  • Annual Self Assessment Skills Checklist

  • Criminal Background check by county

  • CPR Basic Life Support for Healthcare Providers

  • Annual 9-Panel Drug Screen

  • Annual TB screening

  • 3 Professional References

  • Certificate of Professional Liability

  • Certificate of Worker’s Compensation 

These are the minimum requirements set to maintain The Joint Commission certification. Delta Healthcare Providers offers copies of these documents to clients prior to a traveler’s assignment. If a client requires additional documentation for an assignment, Delta Healthcare Providers has a prepared list of vendors ready to fill these needs. 

In addition to maintaining certification, tracking the above materials also holds a staffing organization and the talent they represent accountable to unwavering standards. This parallel creates a mutually beneficial relationship between a hiring facility and healthcare traveler. Facilities engaging in staffing services can be assured that the healthcare providers represented by an accredited agency are screened and fully oriented prior an assignment.

Additionally, since all documentation and personnel records are in order, incoming healthcare providers can begin an assignment fully focused on their work, instead of the fine print.

A database of certified healthcare-staffing agencies associated with The Joint Commission can be found at qualitycheck.org. By partnering with an agency prepared to hold themselves accountable to nationally recognized standards, hiring facilities relinquish the threat of liability in travel opportunities to a team prepared to evaluate and administer all necessary requirements specific to each assignment. This structure allows facilities and providers the peace of mind necessary to continue being all-stars in their field, and to focus on exceptional patient care. 

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
Physical Therapy $82,189 $8,557 $37,225 $3,344 10 85 1
Occupational Therapy $76,690 $8,037 $17,214 $3,783 11 91 14
Speech Language Pathology $72,558 $8,750 $40,000 $2,250 6 73 7
Extenders
Nurse Practitioner $97,881 $7,208 $34,167 $6,800 14 72 3
Physician Assistant $98,571 $7,500 $76,000 $6,250 13 65 7
Allied/Other
Registered Nurse $65,086 $5,136 $15,000 $5,500 10 67 20
Medical Technology $52,000 - - $2,500 3 29 29

Data reflects averages from placements and interviews by Delta Healthcare Providers from July 2012 through June 2013. “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 the percentage of placements made from July 2012 through June 2013 by the population of the search facility’s metropolitan area.

Years of Experience

Years of Experience

Data is compiled from assignments placed by Delta Healthcare Providers from July 2012 through June 2013.

Market Demand

Nationwide Search Distribution

Nationwide Search Distribution

Map represents searches initiated by Delta Healthcare Providers on behalf of healthcare facilities from July 2012 through June 2013.



Candidate Placements

Top 5 States Providers Have
Taken New Opportunities
1. Texas
2. Alaska
3. Indiana
4. Oregon
5. Kansas

Compares all states for the top 5 candidate placements as initiated by Delta Healthcare Providers from July 2012 through June 2013.

Specialty Demand Comparison

2nd Quarter 2013 2nd Quarter 2012
1. Physical Therapist Physical Therapist
2. Nurse Practitioner Occupational Therapist
3. Occupational Therapist Nurse Practitioner
4. Registered Nurse Registered Nurse
5. Physician Assistant Physician Assistant

Data compares the top 5 most requested searches initiated by Delta Healthcare Providers in the 2nd Quarters of 2012 and 2013.


Staffing

Facility Demographics

Facility Demographics Charts


Assignments by Specialty

Specialty Average Length Contract
to Start Date
Average Length
of Assignment
Occupational Therapy 4 weeks 9 weeks
Occupational Therapy Assistant 3 weeks 10 weeks
Physical Therapy 4 weeks 10 weeks
Physical Therapy Assistant 3 weeks 10 weeks
Speech Language Pathology 4 weeks 11 weeks

Data is compiled from assignments placed by Delta Healthcare Providers from April 2013 through June 2013.


Top Licensure States

top_licensure_states

Map represents top licensure states by Delta Healthcare Providers on behalf of healthcare facilities from April 2013 through June 2013.

Years of Experience 

Years of Experience

Data is compiled from travel assignments placed by Delta Healthcare Providers from April 2013 through June 2013.


Licenses Per Quarter

Licenses Per Quarter

Data is compiled from assignments placed by Delta Healthcare Providers from April 2013 through June 2013.


Licensure Cost

Specialty Average Cost of License
Physical Therapy $248.34
Physical Therapy Assistant $247.00
Occupational Therapy $251.00
Occuptational Therapy Assistant $205.00

Speech Language Pathologist $125.00

Data is compiled from assignments placed by Delta Healthcare Providers from April 2013 through June 2013.