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The Standard Q4 2014

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Industry Perspectives

Knowing your demographic: Exploring the utilization of locums physicians to expand business

By: Justin Roark, Recruiting Principal, Delta Locum Tenens

Offering services appropriate to the community is essential to maintaining patient retention for any healthcare facility. It is imperative to understand your patient draw area and the demand for specialties within the area. Even family practice clinics can tailor their services to community needs and draw in new patients by offering services that competing facilities do not. 

For example, in a demographic of predominately female patients, could hiring a female practitioner make female patients feel more at ease, and therefore increase the likelihood of a return visit? Or if a facility is located in a predominately Spanish-speaking area, how would hiring a bilingual physician impact business expansion and patient care? 

A journal published by NCBI actually stated that a physician’s own demographic background and characteristics has been found to influence their practice of medicine. The journal stated that understanding the way in which physician demographic characteristics influence clinical care using multidisciplinary and multimodal approaches provides an opportunity to improve the quality of medical education and improve the quality and efficacy of medical care of patients. Arguably, aligning these demographic influences may also align the way a patient adheres to post-visit directions. 

One way to test the waters with tailoring facility staff to the demographics of a community is by utilizing locum tenens physicians to extend healthcare services. Offering short-term employment as a “trail run” to attract patients can be a cost-effective way to determine what permanent recruitment needs your facility may have. 

An additional benefit to understanding the needs and demands of your facility’s community is in foreshadowing what types of specialties may thrive in the area. Utilizing locums services can be an efficient way to test new services such as adding new programs or specialties to your practice. For example, adding a pediatrician to an adult heavy practice targets a new demographic (children of existing adult patients), which brings in new reimbursements through Medicaid and still allows parents access to their existing physician. If your primary care practice currently has an internist, could you benefit from adding a nurse practitioner to your staff? Utilizing a nurse practitioner would allow the existing internist to spend more time on inpatient care while the NP maintains outpatient volume. What if your inpatient neurology clinic brought in a locum physician to establish a MS patient base? How much more profitable would your facility be? Utilizing locums candidates in these situations allows facilities to test the practicability of sustaining new business, before committing to a permanent hire. 

Additionally, having a locums physician spearhead the startup of such programs can actually increase recruitment incentives for permanent physicians. A locums doctor can help build a patient base and then turn the program over to an incoming permanent hire. Permanent candidates will be more attracted to such an opportunity, as the patient base is already thriving and viable. In the long run, this can help improve employee retention because incoming physicians will be providing specialized services to an area that has a proven need for the service.

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 $212,208 $35,227 $253,250 41 112 21
Internal Medicine $207,733 $20,714 $269,333 51 157 40
Pediatrics $192,000 $10,500 $216,667 38 126 33
Psychiatry $230,000 $24,375 $229,375 73 181 22
Obstetrics/Gynecology $326,400 $33,000 $409,000 12 76 43
Surgery
General Surgery $383,750 $32,857 $446,250 116 218 63
Orthopedic Surgery $568,000 $40,000 $760,000 35 143 40
Otolaryngology $487,500 $67,500 $550,000 31 107 93
Urology $535,000 $61,667 $708,333 39 89 72
Sub-Specialty
FM- Obstetrics  $260,500 $22,500 $300,000 32 153 151
Neurology $287,500 $30,000 $437,500 59 17 33
Pulmonary Critical Care $335,000 $37,500 $386,667 36 116 25
Hospital-Based
Occupational Medicine $240,000

$10,000

$250,000 87 140 140
Hospitalist $237,833 $23,333 $256,333 32 149 33
Emergency Medicine $255,000 $15,000 $270,000 9 77 77

Data indicates sources of candidates for placements and interviews from January 2014 through December 2014.


Placements by Population

Placements by Population

Data indicates sources of candidates for placements and interviews from January 2014 through December 2014.

Candidate Sources

Candidate Sources

Data indicates sources of candidates for placements and interviews from January 2014 through December 2014.

Market Demand



Specialty Demand Comparison

4th Quarter 2014 4th Quarter 2013
1. Family Medicine Family Medicine
2. Emergency Medicine Internal Medicine
3. Pulmonary Critical Care Medicine Neurology
4. Hospitalist Emergency Medicine
5. Internal Medicine General Surgery
6. Family Medicine - Obstetrics  Orthopedic Surgery
7. Neurology Hospitalist
8. Psychiatry Pediatrics
9. Radiation Oncology Psychiatry
10. Dermatology Vascular Surgery
11. Hospitalist Director Interventional Cardiology
12. Nephrology Critical Care Medicine
13.

Obstetrics and Gynecology

Endocrinology
14. Opthalmology General Practice
15. Orthopedic Surgery

Obstetrics and Gynecology

Data compares the top 15 most requested searches initiated by Delta Physician Placement, comparing the fourth quarters of 2013 and 2014.

Nationwide Search Distribution

 

Nationwide Search Distribution



Candidate Placements

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

Data indicates sources of candidates for placements and interviews from January 2014 through December 2014.

Locum Tenens

Days Requested - Top Specialties

Days Requested

Data indicates sources of candidates for placements and interviews from January 2014 through December 2014.

Nationwide Physician Distribution

Nationwide

Data indicates sources of candidates for placements and interviews from January 2014 through December 2014.

4th Quarter 2014 
January 2014 - December 2014

Industry Perspectives

Combating the nursing shortage: What one rural client is doing RIGHT

Zondre Morris, Director of Marketing, Delta Healthcare Providers

Nursing is the highest requested search Delta Healthcare Providers has seen this quarter. The high demand for qualified, talented nurses has forced many hiring facilities to combat increased gaps in coverage and extended length of search times for nursing candidates, as rival facilities craft competitive offers. 

The average placement time for nursing candidates of clients working with Delta Healthcare Providers is 89 days; however, there are some clients that have expedited the average fill time at their facility. In fact, one Delta Healthcare Providers client located in rural Minnesota has located and placed two registered nurses within the last quarter. One nurse was placed in as quickly as 20 days.

The client practices several unique recruitment techniques to attract ideal candidates, and after completing their second successful nursing placement with Delta Healthcare Providers marketer Karla Thompson, the facility’s CEO Jeff C. agreed to an interview to discuss recruitment techniques and the evolution of their quick placements. 

In this case, the Minnesota facility’s biggest challenge was in attracting qualified nurses to the area, as there wasn’t a large pool of local candidates. “We had four retirements all really close together,” explained the CEO. “If I was in Minneapolis, I think I would have an easier time finding staff. But because most people are migrating toward the larger cities, it’s hard to come across staffing on your own.” 

In addition to its rural location, the town in which the facility resides underwent its own struggles with migration. When a local prison was closed in the area, almost half of the population left and with this decreasing patient draw, available opportunities at the facility grew less and less desirable, in the traditional sense. The need for available and quality healthcare only continued to spike for the population that did remain in town. 

“We came to realize we had to try to come up with creative packages that would bring staffing out here,” Jeff said. “We can’t just sit by idly and offer a wage anymore. We have to add something that interests and attracts the right staffing.”

While working with Karla and Delta Healthcare Providers recruiter Gleason Daniel, the facility was able to take advantage of government assistance grants available to health clinics in rural areas. Utilizing these finances, the facility created several incentive packages targeted at attracting top talent for nurses and physicians to the local area. 

The facility saw success by offering a 5-year tuition reimbursement program to nurses with student loans, paying back 20 percent of their loans per year. In addition to being a major recruitment incentive, this program promises to increase retention rates of new talent as they continue to work and pay off their debt. The facility created a similar program to target nurse aids by offering to pay for a candidate’s tuition after 30 days of employment.

“(For candidates), it’s not only a job,” Jeff said. “We found we can help pay for housing, school loans, anything that would encourage (nurses) to venture out and stay in this area.”

By working with their recruiter’s expertise on the market, the client in this case was able to formulate strategic recruitment incentives to attract top talent. By utilizing creative, personalized recruitment techniques, the facility located two nursing candidates in search times equivalent to less than a quarter of the average placement time. In following this example, it is important to consider what options your facility could offer to incentivize open opportunities, particularly in a rural or under populated community. Define what advantages your facility could present as distinguishers from competition, which could turn a traditionally less desirable location into an ideal offer.

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 $80,779 $11,042 $12,121 $4,130 10 80 3
Occupational Therapy $81,247 $12,360 $77,000 $5,841 7 73 1
Speech Language Pathology $71,800 $6,667 - $4,000 5 50 14
Extenders
Nurse Practitioner $104,315 $7,019 $47,962 $5,265 19 96 9
Physician Assistant $120,361 $7,500 $65,000 $5,286 16 81 8
Allied/Other
Registered Nurse $66,475 $8,304 $12,900 $4,742 9 82 1
Medical Technology $51,650 $4,000 - $3,000 2 34 1

Map represents searches initiated by Delta Healthcare Providers on behalf of healthcare facilities from January 2014 through December 2014.


Placements by Population

Placements by Population

Data is compiled from assignments placed by Delta Healthcare Providers from January 2014 through December 2014.

Years of Experience

Years of Experience

Data is compiled from assignments placed by Delta Healthcare Providers from January 2014 through December 2014.

Market Demand

Nationwide Search Distribution

Nationwide Search Distribution

Data is compiled from assignments placed by Delta Healthcare Providers from January 2014 through December 2014.



 Candidate Placements

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

Data is compiled from assignments placed by Delta Healthcare Providers from January 2014 through December 2014.

Specialty Demand Comparison

4th Quarter 2014 4th Quarter 2013
1. Registered Nurse Physical Therapist
2. Physical Therapist   Nurse Practitioner
3. Nurse Practitioner Physician Assistant
4. Dentist Registered Nurse
5. Director of Nursing Occupational Therapist

Data compares the top 5 most requested searches initiated by Delta Healthcare Providers in the fourth Quarters of 2013 and 2014.


Staffing

Facility Demographics

Facility Demographics Charts


Assignments by Specialty

Specialty Average Length Contract
to Start Date
Average Length
of Assignment
Occupational Therapy 3 weeks 10 weeks
Occupational Therapy Assistant 5 week 11 weeks
Physical Therapy 4 weeks 10 weeks
Physical Therapy Assistant 4 weeks 12 weeks
Speech Language Pathology 5 weeks 9 weeks

Data is compiled from assignments placed by Delta Healthcare Providers from October 2014 through December 2014.


Top Licensure States

top_licensure_states

Data is compiled from assignments placed by Delta Flex Travelers from October 2014 through December 2014.

Years of Experience 

Years of Experience

Data is compiled from assignments placed by Delta Flex Travelers from October 2014 through December 2014.


Licenses Per Quarter

Licenses Per Quarter

Data is compiled from assignments placed by Delta Flex Travelers from October 2014 through December 2014.


Licensure Cost

Specialty Average Cost of License
Physical Therapist $261.44
Physical Therapy Assistant $145.00
Occupational Therapist $189.14
Occupational Therapist Assistant $240.00
Speech Language Pathologist $287.50

Data is compiled from assignments placed by Delta Flex Travelers from October 2014 through December 2014.