The provider recruitment space is as frenzied as ever, 在奥斯汀举行的2023年推进医师和提供者招聘协会(AAPPR)年会上,人们表现出了很高的热情, Texas. Almost 1,在忙碌的三天里,000名行业专业人士在演讲和行业状况对话之间来回穿梭,练习了“德克萨斯两步法”.
在我们的一次由ecg赞助的会议上,云顶集团40011官网们回答了招聘人员提出的关于他们想从下一次实习中得到什么以及他们如何与潜在机会互动的问题,座无虚席. 但这只是我们从今年的展厅互动中收集到的信息之一, breakout sessions, keynote speakers, and all the networking conversations in between.
1. Providers still want the basics, but preferences are evolving as a new generation enters the workforce.
While the healthcare landscape is changing every day, 供应商在下一个职位上寻找的东西基本上保持不变.
Location, Location, Location
Yes, providers still have location preferences, and some geographies are easier to recruit into than others. 大多数云顶集团40011官网在实习项目100英里范围内执业,这一老生常谈的事实在招聘人员中仍然是正确的.
Quality of Life
长期以来,工作与生活的平衡一直是求职者寻找下一份工作的重要因素. The pandemic has revealed the magnitude of provider burnout, 许多求职者希望在不同的岗位上找到更好的生活质量. 许多招聘人员报告说,当雇主开始寻找新的工作时,工作与生活的平衡已经超过了薪酬,成为最重要的考虑因素.
Compensation
More on this later, but compensation continues to be a top priority for candidates, particularly with cost of living and inflation pressures mounting every day. And for many providers, it’s just as much about what they will earn as it is what is expected of them. That latter part is less clear; many recent graduates have no understanding of how they will be paid, 这取决于他们是转移到实现基于价值的度量标准的组织,还是转移到具有生产力模型的组织.
Supportive Culture
提供者劳动力的新进入者正在寻求指导,因为他们建立了自己的实践, 通过经验丰富的提供者和高素质的临床和支持人员的指导. That, along with a positive workplace culture, 年轻的供应商是扎根还是转向下一个机会有什么区别.
On a related note, diversity and inclusion are increasingly important to candidates, 因此,组织应该准备好讨论他们的组织如何不仅仅在员工内部解决这些问题, but more broadly addressing health equity and social drivers of health.
2. Money matters, particularly when there is a need to move beyond the benchmarks.
许多内部招聘人员对公平的市场估值和薪酬方案越来越感到失望,他们觉得这些都落后于时代. They long for innovation in what they can offer providers, particularly for less-desirable locations or hard-to-recruit specialties. 一些人说,他们不得不提供的薪酬上限为全国薪酬的50%,或者与竞争对手的薪酬水平脱节.
招聘人员希望能够灵活地根据工作经验和预期的工作效率来定制薪酬方案, within fair market value of course. They also would like a menu of options to offer within approved parameters. For example:
- 一些候选人可能没有教育债务,但需要贷款来支付抵押贷款的首付款.
- 其他人可能不需要搬迁援助,而是希望这笔钱包括在签约奖金中.
3. 即使继任风险若隐若现,那些出了名难以填补的专业也不会变得更容易.
Not only is new provider recruitment getting harder, 但替代数量迅速增长的临近退休的医疗云顶集团提供者是一个迫在眉睫的威胁. 初级保健一直被认为是招聘最优先的专业之一. 认知医学专业,如神经病学,也被认为是国家采购的一贯挑战.
Many recruiters attending AAPPR commented on the increasing need for advanced technology platforms to be successful in their candidate pursuits. One hot topic was predictive analytics, with some platforms demonstrating the ability to detect when providers are dissatisfied and passively looking for their next opportunity. Investment in emerging 对于希望保持领先地位的组织来说,分析资源将是重要的 of provider supply shortages.
4. 招聘和入职延迟会对候选人的经历和组织的底线产生负面影响.
Organizations with overly complicated, loosely defined, 不必要的冗长招聘过程往往难以签下候选人, 而那些入职流程缓慢且效率低下的企业往往会看到入职日期被推迟. Both affect the bottom line.
Providers in high-demand specialties—which is most these days, or so it seems—often consider multiple opportunities. 那些没有准备好快速通过流程的组织可能会失去最优秀的候选人——他们中的许多人希望在面试期间得到一份工作——这反过来会导致更多没有云顶集团40011官网的空缺天数.
Meanwhile, delays in onboarding, 包括冗长的州执照流程和繁琐的付款人认证流程, 是否会导致生产力和质量指标的滞后,从而改变供应商的报酬,同时也会导致组织的沉没劳动力成本. Though licensing and credentialing durations are beyond a recruiter’s control, 那些精简了他们可以控制的招聘和入职流程的组织将在寻找顶级供应商人才方面具有竞争优势.
5. Happiness matters, and burnout is real.
Recruiters want to be viewed and treated as strategic partners. Yet many side conversations characterized the siloing of recruiters, away from decision makers and strategy shapers, as a catalyst for burnout. 招聘人员通常是候选人在组织中接触的第一个人,应该是组织文化和战略的大使. 此外,一个强大的招聘人员了解外部人士如何看待他们的组织.
Many seasoned recruiters expressed a desire to help craft future 劳动力战略,而不仅仅是作为提供者劳动力计划的执行者. 招聘人员通常对哪些领域的供应商供应可能会紧张有所了解 and can proactively develop a pipeline for emerging areas of need. They also want to understand the mechanics of provider compensation administration and 在他们的组织内部进行评估,这样他们就可以自信地向 candidates.
The importance of provider recruitment was clearly on display at AAPPR, with hundreds of professionals 花时间寻找战略性行业合作伙伴,从招聘中学习 leaders, and share best practices with their peers.
All in all, 我们的结论是,这是一个在供应商招聘领域工作的激动人心的时刻, and the momentum will only continue in the coming years.
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Learn MoreEdited by: Matt Maslin
Published March 30, 2023