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Rural Recruitment and Primary Care Challenges

Learn how to overcome rural recruitment challenges in primary care settings by understanding external factors, leveraging internal resources, and adopting a targeted approach for successful recruitment and retention.

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Rural Recruitment and Primary Care Challenges

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  1. Rural Recruitment and Primary Care Challenges KELLI MULLOY PRESIDENT

  2. Objectives • Review Spaghetti Chart • Identify factors outside of our control • Identify factors inside our control • Know the questions to ask, the resources available and the next steps to reach your “TARGETED” approach

  3. Politics ? Impacts Patient Access ACA CMMI Reimbursements ER Utilization Delivery Options Retail Urgent Care CHC Candidate Shortage Expanded Workforce Choices Your Reality ? What to Do?

  4. Politics?

  5. Competition • TODAY • Care Options • Urgent Care Center • Retail Clinic • Telemedicine • Community Healthcare Centers • Boutique Offices • Physician’s Office • Hospital • ER • YESTERDAY • Care Options • Physician’s Office • Hospital • ER

  6. Environment Review If Kenny Rogers were to write an album about rural recruiting it would have songs like: • 50 Miles from Nowhere • Where Have All the Doctors Gone? • He Wants Us to Pay Him How Much? The challenges are real – tip them into your favor.

  7. Survey Results 44% of graduating residents list quality of life as their #1 job factor. 34% of graduating residents list location as the #2 factor in their job decision. 70% of primary care candidates surveyed list location as their first consideration in a job change. 80% of candidates ask about salary as the first question after location. When a candidate leaves due to discontent they almost always note, “My opinion was not valued or requested.” as the reason. Survey Results : The Inline Group, 2016

  8. Protect Facility Income Stream No Control Control Politics Your Job Package ACA - Insurance Patient Access Your Recruitment Plan Delivery Options Shortage

  9. A Targeted Approach A TARGETED approach is critical to win in this market: T – Transparent A – Pro Active R – Realistic G – Get Organized E – Educated T – Technological E – Execute D – Drive Results

  10. TARGETED Transparency

  11. TARGETED • Pro-Active • Ensure that all involved parties are on-board. • After a candidate is identified is not the time to resolve differences. • Identify recruiting core team. • Plan for the future. • Interview existing staff. • Clearly define your “ideal” candidate; then define must-haves. • Consider J-1, H1-B, IMG, new graduates, malpractice parameters, etc. (Again agreement is pivotal.)

  12. TARGETED Be Realistic • PC Deficit = 58,432 • 1/3 are older than 55 Identify your ideal candidate. Identify your must-have candidate. Have the hard conversations early. Malpractice? NP or PA? FMG? More Money Than Me?

  13. TARGETED Create a top notch experience for each candidate. Prepare contract and compensation in advance. Prepare interview checklist for each candidate.

  14. TARGETED Educate Revenue Lost to Facility • Family Practitioner – $1.5 million • Internist – $1.8 million • 7.5 times salary Average Days to Recruit • Rural – 282 • All – 232 • Ideal Candidate vs. Must Haves • “J1 Candidates • Don’t Stay” • Dollars Spent In Locums?

  15. TARGETED • Technology • Put your jobs where candidates look. • 90% of candidates open email on smart phone or pad. • 8pm is the best time for job search. • List jobs on responsive sites with candidate friendly content. • On-line ability to connect and initiate contact.

  16. TARGETED • Execute • Execute your plan – precision and dedication • Track each step – analyze problem areas • Source everyday – keep pipeline alive • Grow relationships – residency programs • Mine existing – relationships

  17. TARGETED • Drive Results • Candidate centered process. • Keep process moving. • Communicate, communicate, communicate. • Consider EVERY candidate (even if the CV has a typo).

  18. Keep In Mind Takes Attention To Detail Takes Time Takes Tenacity

  19. Retention • The best retention plan begins at the point of recruitment: • Set compensation expectations at the very beginning to avoid dissatisfaction. • Ensure your community can meet the needs of the candidate (i.e. schools, religion, culture). • Mentor each candidate and family. • Assist candidates in areas of difficulty. • Sponsor J1 and H1B as they move toward citizenship. • Identify career path and concerns of the new hire and resolve to work through them.

  20. Retention • Keep the ones you have happy. • Evaluate performance, goals and expectations routinely. • Award achievement of goals. • Involve physicians in decisions where possible. • Implement a mentor program. • Identify areas for training and provide where possible. • Get to know them as people - listen to their concerns. • Assess burn-out and take action.

  21. Remember…ABR • A final reminder…Always Be Recruiting! • You never know when you might meet a future associate. • Communicate – your peers are a great source of talent. • Treat departing physicians like old friends – they are excellent ambassadors to your facility. (Send Christmas and birthday cards.) • Wherever you go…Always Be Recruiting.

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