The Exec: How to Recruit and Retain Physicians

There are several factors to account for in the recruitment and retention of physicians, according to Joshua Bozek, DO, the new CMO of Catholic Health‘s St. Catherine of Siena Hospital.

Physician recruitment and retention is a top issue for CMOs and other healthcare leaders, with the labor market for physicians extremely tight.

Bozek was appointed CMO at the hospital earlier this month. His prior leadership experience at Catholic Health includes serving as systems medical director overseeing the emergency departments at St. Catherine of Siena Hospital and St. Charles Hospital.

A generational change in physicians must be recognized in recruitment efforts, according to Bozek. CMOs need to make sure there is a good work-life balance for the workforce. Physician candidates need to know that leadership understands that family is important and outside-work activities are important.

“For my parents’ generation, work came first, and family life came second,” Bozek says. “This has shifted, where home life is coming first for many people.”

To succeed in physician recruitment, you must have concise job descriptions, Bozek explains.

“If a physician does not know what they are getting into, they are not going to want to take the job,” Bozek says. “On job boards and through your human resources department, you need to make sure the job description is clear.”

“If you do not have that, then a physician will find another position that pays more or has better benefits,” Bozek says. “So, you need to make sure you know your fair market value.”

Strong employer branding is helpful in physician recruitment, Bozek explains.

“If you have a hospital that prides itself on orthopedic care or cardiac care, you should use that to your advantage,” Bozek says. “Cite statistics, and say, ‘This is why you want to work for us.'”

A streamlined hiring process can be pivotal, according to Bozek.

“Once you get a response from a job board, you want to respond back quickly and set up an interview,” Bozek says. “You can set up a virtual interview, but it is even better to have a candidate interview in person, so they can see your facility and be more engaged.”

Bozek recommends that CMOs let candidates know they are going to get back to them within two weeks after an interview. Within two weeks, the CMO should either offer the position or get any additional questions answered. Do not let the hiring process drag out because physicians will go elsewhere and find another job.

Additionally, onboarding programs need to be strong, efficient, and streamlined, Bozek explains.

Physician retention is also multi-faceted and includes several aspects, according to Bozek.

“You need to make sure that physicians are engaged and happy as well as make sure that you are supporting them,” Bozek says. “Their director should be supporting them with educational material and making sure physicians have the supplies they need.”

Supporting physicians’ educational needs is part of a good retention strategy, Bozek explains.

“You should give physicians opportunities for continuing medical education and taking courses,” Bozek says. “You want to support physicians in staying up to date on medical knowledge.”

Physicians are more likely to stay at a health system or hospital if they are recognized for doing good work, according to Bozek.

“As CMO, I need to be supportive and make sure when physicians are doing good things such as achieving high patient experience scores that I recognize their effort,” Bozek says. “Sometimes, recognition comes in the form of monetary rewards and incentives.”

Christopher Cheney is the CMO editor at HealthLeaders.