SIA NAPR 2019 US Physician Recruitment Industry Trends Survey · Physician Recruiters (NAPR). NAPR...

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SIANAPR2019USPhysicianRecruitmentIndustryTrendsSurveyExecutiveSummary

February20,2019|AmyChang,HealthcareAnalyst|[email protected]

SIA/NAPR2019USPhysicianRecruitmentIndustryTrendsSurvey|February20,2019

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AbouttheSponsors

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DocCafe.com isthemostusedemployeetransitionandretentionsourceforphysicianandphysicianassistantrecruiters.Ourbroadrangeofservicesprovidethetalentacquisitionsoftwaresolutionstohealthcareprofessionalslookingfortheperfectjobopportunity,andtotherecruiters,employers,andhealthcarefacilitieslookingtofillpositionswiththosegreatcandidates.

WoltersKluwerisaleadingglobalproviderofinformation,businessintelligence,andpoint-of-caresolutionsforthehealthcareindustry.Servingmorethan150countriesandterritoriesworldwidewithtrustedandhigh-impactcontent,formedicalprofessionals,students,nursesandalliedhealth,ourrecruitmentsolutionsofferunrivaledaccesstophysiciansactivelyandpassivelysearchingforjobs.Weoffer300+medicalandnursingjournals,websites,andopt-inemailstodeveloptargeted,content-basedprint,digital,andcustomsolutionstoreachandengageyourtargetcandidates.Formoreinformation,visit http://advertising.lww.com

Wethankthefollowingsponsorsofthe2019SIANAPRsurvey:



KeyFindings

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• Inaggregate,thephysicianrecruitmentfirmsreported17%revenuegrowthin2018.Retainedfirmsreported12%revenuegrowthandcontingencyfirmsreported32%revenuegrowthduring2018.

• Acrossrespondents,themixof2018physicianplacementswashighestinprimarycare,followedbyinternalmedicinesub-specialtiesandhospitalists.

• Thetopthreefactorscitedthatdrovesuccessinsecuringplacementswererelatedtopositiveclienttrends,candidatemarketingandprocessimprovements.

• Surveyrespondentsreportedthat51%ofphysicianplacementsweremadeintohospitalsettings,followedby27%placedintoprivatepractice.Theremainingphysicianplacementsweremadeintofederalqualifiedhealthcenters,contractmanagementgroups,academicandothersettings.

• Acrossallrecruitmentorganizations,jobboardsandemailcampaignswerecitedasthemostfrequentlyusedleadsources,followedbycompanywebsite,referrals,coldcallsandtextmessaging.

Staffing Industry Analysts designed a benchmarking survey in conjunction with the National Association of Physician Recruiters (NAPR). NAPR members and other NAPR contacts were invited to participate.

Results are based on the information collected for the 2018 calendar year specific to the US physician search businesses. The 24 survey respondents represented 29% facility (in-house) recruiters, 33% retained firms (or hybrid model) and 38% contingency firms. The 17 responding recruitment firms represented $60 million in search revenue in 2018.



PhysicianPlacementTrends


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• Inaggregate,retainedfirmsreported12%revenuegrowthandcontingencyfirmsreported32%revenuegrowthduring2018.

• Asindicatedbytherangebetweenthe25th and75th percentile,growthvariedgreatlywithsomerespondentsexperiencingdouble-digitgrowthandothersexperiencingsingle-digitcontraction.

Physicianrecruitmentrevenuegrowth

12%

-8%

19%

38%32%

-2%

3%

36%

2018RevenueGrowth

Retained Contingency

Aggregate Median 75th

25th

Inaggregate,physicianrecruitmentfirmsreported17%revenuegrowthin2018.



• Themostfrequentlycitedclientsuccessfactormentionedwasclientretention&loyalty, followedbydemandgrowthinbothnewandexistingclients.Otherclientsuccessfactorsincludedimprovedclientresponsivenessandcommunications.

• Withinthecandidatemarketingsuccessfactors,candidatesourcingtoolsandefficiency,includingjobboardsandsocialmedia,werecitedmostfrequently,followedbycandidatereferrals fromphysiciansandemployees.

• Theprocessimprovementareasmentionedvariedwidelyandincludedmentionsofbetterrecruitmentandcandidatematchingprocesses, customerservice andcustomerrelationshipmanagementtechnology.

Topfactorsdrivingsuccessinsecuringplacements

In2018,whattop3factorsdroveyoursuccessinsecuringplacements?

Thetopthreesuccessfactorswererelatedtoclienttrends,candidatemarketingandprocessimprovements.

TopSuccessFactors

Clientretention,demand&responsiveness

Candidatemarketing

Processimprovements



• Respondentswereaskedtolistthetopthreefactorsthatimpededsuccessinsecuringplacements.Thetopfourchallengeswererelatedtoclients,lowcandidatesalaries,shortageofcandidatesandundesirablejoblocations.

• Uncompetitivecandidatesalariesandpayrates werechallengingtosecuringplacements,especiallygiventhecandidateshortage experiencedinthemarket.

• Placementsweremorechallenginginjoblocations thatwerelessdesirableorrural.

Topchallengespreventingsuccessinsecuringplacements

In2018,whattop3factorspreventedyoursuccessinsecuringplacements?

Thetopfactorsthatimpededsuccesswerechallengesassociatedwithclients,candidatesandgeography.

TopChallenges

Challengeswithclients/facilities

Candidatesalaries-notcompetitive

Candidateshortage

Geography-joblocationnotdesirable



Physicianplacementsbyspecialty

Acrossallrespondents,themixofphysicianplacementswasreportedtobehighestinprimarycare(35%),followedbyinternalmedicinesub-specialties(22%)andhospitalists(12%).

Pleaseprovide2018physicianplacementdatabyspecialty:

Specialty Facilities Retained Contingent All

%Primarycare 47% 34% 23% 35%

%Emergencymedicine 0% 1% 0% 0%

%Internalmedicinesub-specialties 11% 22% 33% 22%

%Hospitalists 24% 3% 7% 12%

%Surgery 3% 8% 6% 5%

%Anesthesiology 2% 1% 0% 1%

%Psychiatry 5% 1% 3% 3%

%Other 8% 31% 28% 22%



Recruitmentactivities

Facilitiesreportedthehighestplacements-to-activemonthlysearchesratio(99%),followedbyretainedfirms(65%)andcontingencyfirms(7%).

Pleaseprovidephysicianrecruitmentoperationaldata:

Metric Facilities Retained Contingency All

Newclients 13 63 142 75

Newactivesearches 11 66 1550 486

Activemonthlysearches 12 125 1099 448

Candidatessubmitted 93 985 3780 1439

Onsiteinterviews 27 296 776 337

Placements 12 82 80 61

Placements-to-monthlysearchesratio 99% 65% 7% 14%

Placements-to-candidatesratio 13% 8% 2% 4%

Placements-to-interviewsratio 45% 28% 10% 18%

Interviews-to-candidatesratio 29% 30% 21% 23%



• Lessthanaquarterofplacementsweremadeintofederalqualifiedhealthcenters,contractmanagementgroups,academicandothersettings.

Physicianplacementsbyemploymentsetting

Fedqualifiedhealthcenter

8%

Hospitalemployed

51%

Privatepractice27%

Intowhichemploymentstructureswerephysiciansplacedin2018?

Other8%

Contractmanagementgroup5%Academic2%

Acrossallrespondents,51%ofphysicianplacementsweremadeintohospitalsettings,followedby27%placedintoprivatepractice.



• In2014,alowerpercentageofphysiciansplacedwereUScitizens(78%byfacilities,74%bycontingencyfirms,71%byretainedfirms).

• Thepercentageofphysicianplacementswithnon-UScitizenimmigrationstatushasdeclinedto11%acrossallrespondentsin2018.

Physicianplacementsbyimmigrationstatus

USCitizen89%

J-15%

Whatwastheimmigrationstatusofthephysicianplacementsin2018?

H-1B2%Greencard4%

89%ofphysiciansplacedin2018wereUScitizens.



• Nearlyhalfofphysiciansrecruitedbycontingencyfirmswererecruitedfromin-trainingresidencyorfellowship.

• Facilitiesandretainedfirmsweremorelikelytorecruitphysicianswhowerealreadyinpractice.

Physicianplacementsbysettingrecruited

Ofthephysiciansplacedin2018,fromwhichsettingsweretheyrecruited?

Facilitiesandretainedfirmsreportedthatabouttwo-thirdsofphysiciansplacedwerealreadyinpractice,comparedwithcontingencyfirmsreportingabouthalfofphysiciansplacedalreadyinpractice.

Organization InTraining InPractice

Facilities 33% 67%

Retained 37% 63%

Contingency 49% 52%

Total 39% 61%



Physicianplacementspercentageofrelocations

Samemetroarea

43%Relocation57%

Relocation85%

Samemetroarea

15%

Relocation76%

Samemetroarea

24%

Facilities Retained Contingency

Retainedandcontingencyfirmsreportedhandlingahigherpercentageofphysicianplacementsinvolvingrelocationcomparedwithfacilities.Searchfirmsoftenhandlesearchesfordifficulttorecruitspecialtiesand/orremotegeographies.



PhysicianCandidateMarketing



Physiciancandidateleadsourceusage:allorganizations

Companywebsite

Referrals

Jobboards

Coldcalls

Socialmedia

Conferences

42%

21%

46%

17%

17%

21%

42%

33%

21%

28%

50%

38%

8%

29%

46%

42%

38%

Nousage Someuse Regularuse Heavyuse/keystrategy

Emailcampaign

Textmessaging

Directmail

Journaladvertising

Outsourcedcallcenter

33% 30%

33%

46%

12% 29%38%

12%

29%42%

100%

21%

33%

29%

17%

12%

8%

4%

8%

4%

17%

4%

Acrossallrecruitmentorganizations,jobboards,emailcampaigns,companywebsite,referralsandcoldcallswerereportedasusedmostfrequently.



Physiciancandidatesjournaladvertisingfeatureusage:allorganizations

Career&eventssection

Preferredadplacement

Jobboards

Websitebanners

Emailcampaignstojournalaudience

100%

64%

57%

30%50%

17%


Specialtye-newsletters

Journale-newsletters

E-tableofcontents

17%

33%70%

30% 30%

66%

74% 22%

30%

30% 9%

23% 17%

74%

4%

4%

4%13% 9%

4%

Withinjournaladvertisingfeatures,jobboards,career&eventssections,specialtyandjournale-newslettersandpreferredadplacementswerereportedasusedmostoftenbyallorganizations.



Jobpostingplacementinconnectionwithprofessionalcontent

Over70%oforganizationsrespondedthatitisextremelyimportantorimportantforjobpostingsofhighlyspecializedpositionstobeplacedinconnectionwithreputableprofessional-societyorpeer-reviewedcontent.

Whenrecruitingforhighlyspecializedpositions,howimportantisitforyourjobpostingstobeplacedinconnectionwithreputableprofessional-societyorpeer-reviewedcontent?

Rating Facilities Retained Contingency All

Extremelyimportant 29% 50% 25% 35%

Important 57% 25% 25% 35%

Somewhatimportant 14% 25% 25% 22%

Notimportant 0% 0% 25% 8%

Total 100% 100% 100% 100%



RecruitmentOrganizationTrends



Whichoccupationsareyourorganizationresponsibleforrecruiting?

Occupationscoveredacrossallrecruitmentorganizations

21%

46%

21%

25%

88%

100%

Executives/leaders- non-clinical

Executives/leaders- clinical

Alliedhealth

Nurses

Advancedpractice

Physicians

Physicianrecruitmentorganizationsrecruitacrossabroaderspectrumofoccupationsthanjustphysicians.

Manyalsorecruitadvancepracticeclinicians(i.e.,nursepractitioners,physicianassistants,etc.)andnearlyhalfalsorecruitclinicalleaders.



Recruitmentorganizationsmaychoosetoalignbyclient,specialtyorgeographyinordertoserveclientsandcliniciansina focusedmanner,ortoleverageinternalknowledgeacrossspecialtiesandgeographies.

Surveyresponsesshowedretainedfirmswerealignedmostoftenbyclient(38%),followedbygeography(25%)andspecialty(13%).Contingencyfirmswerealignedmostfrequentlybyspecialty(45%),followedbyclient(22%).29%offacilitieswerealignedbyspecialty.

Accordingtosurveyresponses,therewasnoparticularalignmentreportedin71%ofin-housefacilities,25%ofretainedfirmsand33%ofcontingencyfirms.

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Recruitmentorganizationalignment

Howphysicianrecruitmentorganizationschoosetoalignvarieswidely.

Howisyourrecruitmentdepartmentorganized?

Alignment Facilities Retained Contingency All

Notniched 71% 25% 33% 42%

Byspecialty 29% 12% 45% 29%

Byclient 0% 38% 22% 21%

Bygeography 0% 25% 0% 8%

Total 100% 100% 100% 100%



Nearlytwothirdsofretainedfirmsreportedhavingsplitresponsibilitiesbetweenclientmarketingandrecruitment.Incontrast,overthreequartersofcontingencyfirmsreportedthetwofunctionsbeingcombined.

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Recruitmentandclientmarketingresponsibilities

Retained Contingency

SplitResponsibilities

63%

Combined37%

Combined78%

SplitResponsibilities

22%

Areyourrecruitment&clientmarketingresponsibilitiessplit?



RecruiterTrends



Averagerecruiterheadcountandturnover

Acrossallrespondentorganizations,averageheadcountremainedsteadywhiletheaverageturnoverrateincreasedto32%,upfrom26%theprioryear.

2018 2017

Recruiterheadcount-yearend 6.5 6.6

Terminations(voluntary&involuntary) 2.1 1.7

Turnoverrate 32% 26%

DescriptionAll



Recruitercompensationstructures

Basepluscommission/

bonus57%

Baseonly43%

Basepluscommission/bonus

74%

Baseonly13%

Other13%

Commissiononly44%

Basepluscommission/

bonus44%

Baseonly12%

Facilities Retained Contingency

Themostpopularrecruitercompensationstructuresreportedwerebasepluscommission/bonusplans.44%ofcontingencyfirmsreportedhavingcommission-onlyrecruiters.The‘Other’categoryrepresentedownersearningprofitdistributions.



Desiredexperienceinrecruiters:allorganizations

Towhatdegreearethefollowingimportantwhenhiringrecruiters?

Notrequiredoressential

Helpful,butnotrequired

65%

Essentialrequirement

26%Essential

requirement35%


22%


78%

Previousexperienceinhealthcare Previousexperienceinrecruitment Previousexperienceinsales


57%

Acrossallorganizations,previousexperienceinhealthcare,recruitmentand/orsaleswasreportedasbeingconsideredhelpful,butnotnecessarilyanessentialrequirement.



Desiredexperienceinrecruiters:allorganizations(continued)

Towhatdegreearethefollowingimportantwhenhiringrecruiters?

Notrequiredoressential

26%


65%Essential

requirement96%


35%


22%


39%

Fitwithorganization’sculture Willingtoworkinphysicalofficelocation

Helpful,butnotrequired4%

Acrossallorganizations,culturalfitwasreportedtobeanessentialrequirementwhenhiringrecruiters.Onlyone-thirdreportedthatwillingnesstoworkinaphysicalofficelocationwasanessentialrequirement.



Leadsourcesusedtohirephysicianrecruiters:allorganizations

Companywebsite

Employeereferrals

Jobboards

LinkedIn

Othersocialmedia

Searchfirms 46% 25%

38%

29%

25%

21%

34% 50%

33%

8%

20% 13%

21%

20%

17%

42%

33%


8%

29%

17%

4%

38% 4%

25%

Acrossallrecruitmentorganizations,employeereferrals,LinkedIn,jobboards,andcompanywebsitewerereportedasmostfrequentlyusedinhiringphysicianrecruiters



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