7 ways to attract great clinicians

Experts have been warning about a clinician shortage for years—even before the stress of the pandemic and other socioeconomic factors triggered the ‘great resignation.’ Hospitals and practices are already having a tough time filling the clinician schedule, and these challenges are only expected to grow. With a limited pool of individuals to fill more open roles, health care organizations need to be thoughtful and creative in their recruitment strategies. In this post, we will explore 7 ways to attract great clinicians.  

1 - Cultivate balance 

One of the primary reasons clinicians are leaving medicine in droves is the intense pressure and stress they endure in the field—and how little is being done to support their health and longevity. To attract great clinicians to your practice or department, you can’t just ‘talk the talk’ of combating burnout. You must take measurable steps to cultivate a work environment that truly offers balance with personal life.

When candidates can see tangible evidence that your clinicians are empowered to have a life outside of the facility walls, they will be much more likely to come work with you.  

2 - Listen actively 

When faced with prompts or directives like 'offer better work/life balance,’ hospital leaders and administrators are often unsure of where to start. At a loss, they may default to strategies that would work on them or that other hospitals are doing. 

Unfortunately, this approach can lead to time and resources wasted on initiatives not meaningful to clinicians. Instead, leadership should engage physicians, PAs, and nurse practitioners to understand their perspectives and craft initiatives around their expressed needs. Of course, the practice of actively including and listening to provider voices should apply far beyond the work/life balance discussion.  

3 - Offer a trial run 

One of the most disappointing moments in staffing is when you think you’ve found a great new hire, just to realize they are not a fit once you see them in action. A way to let both the organization and the candidate ensure compatibility and satisfaction is to offer a trial run before committing to a full hire. This can be accomplished through a locum tenens arrangement, or whatever agreement works best for your facility.   

4 - Compensate fairly 

There is a significant level of variety and flexibility in how clinicians can be compensated. Employers can make a measurable difference in clinician satisfaction by choosing a structure that appeals to clinicians and their needs. For example, compensation could include profit-sharing programs, productivity-based bonuses, or loan payback coverage. 

Again, this is a terrific opportunity to truly connect and communicate with physicians, PAs, and nurse practitioners about what would be meaningful to them when it comes to compensation and benefits. 

5 - Recruit methodically 

Rather than throwing a spaghetti bowl of clinicians at the wall and seeing which ones stick, take a thoughtful approach to recruiting. Use Ivy to narrow down the pool to those who are already interested in your organization. Involve administrators, executives, and well-respected clinicians in the interview process where possible to comprehensively vet the applicant and show the applicant how invested you are in finding the right candidate.  

6 - Encourage exploration 

There is not much worse than the feeling of being stuck. Clinicians are often interested in expanding their skillsets but may feel caged in by the expectations and demands of their current roles. Encouraging clinicians to explore their interests could look like: 

• Promoting (and paying for) involvement in advanced clinical certifications or leadership courses 

• Creating opportunities for cross-departmental collaboration and training 

• Providing clear roadmaps for those interested in moving into different roles (e.g., administrative, executive)  

By showing you value clinicians for more than simply what they are supplying your organization right now, you can nurture a more human connection and attract clinicians who are curious, motivated, and engaged.  

7 - Invest wisely 

Technology can be an incredibly powerful tool, but it can also be the bane of a clinician’s existence. Tech investment is another area where it is imperative to engage clinician voices before making sweeping decisions for the organization. 

Take the time to understand what platforms will integrate with and enhance workflow—and which ones will cause far more frustration than they are worth. Demonstrate the influence of clinician perspectives by adopting clinical technology they have vetted and approved.  

Getting started

This list is far from comprehensive, but it offers a strong basis from which to build a culture and framework that attracts, sustains, and retains clinicians. To jumpstart your search for great emergency physicians, PAs, and nurse practitioners, check out Ivy today!