Medical Recruiting Insights

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Adaptive Beats the Retention Average By 4 Years!

Matt Davis | Guest Blog Post Series, Physician Recruiting, Physicians, Uncategorized

Guest Blog Post Series #2

Today we visit with Dr. Anjeli Wilson, a Pediatrician we placed in 2010; our very first Adaptive placement. Dr. Wilson is still with the same facility today, and we discuss what has kept her there for nine years. With the average physician changing jobs every 4-5 years; Dr. Wilson has almost doubled that average.

Adaptive Medical Partner Placement

Our Conversation with Dr. Wilson

AMP: Dr. Wilson, as you know, you were the first doctor we placed as a recruiting firm way back in 2010. Statistics show that physicians change jobs every about 4-5 years; what has kept you in your position for so long?

Dr. Wilson: More than anything else, I have stayed because of the people…both those I serve, and those I work with.  I work in a rural community, but it is very diverse in terms of income level, race, language spoken, and level of medical understanding.  It can be difficult at times, but it is also very rewarding.  Finding ways to adjust my care to “fit” each family and their unique needs definitely keeps me engaged and I thrive with that type of mental challenge. My work environment has a family feel that provides plenty of support and laughter to get me through the hard days.  My relationships with my physician partners is a very collegial one and we never hesitate to bounce tough cases off each other.  The position is a perfect mix of challenge and support for me, even in the midst of a rapidly changing healthcare environment.

AMP: What is the leadership in your organization doing that stands out to you against what you might be hearing from other providers?

Dr. Wilson: We have recently moved to a structure of committees within our larger board of partners so that we can be empowered to direct and make decisions that affect our day to day practice.  Many physicians chafed at feeling like there were directives and rules coming from “above,” especially from non-clinical people.  Having physicians directly involved and “digging into” why our daily practices needed to change to meet changing healthcare regulations really helped, as did the ability to brainstorm peer-to-peer with our partners to find the best and least intrusive workflows so that we could provide quality care without burning out.


AMP: What advice would you give a fellow physician who wants to find a position/practice where they can stay for a long time and really build a career? What questions should they ask when considering a new position?

Dr. Wilson: I would encourage them to talk to multiple providers within the organization about the good and bad points of the practice and what they would change if they could.  I would also advise them to look at the community and how they fit into it, both what they can offer and what they can receive.  Finally, I would encourage them to look at opportunities for growth within the organizations, whether through additional learning, management or teaching responsibilities or through partnership.  We all change, and a company that is flexible enough to allow for change is likely to be a good long term fit.

AMP: I imagine being in this role for almost 9 years that you have built some special bonds with your patients.  In your opinion, how does this affect both the patient and the physician in terms of care?

Dr. Wilson: I have, and I love watching them grow!  I think excellent care is best provided in the context of knowing a patient and family well.  Often chronic problems cannot be dealt with unless there is a good understanding of family dynamics and what will work in their situation.  Especially with children who have special needs, a cookie cutter approach does not work well and often leads to increased costs and decreased satisfaction for patients and providers.


AMP: As it relates to the physician shortage, do you see Telemedicine having a positive impact for both the patient and the physician? 

Dr. Wilson: I think telemedicine is a powerful tool and, like all tools, is not inherently good or bad.  I especially see it being useful in cases where a physical exam is less critical, such as in follow-ups for mental health issues or evaluating a rash.  We are also hoping to work with local school nurses to be able to utilize technology to evaluate kids in schools with a “virtual” stethoscope and otoscope that is positioned by the school nurse and will allow some basic exam options remotely.  We may also be able to do basic labs such as strep tests in this setting as well. 

I think this could be a game changer in many ways, providing ease for parents, avoiding unnecessary school absences, and providing continuity of care.  The downside of telemedicine is that it can be misused to provide care without adequate examination and potentially leading to overuse of antibiotics or other meds.


AMP: What advice would you give to administrators who have struggled to retain physicians? What questions should they be asking themselves? 

Dr. Wilson: I would suggest that they get feedback as to what is leading to physician turnover.  In many cases, a lack of autonomy or feeling like we respond reactively rather than anticipating issues and acting proactively is a major driver of burnout and turnover.  Also, encouraging cooperation and discussion among physicians about how to continually improve is key.  Finally, working to value the physicians they hire as unique and valuable assets rather than easily replaceable and interchangeable “providers” goes a long way into cultivating an environment where people want to stay long term.

Dr. Wilsons Bio

Dr. Anjeli Wilson grew up in Southern Illinois and graduated from the University of Illinois with a degree in Cell Biology. She attended Southern Illinois University for Medical School and completed her Pediatric Residency at Children’s Hospital of Illinois. Dr. Wilson practiced general pediatrics in Dearborn, MI for 10 years before relocating to join Springfield Children’s Clinic, which is affiliated with Monroe Carell Jr. Children’s Hospital at Vanderbilt. She is fluent in Spanish and enjoys reading, cooking, and spending time with her husband and four children.

In our recruiting efforts, Adaptive Medical Partners strives to find the right fit for both the physician and facility every time. Dr. Wilson speaks directly to that point and shows what it looks like when an organization gets it right.

We believe every organization should have a retention strategy and believe that it is the most overlooked recruiting strategy in the industry today.