Medical Recruiting Insights

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Tips for More Successful Onboarding

Adaptive Medical Partners | Healthcare Administrators, Physician Recruiting

An important part of the physician recruiting process is retention of newly recruited physicians. Overall, physician turnover is estimated to be about 12 percent on average, with wide variation among specialties. Loss of physicians equals lost revenue, of course. Hiring physicians who are a good fit with your practice culture and the community is important, but also important is what happens after they are hired.

For greater job satisfaction and better performance, new hires need to understand the job expectations, how to access the tools to do their job, understand the organization’s culture and integrate into that culture. To help decrease the chances your newly hired physician will leave, develop a structured process for onboarding, the process that welcomes, educates and engages new employees to an organization. Below are some best practices to follow for more successful onboarding at your practice.

Periodically Check In

Assign at least one administrative staff to serve as the contact point throughout the onboarding process, which should begin prior to the first day on the job and last at least six months after hire. The administrative contact will be responsible for ensuring all the details that need to be dealt with — and that often slip through the cracks — are accomplished. Use of an onboarding checklist can be useful, as can regularly scheduled check-ins with new providers to make sure they are getting the necessary resources and are integrating into the practice smoothly.

Develop a Mentoring Program

A structured onboarding program that pairs an experienced provider with the new hire in a formal mentoring relationship leads to more successful onboarding, greater satisfaction and better performance. Pair the new provider with a willing physician to provide one-on-one guidance. Define the goals of the relationship, clarify the responsibilities, and set a timeline that includes regularly scheduled conversations. Mentors act as role models and as a resource to help new employees learn about the organization, provide advice, help with job duties and provide support socially. Research shows that formal mentoring programs reduce the turnover rate by about 2 percent.

Help Connect the Family to the Community

The satisfaction of the family and their ability to integrate into the community are usually significant factors in the physician’s decision to stay or leave a practice. Just as the physician requires onboarding to better access resources, identify opportunities, acclimate to the facilities and integrate into the professional community, so the family needs onboarding into the community. Assist with finding housing and accessing local services, help connect members to social networks, and orient the family to the area, including available schools and recreational programs if applicable.

Streamline the Credentialing Process

Before the physician begins work, begin the process of credentialing and enrolling with the relevant insurance plans. Streamline the paperwork, offering digital options for completion if possible. Focusing on getting the provider credentialed with the insurance plans as soon as possible helps generate revenue more quickly, more quickly integrates the provider into daily practice and helps the physician with practice development.

Physician recruiting requires continuous, strategic attention, from attraction of talent and orientation of new hires to successful onboarding practices and increased retention. Adaptive Medical Partnerscan help you connect with candidates who can contribute to your practice for the long term. Contact us to discuss the recruiting needs of your community.