As a new generation of physicians bring in a fresh perspective on the industry, there are different expectations and priorities shaping their job search and career decisions. This new wave of doctors not only value traditional elements, but also place a significant emphasis on new factors. There is no longer a one size fits all category when it comes to job opportunities and long term employment.

Some physicians are choosing to seek out locum tenens to experience different hospitals prior to signing a contract. This gives them the opportunity to travel the country and explore options before deciding where to settle down.

Another option is signing on with the same institution that they have been training at. Offering a candidate an opportunity early-on guarantees you are retaining someone that will be comfortable with the expectations of their current role, already knows how to work your EHR, follows processes, and gets along well with colleagues and support staff. As they get further into their career, the emphasis starts to shift as their values are changing both in their medical practice and potentially in their personal lives.

The best practice is always asking your candidate what they are looking for in a position to ensure that you are the best fit for them, and they are the best fit for you. Doing so will offer a long-term solution in securing the right candidate for your job opportunities.

Priorities By Career Stage

Early Career Physicians: 0-10 years of experience

As physicians are transitioning from residency or fellowship, many are seeking opportunities in larger urban areas. These locations tend to offer more access to quality education for their children, and potential job opportunities for their significant other. Early in their careers, physicians are looking to establish themselves in environments that promise ample opportunities for professional growth and development. It's becoming more common for candidates to have a specialized area of expertise. Another area to consider is the need or desire to relocate so they can be closer to family. After spending the better part of a decade away, many are ready to go back to their roots and experience a more consistent and predictable schedule.

Mid-Career Physicians: 11-25 years of experience

With years of experience, mid-career physicians are prioritizing autonomy in patient care and a flexible work schedule. Oftentimes, they are supervising new physicians coming into the practice or taking on more responsibilities in other ways. Being promoted and feeling valued is always important, but feeling properly compensated for the amount of work is critical to keeping continuity of patient care. At this point, these physicians have undergone years of clinical training and practice, and will continue to invest time in learning about advancements in medicine to stay current.

Late-Career Physicians: 25+ years of experience

Physician burnout is typically the largest reason for doctors to retire early or leave full time work. They are often working 60-80 hours each week and depending on the specialty, a large portion of this time can be spent doing clerical work. Some specialties are doing 7-8 hours of clerical work in the Electronic Health Records per patient! Often this stage of physician could benefit from facilities offering scribes, dictation, and other avenues of support that ensure treatment plans and patient files are all up to date.

Top Focus Areas:

Better work/life balance and Flexibility

In a study done by CHG Healthcare, more than half of the physicians in all stages of their career are seeking a better work/life balance. This is essential for maintaining overall well-being and job satisfaction. When individuals have the flexibility to manage their professional responsibilities along with their personal interests and family commitments, they have reduced stress and increased happiness. This in turn enhances productivity and minimizes burnout.

Compensation

Fair and competitive compensation not only acknowledges the years of education, but also helps ensure that physicians can focus on delivering high-quality patient care without the burden of financial strain. Adequate compensation supports physicians in managing their personal and professional lives and incentivizes them to stay committed to their practice. Ultimately, a well-structured compensation package including vacation time, medical benefits, 401k opportunities, and other perks will help bring in interested candidates.

Workplace Culture

Workplace culture is essential in influencing employee satisfaction, productivity, and the overall success of an organization. A positive culture creates a sense of belonging and purpose, boosting engagement and motivation among employees. Environments that prioritize collaboration, respect, open communication, and an equitable distribution of workload help employees feel valued and empowered, leading to improved morale and lower turnover rates. Moreover, a strong culture that upholds ethical values and professional standards not only attracts and retains top talent, but also drives innovation and aligns team members with shared objectives. By cultivating a supportive culture where colleagues can rely on each other, share responsibilities, and offer encouragement, organizations enhance individual performance and promote long-term growth and resilience.

Opportunities for growth

Continuous learning and career advancement enable physicians to stay at the forefront of medical advancements, refine their skills, and adapt to evolving healthcare challenges. These opportunities can include pursuing specialized certifications, engaging in research, taking on leadership roles, or participating in professional conferences and workshops. By providing pathways for growth, healthcare organizations not only invest in the personal and professional development of their staff but also improve the quality of care provided to patients. Empowering physicians to expand their expertise and responsibilities ultimately leads to a more dynamic and effective healthcare environment, benefiting both practitioners and the communities they serve.

Support from Administration

When administrators provide support, including clear communication, necessary resources, and a commitment to addressing concerns, they empower physicians and staff to focus on delivering high-quality patient care. This support can manifest in various forms, such as implementing efficient workflows, offering professional development opportunities, and ensuring a healthy work/life balance. Additionally, a supportive administration fosters an environment of trust and collaboration. By actively engaging with and addressing the needs of their medical staff, hospital administration enhances operational efficiency and contributes to a positive work culture and improved patient outcomes.

Conclusion

Depending on their career stage and motivation, most physicians are looking for various aspects outlined above. It is a best practice for recruiters to ask questions and understand the motivation behind their job search. Everyone has a unique story and listening to their "why" can help assess a candidate’s potential. Establishing open communication with physicians about their needs will help you better match them with a role that fits their values and ultimately make them better equipped to deliver high-quality services and meet goals effectively.