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Focus on supplemental compensation when recruiting physicians

Hospitalist Leadership Connection, June 20, 2007

Developing a compensation package that will attract physicians to your facility involves more than simply offering a generous starting salary or income guarantee. Regional physician shortages are contributing to an increasingly competitive recruiting environment and giving physician candidates more options and flexibility in their searches. Even if you offer starting salaries on the high end of national rates, other facilities are still competing for the same pool of physicians, according to Ryan Anholt, executive vice president with Delta Physician Placement in Dallas.

To attract physicians, you must sometimes look beyond the primary compensation package (i.e., salary or income guarantee plus production incentives) and focus more on supplemental compensation offers that may influence a physician's decision about where he or she wants to work. "Your competition is doing it," Anholt said. "It's not just a matter of saying, 'Here's what we think is fair, here's our salary, take it or leave it.' You have to understand what is important to them and react to it."

Anholt and Christopher Kashnig, manager of physician recruitment with Christie Clinic in Champaign, IL, discussed some of these supplemental components during Design a Compensation Package to Recruit Top Doctors, a 60-minute audioconference on April 10 sponsored by HealthLeaders Media.

To read the complete article, go to:

www.healthleadersmedia.com/view_content.cfm?content_id=90026.

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