Physician Recruitment Best Practices: How to Attract Talented Providers

According to the American Medical Association, over 83 million Americans live in an area without enough access to primary care physicians. The Association of American Medical Colleges also projects a shortage of up to 86,000 physicians by 2036. With demand outpacing supply in much of the country, healthcare employers need an effective recruitment strategy to attract qualified physicians and APPs.

The short answer: To recruit physicians effectively in a shortage, focus on five practices: hire for fit rather than out of desperation, offer compensation that beats local competitors, showcase your community engagement, work with a medical staffing partner to widen your reach and cut time-to-fill, and lead with work-life balance, which physicians consistently rank as a top factor when choosing a job.

5 Physician Recruiting Tips

As you work to improve your recruitment efforts, a few best practices will help you attract top talent. As you reach out to physicians and build a recruitment plan, follow these five tips.

1. It Can Be Okay to Be Patient: Hire the Right Fit

With a physician shortage, it is tempting to hire candidates who do not tick all your boxes. That approach often does more harm than good. Because it can cost between $500,000 and $1 million to replace a physician, it pays to avoid hiring out of desperation, which often leads to poor fits and a fast, costly replacement. Before you start hiring, work with your team to identify the ideal candidate, and stay patient if the right physician does not appear immediately.

Note: While physician replacement costs are often estimated at $500,000 to $1 million, the total financial impact can reach $1.8 million to $2.8 million when factoring in the full scope of recruitment expenses and lost revenue. 

While you search for the right full-time fit, locum tenens or moonlighting physicians can cover your needs. Qualified temporary staff still deliver top-quality care without over-scheduling your existing physicians. For a full cost breakdown, see our guide on how to budget for locum tenens coverage.

2. Offer Competitive Compensation Packages

Physicians and APPs are motivated by the desire to help people, but many also carry large student-debt loads and expect pay in line with their skills. Before you extend an offer, research what others pay near your location. If a competitor offers higher pay or better benefits, you will likely lose out on top talent.

Your package should at least match what competitors offer, and in a national shortage it often pays to exceed local competitors if your organization can afford it. Beyond base compensation, physicians look for benefits like insurance, flex time, generous PTO, and other non-monetary perks that support work-life balance. 

3. Showcase Your Engagement With the Local Community

Physicians often want to work somewhere that engages with its community and promotes healthy living beyond the clinic. If you run community-engagement programs, highlight them to applicants. Initiatives that serve vulnerable patient populations in your area are also a strong selling point. An inclusive, mission-oriented approach appeals to physicians who want to make a difference where they live.

Community engagement also helps you meet potential hires. You might connect with local physicians at community events and build a relationship before they are even on the job hunt. When they decide to explore their options, your organization may be the first one they consider.

4. Work With a Medical Staffing Partner

You can recruit physicians on your own, but a facility staffing partner speeds up the process and widens your candidate pool. A partner with a comprehensive approach can source locum tenens, moonlighting, and full-time talent. As you evaluate providers, confirm they have a large network of physicians and APPs, regularly partner with healthcare organizations, and take time to understand your facility’s specific needs. For help vetting one, see our guide on how to choose the best locum tenens agency.

A staffing partner cuts the time it takes to find talent that fits your goals. A strong one makes sure every candidate meets your mission, staffing needs, and other requirements, and can supply temporary staff to prevent burnout among your current physicians while you search for the best permanent hire.

5. Highlight Opportunities for Greater Work-Life Balance

Work-life balance consistently ranks as a top priority for physicians choosing a job. In Doximity’s 2024 Physician Compensation Report, 75% of physicians said they would accept lower compensation in exchange for better work-life balance or more autonomy, up from 71% a year earlier. If your facility offers generous PTO, scheduling flexibility, or sabbaticals, make those benefits central to your pitch.

Programs for mental health or after-work social events reinforce that commitment, so highlight them too. You might also offer telehealth opportunities for new physicians and APPs. Telehealth has become a standard part of care delivery, and giving physicians the option to work from home part of the week can be a major draw.

OnCall Solutions: Physician and APP Recruitment Services

As a facility staffing partner, OnCall Solutions uses a national network of physicians and APPs to help healthcare organizations find talented locum tenens, moonlighting, or full-time providers. Because we pair a national network with a local focus, we can often find physicians and APPs in your area, and when the local talent pool is too small, we identify qualified physicians and APPs open to relocating. Alongside recruitment, we offer credentialing services plus operational and billing expertise to reduce your team’s workload.

Learn more about our physician and APP staffing services today. If you have questions or want to partner with us, connect with us.

Frequently Asked Questions

How much does it cost to replace a physician? A conservative $500,000 to $1 million once recruitment, lost billings, and onboarding are counted.

How big is the physician shortage? The AAMC projects a shortage of up to 86,000 physicians by 2036.

What do physicians value most in a job? Work-life balance ranks at or near the top. In 2024, 75% of physicians said they would accept lower pay for better work-life balance or autonomy.

Should I use a staffing partner to recruit physicians? A partner with a large network can cut your time-to-fill and reduce the burnout that prolonged vacancies cause among your existing staff.