Residents and practicing physicians are busy and are deluged with communications. Many efforts to communicate open positions do not reach their target. What new approach or tactics, based on the latest research, may motivate them to respond to open position and solicitation materials? How can we understand them better, so that they will be more receptive receiving our communications?

1. What Physicians Think About
Job Opportunity Advertisements
Onboarding Programs
Retention Programs
Survey Results and Panel Discussion Presented by M3 Global Research

2. Today’s Plan
 The research topics for discussion
o New job seeking expectations - job opportunity announcements
o Onboarding program perceptions
o Retention program perceptions
 Our panelists
o Dr. Banda : Endocrinology …………….. (<15 years)
o Dr. Kurzon : Interventional Radiology….. (<10 years)
o Dr. Santos : Family Practice …………… (>20 years)
o Dr. Walker : Emergency Medicine ……... (Resident)
 Moderator : Bill Friedrich, Market Research Director, M3
M3 ©2015 All Rights Reserved 2
Discussion Panel InputsSurvey Research
Results

3. M3 ©2015 All Rights Reserved 3
Recruiting Onboarding Retention

4. Many expect to seek a new job within 5 years –
most are open to relocation.
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n=243
Q13: Do you expect to look for a new position in the future?
Q14: Would you relocate for this new position?
17%
55%
27%
19%
17%
12%
26%
25%
New Position? Relocate Nationally Relocate in-state No Relocation
Yes 12 months Yes, 1-3 years Yes , 3-5 years Yes 5-8 years
Yes, 9+ years No Not sure
49% expect to
look for a new
81% would relocate
Recruiting

5. Almost everyone see job opportunity emails.
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7%
47%
28%
12%
7%
2%
35%
40%
9%
14%
Zero emails 1 to 3 4 to 6 7 to 10 11 or more emails
No New Job (n=105) Expect new Job 1 - 5 years (n=121)
n=250
Q: Approximately how many emails about job opportunities do you receive in a typical week?
Recruiting

6. Almost all at least are scanning job postings –
but few do more than look at the title and location.
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n=243
Q15: Which of the following best describes your approach to job opportunity announcements?
6%
7%
10%
30%
49%
I never look at them
I haven't read them recently
Seriously scan the job titles, contacted a recruiter in the
last 12 months
Casually scan the job title and location, rarely read beyond
Casually scan the job title and location, read a few
88% are at
least
scanning
job postings
Recruiting

7. Physicians look for a diverse array of job factors –
but geography may be the most obvious attention grabber.
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19%
23%
27%
22%
29%
26%
48%
55%
27%
31%
29%
34%
28%
40%
32%
27%
26%
26%
25%
26%
27%
16%
11%
9%
16%
11%
11%
8%
10%
10%
5%
5%
8%
7%
3%
7%
5%
5%
2%
2%
5%
3%
5%
3%
2%
3%
3%
3%
Culture
Camaradarie
Career Growth
Org/Institution…
Autonomy
Practice-specific…
Work-Life Balance
Geography
1 = Most Likely 2 3 4 5 6= Least Likely
n=243
Q7: If you were receiving information about a job opportunity, what aspects of the work environment
are most likely to grab and keep you attention? (1 = most likely, 6 = least likely)
Top 2
Box
82%
79%
65%
57%
56%
56%
54%
46%
Recruiting

8. Less than half of residents received career guidance.
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38%
89%
67%
56%
11%
58%
0%
10%
20%
30%
40%
50%
60%
70%
80%
90%
100%
Guidance Mentor Fellow Resident Other faculty HR
Yes No
n=24 (small sample)
Q: During your residency and/or fellowship training, did you receive any guidance on job seeking (writing a CV,
interviews, etc)?
Who did you receive guidance from?
Recruiting

9. Panel Question for “Recruiting”
How many emails
do you see?
Which ones do
you open/what
do you look for?
What questions
come to mind as
your read them?
What would you
like to know from
the audience?
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Recruiting

10. M3 ©2015 All Rights Reserved 10
Recruiting Onboarding Retention

11. Orientation is far more common than onboarding –
the effort is generally considered helpful!
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Onboardin
g
10%
Orientation
44%
Neither
46%
Onboarding Orientation Neither
42%
38%
15%
5%
n=304
n=566
Q: When you started your last new job, was there a formal orientation or onboarding process in place?
To what extent did your onboarding program help you become comfortable in your new position?
Onboardin
g

12. Almost all culture knowledge was gained informally – very few
learned the organization through formal orientation programs.
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62%
33%
20%
15%
Peers/Colleagues None, I learned on
my own
Sr Admin, MD
Leaders
Formal
Organization's
Orientation
n=100
Q6: Each organization has its own culture. How did you become knowledgeable of the culture of you new organization?
Onboardin
g

13. Meeting staff and online systems were important –
most other needs were probably considered routine.
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55%*
40%*
35%* 33%*
22%* 22%
14%
12% 11%
Meeting other
MDs, staff
Benefits
orientation
Detailed tour
of facilities
Thorough
orientation
Online
orientation,
systems
training
Nothing Family
transition help
MD ledership
opportunities
Referral
strategy guide
n=667
Q: When you started your last new job, what were the best things your new employer provided to help you become
familiar with the practice/institution? Please check all that apply.
Onboardin
g

14. Almost all (80%) felt comfortable and
productive in their first 6 months on the job.
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53%
27%
5%
10%
6%
3 months 6 months 9 months 1 year Longer than 1 year
n=667
Q: How long did it take for you to feel comfortable and productive in your new position?
Onboardin
g

15. Panel Question for “Onboarding”
Have you
seen
“onboarding
”?
What did
you do
instead?
How much
of a
difference
did it make?
What would
you do to
make it
better?
What would you like to
know
from the audience?
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Onboardin
g

16. M3 ©2015 All Rights Reserved 16
Recruiting Onboarding Retention

17. Major reasons for new physicians departures in the first 3 years….
Work/life balance, practice culture, and family relocation
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14%
12%
16%
16%
17%
27%
42%
48%
12%
14%
16%
13%
19%
34%
28%
57%
Lack of professional autonomy
Unfriendly colleagues / peers
Disorganized practice, low…
Non-financial benefits
Too much regulation, non-…
Family ties, moving home
Practice culture not a good fit
Low QOL, work / life balance
Hospital Non Hospital
n=710
Q: In your opinion, when a newly trained physician leaves their practice within the first 3 years, what are the most
common reasons?
10% or less
•Move to/from City
•Want shorter commute
•Loan assistance/forgiveness
•Lousy direct boss
•Low staff morale
•Inadequate staffing
•Inadequate innovation/capital funding
•Poor training/onboarding
•Want a non-clinical position
•Want to start a company
Retention
*
*
*

18. Retention programs are NOT plentiful and could be more effective.
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n=566
Q: Does your practice/institution have a formal retention program in place?
If yes, how effective do you personally feel that program has been to reduce turnover in the practice/institution?
11%
15%
37%
32%
16%
Yes Extremely
effective
Very effective Somewhat
effective
Not at all / very
effective
Retention

19. Retention programs are important but not widely formalized.
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n=566
Q: Does your practice/institution have a formal retention program in place?
How necessary do you feel it is for your practice/institution to have a formal retention program in place?
21%
27%
44%
8%
17%
19%
37%
27%
Extremely
necessary
Somewhat
necessary
Nice to have Not at all /
somewhat
unnecessary
Hospital Private practice
15%
9%
47% 62%
38%
29%
Hospital Private Practice
Yes No
Retention

20. Leadership programs make it harder for an employee to accept a
competing offer.
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27%
51%
20%
2%
21%
55%
21%
3%
Definitely Yes Probably Yes Probably Not Definitely Not
Hospital (n=199)
n=710
Q: If you were in your current position, and you received a higher salary offer from another institution, would being
part of a leadership program with growth opportunities be an incentive to stay with your current institution?
Retention

21. Bonus and work/life balance were the preferred retention program
features.
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n=566
Q: In terms of retention activities, which of the following do you feel are the best ways to
encourage physicians to remain at your practice/institution?
60%
18%
10%
10%
2%
2%
20%
25%
21%
23%
5%
5%
9%
23%
22%
18%
14%
14%
6%
17%
18%
18%
24%
16%
3%
13%
21%
20%
24%
19%
2%
4%
8%
11%
31%
44%
Loan
assistance
More support
staff
Reduced call
hours
Increased
opportuniti…
Work life
balance
Bonus
Ranked #6 5 4 3 2 Ranked #1
Ranked
1 or 2
63%
55%
31%
29%
17%
5%
Retention

22. Panel Question for “Retention”
How prevalent
are retention
programs?
What do your
physician
colleagues/frien
ds say about
them
How much of
a difference
does it make?
What would you
do differently to
make it better?
What would you like to know
from the audience?
M3 ©2015 All Rights Reserved 22
Retention

23. Hospital and Private Practice MDs
Have Similar Concerns
Almost half of physicians expect to look for a new position in
the next 5 years
There’s no “one size fits all” in what job factors are being sought
Onboarding programs are important
Retention programs need to be proactive
Few residents receive any career guidance
M3 ©2015 All Rights Reserved 23

24. Thank You
Bill Friedrich
M3 Global Research

25. Respondents were geographically dispersed –
and similar to the 2010 Census Bureau data.
M3 ©2015 All Rights Reserved 25
6%
17%
21%
7% 7%
14%
6% 6%
16%
6%
21%
19%
5%
8%
15%
4%
5%
17%
7%
16%
18%
5%
9%
15%
7%
6%
17%
New
England
Middle
Atlantic
South
Atlantic
E. South
Central
W. South
Central
E. North
Central
W. North
Central
Mountain Pacific
1Q14 (n=243) Oct 2014 (n=710) Licensed MDs
2010 FSMB Census of Licensed Physicians, J. Medical Regulation: Vol. 96, No. 4, p15