Back Top Factors Medical Residents Look for in a Job - Part I

Top Factors Medical Residents Look for in a Job - Part I

Recruiting New Physicians: 5 Medical Resident Job Seeker Preferences

As the stepping stone between medical school and physician practice, a medical residency is the time when doctors-to-be not only acquire hands-on medical practice experience, but also when they typically formulate preferences for their post-residency careers.

For the nation’s hospitals and healthcare facilities, recruiting physicians has become more competitive than ever. Today’s doctors are in demand, and they know it: Accordingly, they’re faced with an almost overwhelming amount of career options at every point in their careers. This is especially true during their medical residencies.

“Medical residents are intensely recruited,” write the authors of AMN Healthcare’s 2015 Survey of Final-Year Medical Residents, which shows that 63% of final-year medical residents have already been approached by “recruiters with hospitals, medical groups, recruiting firms or other organizations 51 times or more during their residency training.” Almost half — 46% — indicate that they’ve “been contacted by recruiters 100 or more times during the course of their training.”

With this level of competition for the nation’s medical residents, how can employers hope to compete as recruiters? Luckily, the survey results shed a great deal of light into medical residents’ job preferences. Understanding these preferences — and speaking to them — will go far toward enabling employers to successfully recruit new physicians.

5 Medical Resident Job Seeker Preferences

1. Most Final-Year Residents Are Already Job Hunting.

The goal of most of the healthcare facilities who place residents is to retain them for full-time employment; yet, residents aren’t always content to remain in the place of their residency.

According to the AMN survey, the majority of residents — 68% — “begin a serious job search” within a year or more of completing their training. About half that amount — 32% — wait until about six months before completing their training “to start a serious job search,” the survey reports.

  •  Takeaway: Your recruitment team may want to consider reaching out to second- or third-year medical residents, rather than waiting for them to graduate before beginning outreach efforts.

2. A Priority on Place & Personal Preferences.

Respondents to AMN’s survey “identified geographic location, personal time and lifestyle as their most important considerations when evaluating a medical practice opportunity,” the authors write. Furthermore, residents “identified availability of free time as their greatest concern as they consider entering their first medical practice.”

This speaks to the importance of a strong culture that makes a point of valuing physician feedback, and which leaves them room to pursue personal as well as professional goals. It’s not always easy to create such a culture, but there are methods — for instance, the use of locum tenens physicians to ensure your regular, full-time workers receive their needed vacations, or employing clerical personnel who can help relieve the burden of administrative tasks.

Stay tuned for part two in the series.

At Kendall & Davis, we strive to provide physicians with as many quality job opportunities as possible to help you find the perfect match for your needs and experience. Our commitment to quality is unparalleled in the industry and you can be assured of the highest level of service possible at all times.

To begin working with one of our trained recruitment specialists today, call (866) 675-3755.