A Guide to Attracting and Retaining Physicians for Rural Hospitals and Practices
An acute shortage of nurses and physicians has made it increasingly difficult to access quality healthcare for many citizens. Nowhere is the problem felt more than in rural hospitals and practices that struggle to attract and retain clinical talent. Unique challenges coupled with decreasing rural populations have left many pondering over possible solutions to a seemingly unsolvable problem.
In this blog, we highlight a few steps rural practices can take to effectively attract and retain qualified clinical staff.
Rural Healthcare Challenges
According to a report published by the National Rural Health Association, nearly 20% of the country’s population lives in rural areas and a lack of nurses, physicians, and specialists are resulting in far-reaching impacts. Another report published back in 2013 stated that the number of surgeons in rural counties decreased by 21%. Recruiting qualified medical professionals in these areas still remains a major challenge for state governments and healthcare institutions alike.
The talent shortfall is mainly attributed to a number of educational, economic, cultural, and professional dynamics of rural areas. For instance, the majority of higher learning institutions and universities are located in urban cities limiting the number of graduates from rural areas. Access to education programs and professional development opportunities are scarce which dissuades candidates from pursuing further training and education.
On the other hand, experienced and qualified candidates from urban areas are unwilling to adapt to changes in culture and lifestyle associated with a rural setting. Rural healthcare practices are also known to lack sufficient opportunities for career advancements and often face understaffing issues. Such problems then result in extended shifts, increased workloads, and decreased scheduling flexibility.
Furthermore, rural hospitals do not have the resources to offer lucrative salary packages and benefits for the children and spouses of medical professionals and have lower quality working conditions.
The following are a few steps rural hospitals can take to attract and retain medical talent
Assist Fresh Graduates in Paying Back Their Loans
According to Debt.com (Americans Debt Help Organization), more than 76% of all med school graduates have an average student loan debt of $189,000. Additionally, 47% of these graduates carry an average of $200,000 worth of student loans and 13% owe more than $300,000.
Rural healthcare hospitals and practices can gain a recruitment edge over their urban counterparts by offering incentives that help students repay their loans. If they face difficulty in gather resources for loan repayment programs, there are a number of federal and state programs designed specifically to assist rural healthcare organizations.
The following are a few federally subsidized loan repayment programs that provide suitable organizations with financial assistance:
- The National Health Service Corps (part of the U.S Department of Health and Human Services) provides loan repayment and scholarship programs for osteopathic and allopathic professionals and other primary-care professionals in rural communities.
- The State Loan Repayment Program which is similar to the NHSC and requires applicants to work in a rural non-profit or public medical facility for a minimum period of 2 years.
- The Federally Qualified Health Centers which is a student loan repayment program provided by the Center for Medicare and Medicaid Services and the Bureau of Primary Health Care.
Adopt Effective Candidate Recruitment Strategies
As mentioned earlier, rural healthcare organizations are restricted by a lack of resources. They find it hard to compete with other organizations that offer better packages in more attractive locations. To make up for such a handicap, rural healthcare organizations must build a steady talent pipeline that cultivates relationships with suitable candidates.
Such organizations should incorporate training programs for primary care residents, medical students, nurses, and physicians looking to gain experience in a rural healthcare setting. Staff representation should be present in annual medical conferences, networking events, and workshops to locate and recruit medical talent.
Another option is to hire the services of qualified medical recruitment agencies that rely on vast networks and database to reach out to qualified medical staff. These agencies have years of experience and can locate healthcare professionals seeking to work in rural settings.
Remove Misconceptions Related to Rural Healthcare Organizations
There are a number of misconceptions candidates have regarding rural communities that prevent fresh graduates from applying to rural healthcare practices. For this reason, it’s necessary for such organizations to dispel any doubts and point out the positives of working in a rural environment.
Benefits include lower costs of living and access to recreational activities, natural beauty, festivals, religious and spiritual institutions that would otherwise not be present in urban settings. It also allows for greater professional independence and is an ideal place to raise children.
These are a few effective ways rural healthcare hospitals and practices can overcome the challenges of attracting and retaining medical talent. Medical Associates Consulting is a medical staffing agency in California that understands the needs and challenges of rural healthcare organizations. It has a vast database of talented medical professionals from all over the country and helps hospitals and clinics recruit the very best. Contact us today for more information.
