About the Results
ASPR In-House Physician Recruitment Benchmarking Report
The typical reporting organization is situated in a Metropolitan area of 100,000 to 250,000 people, and approximately 40% of the organizations are based in the Midwest region. For the typical organization, fewer than 24 physicians participated in site visits/interviews during the year. Also, 15 offers were extended to physicians per organization, and, of those, 10 were accepted. The data appear to reveal that the larger organizations were considerably more likely to have their offers accepted.
The typical organization had 4 physicians leave during the year. On a percentage basis, approximately 6% of physicians left their organization during the year. No consistent trend was observed between the size of organization and its physician turnover.
Reporting organizations employed a median of 1 physician recruiter (2.1 physician recruiters on average), and the typical in-house physician recruiter performed 13 active searches during calendar year 2010. It is noteworthy that the number of searches per recruiter grew sizably for larger organizations. Of those organizations that employed more than 3 physician recruiters, their recruiters were responsible for 23.4 active searches (on average) during the year.
This year’s study also reviews the number of physicians employed by each organization in relation to its count of in-house physician recruiters. In general terms, there were 52 employed physicians for each in-house physician recruiter. As was the case for the number of searches per recruiter, the ratio of physicians per recruiter was much higher than average for the largest organizations.
Approximately 2/3 of the reported searches were for multispecialty practices, and 28% were for single specialty practices. When reviewing the searches by primary work site, ambulatory practices accounted for the largest single portion with 33% of the searches. Over 60% of searches were for practices owned by Hospitals/Integrated Delivery Systems and over 3/4 of all reported searches were for Not-For-Profit organizations. Of the searches conducted, 36% were to replace a departing provider. Approximately 8% of the searches used Locum Tenens. The total cost of search was tracked for 30% of the active searches, and the median cost reported was approximately $2,800. Total cost of search as defined for this survey includes cost of travel, lodging, meals, entertainment, advertising and search firm fees for all candidates.
The most common specialties for which searches were performed during 2010 included Family Medicine (13%), Hospitalist (11%), Internal Medicine (8%), Nurse Practitioner (5%), and Physician Assistant (5%).
There was a noted predominance of primary care searches during this time period. The most common sub-specialties and surgical specialty searches were Emergency Medicine, OB/Gyn, Neurology, Psychiatry, and General Surgery. Of the reported searches that were active at some point during 2010: 60% were filled during the year; 36% remained open as of December 31; 3% were cancelled; and 1% were put on hold.
The median search filled during 2010 lasted 115 days, and it typically involved 4 applicants, 2 interviews, and 1 offer. Median days to fill for Family Medicine and Internal Medicine positions were 150 days and 130 days respectively. The two specialties with the longest days to fill were Rheumatology and Orthopedic Surgery: Subspecialties. Internet Job Boards and Referrals were the most frequently cited source types used to fill positions, and Cold-calling was the least used source type.
Recruiter Profile Overview
The most frequently cited position title, “Physician Recruiter,” matched 34% of responding recruiters. Over 75% of the recruiters hold a Bachelor’s degree or higher (22% hold a Master’s degree or higher).
When reviewing recruiters by their ASPR Designations, 13% are AASPR-Associates, 11% are FASPR-Fellows, and 5% are DASPR-Diplomats (71% do not hold an ASPR designation).
The typical responding in-house physician recruiter has 6 years of recruitment experience. Less than 1/3 of responding recruiters supervise staff, and approximately half have provider retention responsibilities.
Recruiter Compensation Overview
In-house recruiters were unable to self-report their compensation figures. All compensation values were reported by a member of their organization’s Human Resources department. On average, in-house physician recruiters earned a base compensation of $71,123 and received a bonus of $3,426, equaling $74,549 in total compensation. Approximately 40% of all physician recruiters receive a bonus. (The median recruiter’s total compensation was $67,066.)
To further aid the analysis of the compensation data, the recruiters were grouped into three compensation bands: those who earned less than $60,000, those earning between $60,000 and $80,000, and those earning more than $80,000. Based on these groupings, the following can be detected for the highest income earners versus the lower groups: they are more likely to have earned upper-level degrees; they are more likely to be an ASPR member and to hold ASPR designations and other certifications; they are more experienced; and they are much more likely to supervise staff and have provider retention responsibilities.
Access the survey results.