Print Page | Contact Us | Sign In
Journal of ASPR - Winter 2012 - Barking Dogs and Skype: A Day in the Life of a Physician Recruiter
Share |
Untitled Document

Executive Summary: 2011 In-House Physician Recruitment Benchmarking Report

By ASPR Benchmarking Committee

The Association of Staff Physician Recruiters (ASPR) recently published the 2011 ASPR In-House Physician Recruitment Benchmarking Report. This year, ASPR offers not only a written report of the survey findings, but also provides a unique Organization Benchmarking Report (OBR) that compares participant results to similar organizations nationally. Additionally, we have launched a new feature to the survey: searchable results. In collaboration with Industry Insights, ASPR has arranged to have all reported data placed into a web-based database, allowing users to mine national data for export; this is accessible to all who participate or purchase results.

The 2011 ASPR In-House Physician Recruitment Benchmarking Report provides credible industry data for the in-house physician recruitment profession. These data and the final report will help an individual organization see national industry trends, and understand how they compare to others in similar organizations or geography with respect to recruiter compensation, services offered, and overall performance as they move forward within the industry to improve processes and outcomes. Benchmarks are critical for our industry as we constantly strive for improved processes and results within our organizations to meet the healthcare needs within our communities.

The ASPR Board of Directors gives special recognition and expresses sincere appreciation for the contributions, dedication, and leadership of the Benchmarking Committee Co-Chairs, Shelley Tudor, FASPR of St. Francis Medical Group in Indianapolis, IN and Debbie Gleason, FASPR, of The Nebraska Medical Center in Omaha, NE. The Board also acknowledges and thanks the members of the Benchmarking Committee for their tireless efforts in achieving ASPR’s goal in providing this industry resource. Special thanks go to Scott Lindblom, FASPR, of Dean Clinic in Madison, WI; Lynne Peterson, FASPR, of Fairview Health Services in Minneapolis, MN; Judy Brown, FASPR, of Children’s Hospitals & Clinics of MN in St. Paul, MN; Scott Caldie, FASPR, recently retired from Temple University in Philadelphia, PA; and Marci Jackson, FASPR, of Marshfield Clinic in Marshfield, WI, for their time and dedication to this project.

This project would not have been possible without the guidance and assistance of Industry Insights, Inc., whose expertise and innovation allowed ASPR to make a great leap forward with our benchmarking initiative. Further recognition goes to the Ewald Consulting staff who worked tirelessly to ensure the various elements came together seamlessly.


The 2011 ASPR In-House Physician Recruitment Benchmarking Report provides a detailed analysis of key statistics experienced by in-house physician recruitment professionals during calendar year 2010. Based on confidential surveys submitted by 159 organizations (providing data for 346 in-house physician recruiters and 5,331 active searches) between December 2010 and March 2011, the 2011 Benchmarking Report includes a compilation and analysis of organizations by which in-house physician recruiters are employed; active searches performed during 2010; in-house physician recruitment professional profile statistics; and compensation data for in-house physician recruitment professionals.

In order to enhance the validity of the compensation data, responding in-house recruitment professionals were unable to self-report their compensation figures. Instead, the survey program required that the compensation values be reported by a member of their organization’s human resources department. Though some participants’ HR departments could not report their compensation data, 94 HR departments did complete the requested information, providing compensation values for a total of 210 in-house physician recruitment professionals.

Summary of findings

Demographics overview

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 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 associated with 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 recruitment professional performed 13 active searches during calendar year 2010. It is noteworthy that the number of searches per recruitment professional 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 recruitment professionals. In general terms, there were 52 employed physicians for each in-house physician recruitment professional. As was the case for the number of searches per recruitment professional, the ratio of physicians per recruiter was much higher than average for the largest organizations.

Searches overview

Approximately two-thirds 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. More than 60% of searches were for practices owned by Hospitals/Integrated Delivery Systems and more than 75% 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. More than 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 recruitment professional has 6 years of recruitment experience. Less than one-third 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 recruitment professionals 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 full report

If you’re interested in purchasing the full report and access to the analyzable data, visit the Benchmarking Survey area of the ASPR website.

Untitled Document
ASPR Journal - Fall 2011


Editor: Judy Brown, FASPR
Associate Editor: Lori Jackson Norris, FASPR
Publisher: Laurie Pumper


© 2018 Association of Staff Physician Recruiters (ASPR). All rights reserved.
Per standard by the Payment Card Industry, ASPR has met the requirements of the Payment Card Industry-Data Security Standards
(PCI-DSS). To view our compliance certificate, click here. Credit card processing on this website is secure and processed by Plug'N
Pay, which meets credit card industry standards. When you are requested to enter your credit card information, you will be taken
to a secure page.

This website is optimized for Firefox and Chrome. If you have difficulties using this site, see complete browser details.