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How to Make Your Practice Enticing for Top-Level Talent

We know the competition is fierce for the best clinical and administrative talent. Smaller, rural, community-based, and independent practices often struggle to compete against their larger urban counterparts. However, in our experience, even the smallest practices can compete if they have the right strategies for recruiting, hiring, and training their teams. Here’s what you can do right now to improve your odds.

Start with a Better Recruitment Strategy

Your recruitment strategy should be geared toward telling your story in a compelling way. Many times, we see community providers or smaller practices that struggle to get the word out about why it’s so great to work there. They may have terrific work environments in great communities but prospective employees don’t know it. Younger doctors coming out of medical school may have done residencies at larger teaching hospitals and are familiar with that environment. But have you shared how they can find a lucrative salary and better work/life balance at your facility? Our recommendation is to emphasize all of the benefits of working at your facility like the culture and leave the salary negotiation for the end of the process. You can also target providers and team members who come from a more rural community or another type of area similar to your own. See if you can entice the candidate by reminding them of the community you offer and your contribution to the region.

Make Your Practice an Attractive Destination

Now look at some of the more traditional parts of your job offering. Creating an attractive compensation package with a salary and benefits, time off, and more is still a critical part of making your practice an attractive destination for candidates. If your organization struggles in this area, it’s a good idea to prioritize resource needs early. Plan strategically to add clinical and administrative positions a year or two before you will need them. Then work as hard as you can to retain your existing staff.

However, compensation isn’t and shouldn’t be just about salary. Data shows that 93% of all employees (regardless of their industry) appreciate employee recognition programs that reward them each quarter. It doesn’t matter if it’s a doctor or a housekeeper, your employees in the practice appreciate even the smallest rewards to thank them for their service. You can also make these rewards monetary; most healthcare organizations hold their physicians accountable to productive goals tied to compensation.

Rewards can come in many forms, though, so practices that offer educational benefits that allow employees to work their way into new positions are a huge benefit. A healthcare practice that enables and encourages its teams to grow conveys a sense that you are investing in the success of your employees. This will build loyalty and help you retain your existing teams—but it’s also a big selling point to attract new healthcare professionals to your practice.

UHC Solutions is the nation’s leading staffing agency devoted to community healthcare. Talk with our team about how we can help your practice meet your hiring goals.


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Unlock the Latest Salary Trends in Community Healthcare

Download UHC Solutions’ Salary Guide eBook for 2024 salary ranges, key data, insights, and more.