Differentiating the individual value
While recruiting challenges persist, the job market for anesthesiologists is strong, said Brian Bateman, MD, MSc, Stanford Medicine Professor of Anesthesiology, Perioperative and Pain Medicine, and Chair of the Department of Anesthesiology. There are many options available for new graduates, so it’s important for departments to define and differentiate what they offer to candidates.
Differentiating the value for each candidate also requires faster moves in the race to recruit, Kiara Tierney, MBA, Executive Director, Anesthesia and Critical Care Department, the University of Chicago.
“Prior to the pandemic, we scheduled recruitment tasks a few times throughout the year to keep up with increasing locations and programs,” said Tierney. “Recruiting in 2022 is a full-time job” and emphasized, “it’s not a cakewalk either.”
Redefining the regular day
The COVID-19 pandemic has led to rapid changes in the labor market, and most practices need more physician anesthesiologists. The high demand caused by the COVID-19 pandemic has also driven an increase in salaries for many health care professions. Reevaluating salaries throughout the year while finding the exact match in a high-demand profession calls for flexibility and a supply of patience when the positions are taking longer to fill.
But it’s not just salary, Tierney says. Candidates are looking for more – a reasonably predictable schedule, less on-call time, and compensation for time working outside of what is deemed a “regular” day.
Higher expectations, lower energy
The pandemic’s unpredictable but steady wake is generating higher expectations from every position, resulting in mass burnout, and the state of recruitment continues to pose unique challenges for both programs and candidates. It’s as though the recruitment process requires an updated or an entirely new corporate recruitment standards manual defining the “new normal.”
“The anesthesiology landscape continues to evolve, especially as we all navigate the COVID-19 pandemic, clinicians retire, and the health care system moves toward value-based care,” said Adam Blomberg, MD, FASA, National Education Director and Regional Medical Director of Anesthesiology, Envision Healthcare.
Anesthesiologists have more opportunities than ever before in deciding how they want to practice, he said. As a result, anesthesia groups must adapt and grow to meet the needs of clinicians in order to provide the resources they need to thrive.
Subjective support, possible solution
“Along with a competitive salary and benefits, anesthesia clinicians are looking for a more flexible schedule and a true work-life balance, keeping in mind that defining work-life balance is subjective to each individual candidate. We understand the many considerations clinicians have and make an effort to work with each individual to find the best ways to support them throughout their career,” said Dr. Bloomberg.
Recruiters recognize that when searching for the right position, each person has their own definition of work-life balance and list of priorities. For example, some people want a specific practice location like an academic hospital or an ambulatory surgery center.
Kelly L. Mishra, MD, Assistant Professor, Department of Anesthesiology, Vanderbilt University Medical Center, said the decision to broaden and diversify their recruitment team, as well as centralizing the recruitment process, has extended the department’s human resources and allowed greater efficiency.
Faster interviewing means effective recruiting
While increased recruitment support seems to be a good move, the regular workday also requires a faster routine, says Krista Whiting, CSAM, Vice President, Healthcare Recruitment, Parkwood International.
A sense of urgency while highlighting the company’s brand reputation could make the offer seem more convincing. Whiting notes that brand reputation is more important than ever in a candidate-driven market and advises expediting decision-making and eliminating unnecessary conversations to lessen interview burnout. If you know you want them, make the offer, and if you don’t, give the candidates closure so they can move on, said Whiting.
At the end of the day, “regular” or not, every recruiter must adapt in their own way – whether that means faster routines, redefining value, or diversifying and centralizing departments – keeping in mind that each anesthesia recruit brings their own individual expectations.
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