How Local Hospitals Can Compete to Hire a Surgeon in a Tight Market

According to recent reports, there are more than 7,600 actively operating hospitals in America. Of them, at least 20 percent have openings for surgeons and physicians. In more rural areas, an estimated 60 percent of hospitals have no permanent general surgeon on staff. 

Analysts say that the medical industry is already facing a shortage of 35,000 surgeons, and that figure is expected to grow in the years to come. Within the next decade, the nation’s deficit of physicians could reach more than 120,000. Because of that and certain other factors, hospitals across the country are struggling to find qualified team members to fill their job openings. For medical facilities that hope to hire a surgeon, the following strategies can help them compete in an increasingly tight market. 

Work With a Healthcare Staffing Agency

One way for local hospitals to find the surgeons and physicians they need is to work with healthcare staffing agencies. These organizations offer vast databases of qualified medical professionals in varying fields and specialties. They can effectively spread the word about job openings and ensure surgeons with the right qualifications see them. They also assist with recruiting, credentialing, onboarding and other essentials to help hospitals attract talent. 

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Offer Comparable Salaries

Salary is an important factor for virtually everyone who’s in the job market, and surgeons aren’t generally an exception to that rule. Some hospitals find that offering salaries that are comparable to those their competitors promise is all they need to do to bring in highly qualified staff members. This strategy can certainly help hospitals stay competitive.

Look Beyond the Money

Having said that, money isn’t the only point that matters, and some hospitals simply can’t afford to pay salaries that fall in line with those their competitors are offering. With that being the case, it’s important for medical facilities to consider looking beyond the money. Offering other incentives that surgeons may find attractive can also be an extremely effective way to draw in staff members.

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Those might include more flexible scheduling, signing bonuses, relocation assistance, and wellness stipends to name a few possibilities. Those added benefits can help bridge the gap for hospitals that can’t compete where base salaries are concerned. They may aid in attracting talent as well as reducing turnover rates. 

Focus on Retention

Speaking of reducing turnover rates, hospitals need to focus on retention as much as, if not more than, recruiting. High turnover rates can cause numerous problems, and they certainly cost hospitals a great deal of money in the long run. As such, implementing strategies to encourage surgeons to stay on staff for the long term is essential. Those may include regular feedback sessions, mentorship programs, equity and inclusion practices, and career development and advancement opportunities. 

Overcoming Healthcare Hiring Challenges

Hospitals across the country are dealing with hiring challenges right now. Experts say they’re likely to grow more problematic in the years to come. Certain strategies can help keep local medical facilities competitive in spite of a tight job market, an ever-growing shortage of surgeons, the other hurdles they’re dealing with.

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Working with a healthcare staffing agency is an important piece of the puzzle. Offering competitive salaries and other incentives is also vital. From there, focusing on retention rather than recruitment alone can help hospitals keep their surgeon positions filled so they don’t have to deal with the costs and struggles of high turnover rates.