• Skip to primary navigation
  • Skip to main content
  • Skip to primary sidebar
  • Skip to footer
HSG Advisors

HSG Advisors

Building High-Performing Physician Networks

MENUMENU
  • Home
  • About HSG
    • About HSG
      • Shared Vision
      • Leadership Team
    • Careers
  • Healthcare Consulting
    • Physician Strategy
      • Health System Strategic Plans
      • Employed Physician Network Strategy
      • Physician Growth Strategy
      • Shared Vision and Culture Development
      • Physician Manpower Plans
      • Service Line Strategy
      • Physician Co-Management
    • Physician Leadership
      • Shared Vision and Culture Development
      • Physician Burnout
      • Physician Governance and Leadership
    • Performance Improvement
      • Network Performance Improvement
      • Performance Improvement Implementation
      • Network Revenue Cycle
      • Practice Care Model Transformation
      • Practice Acquisitions
      • Advanced Practice Provider (APP) Utilization
      • Virtual Health
    • Network Integrity
      • Patient Share of Care
      • Patient Flow
      • Provider Service Location Analysis
      • Market Insight
      • Physician Network Intelligence
    • Physician Compensation
      • Compensation Plan Design
      • Fair Market Value and Commercial Reasonableness Opinions
      • Advanced Practice Provider (APP) Compensation
      • Medicare Physician Fee Schedule
  • Thought Leadership
  • Contact Us
  • Medicare Changes
  • Client Log-In
Client Log-In LinkedIn LinkedIn

Contact Us

Building Medical Staff Support for Your Recruitment Plan

January 3, 2012 by HSG

When hospitals plan the recruitment of new physicians into their community, whether into private practice or employment, resistance from the established physicians is not uncommon. Such resistance can derail one of the foundations of a successful physician strategy.

But the resistance can be reduced or eliminated if the process is managed appropriately. Given the significant resources involved in the recruitment and establishment of a new physician, and the opportunity costs if needed physicians are not recruited, such resistance should be avoided at all costs.

Resistance is most often a by-product of insufficient involvement by the medical staff in the planning process. If not involved, physicians will not understand the methodology utilized and therefore be suspicious of the recruitment priorities.

We have seen significant recruitment efforts sabotaged and boards not adopt plans because of physician leader objections. Months of effort are wasted.

Based on our experience at HSG, there are five principles that you must address to gain acceptance. By utilizing these principles, our plans have been consistently accepted by physician leaders in client hospitals.

1. Include Physicians on the Physician Manpower Planning Committee. Physicians who understand and support the entire process will be invaluable when it’s time to sell the recruitment plan to the medical staff. Your hospital should have an oversight group whose role is to guide the process. Physicians should play a significant role in that group.

2. Seek Physician Input on Needs. When evaluating the need for various specialties, weigh physician opinion heavily. They understand the needs of patients, the specialty consults that are hard to obtain, the follow-up care that is scarce, and the deficiencies in the medical community. Interviewing physician leaders for their input is important to this process. Inviting the entire medical staff to participate in a survey will likewise enhance the credibility of the analysis. A survey provides every physician the chance for input, and invariably reinforces support for the recruitment plan.

3. Be Transparent. Share all the analysis with any physician who has a concern or question. The physician inventory should be reviewed by physicians; the physician need models utilized should be reviewed with physicians; any model adjustments should be accepted by physicians. This step will help eliminate the perception that recommendations come from a “”black box.”” It will also avoid concerns that the hospital has “”cooked”” the recommendations.

4. Seek Input on Recommendations. Recruitment recommendations are the key output of the plan. These recommendations should be reviewed by physicians on the planning committee, and changes suggested by physicians to the recruitment priorities should be seriously considered if they do not conflict with community need. Plans gain greater credibility if the final recommendations are adjusted by the physicians involved, so do not be defensive about their challenges and recommendations.

5. Share The Plan. The plan and its conclusions are not a secret. Share them with the medical staff. If you have completed steps 1-4 above, influential physician leaders will understand, support, and help you sell the plan.

There is one caveat to the above guidelines — that you are utilizing a credible, rigorous process for defining physician need. If that is true, then following the above principles will almost guarantee that medical staff resistance will be minimal.

Category iconArticles,  Physician Strategy Tag iconPhysician Recruitment,  Practice Acquisition

Primary Sidebar

Receive Physician Strategy News

  • This field is for validation purposes and should be left unchanged.

Recent Thought Leadership

  • Leveraging Outpatient Utilization Data to Develop Ambulatory Growth Strategies
  • HSG Claims Data Analytics Updates: February 2023
  • 2023 Medicare Physician Fee Schedule Updates
  • HSG Advisors Expands Consulting Services and Data Analytics Capabilities in Response to National Outpatient Utilization Trend
  • Creating a Win/Win System of Advanced Practice Provider Oversight

Insights for Confident Leaders

Sign Up for HSG's Physician Strategy News™ and Notifications on New Thought Leadership
  • This field is for validation purposes and should be left unchanged.

Footer

9850 Von Allmen Court
Suite 201
Louisville, Kentucky 40241

(502) 814-1180

info@HSGadvisors.com

  • Physician Strategy
  • Physician Leadership
  • Performance Improvement
  • Network Integrity
  • Physician Compensation
  • About HSG
  • Purchase HSG’s Book
  • Leadership Team
  • Careers at HSG
  • Thought Leadership
  • Privacy Policy

Take HSG’s Physician Network Evaluation Survey
Get Started Here

  • LinkedIn
  • Vimeo

© 2023 HSG Advisors. Website managed by SiteCare.com