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Work group hears state-level ideas to boost physician recruitment, retain graduates
Summary
Presenters outlined recruitment best practices, national benchmarks and state pipeline models; members discussed a Connecticut job board, loan-forgiveness options and which state agency would carry recommendations forward.
The work group on July 1 heard two focused presentations on physician recruitment and on building a pipeline of clinicians to keep graduates practicing in Connecticut.
Liz Mahan, representing the Association for Advancing Physician and Provider Recruitment (AAPPR), told the group the physician recruitment process must be strategic rather than a reaction to open positions. “The physician recruitment process is not about filling vacancies. It has to be strategic,” Mahan said, and she described the “provider life cycle” from attraction and hiring through onboarding, alignment, development and retention.
Mahan emphasized alignment among stakeholders, clear job descriptions, diverse sourcing channels and a high-touch onboarding process that she distinguished from orientation: “Onboarding is not orientation,” she said, adding that effective onboarding can last a year or more and is aimed at integrating new clinicians into both the practice and the community.
Mahan summarized AAPPR benchmarking data showing national patterns:…
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