Recruiting Achievements: How Valley is Building its Provider Team

What's the current state of provider turnover in healthcare?

National turnover rates hit their lowest point in 2019 pre-COVID, then increased significantly from 2020-2023. 2024 has shown improvement, with Valley Medical Center's provider turnover rate at 8%, slightly better than the national average of 10%. For context, pre-pandemic physician turnover was around 6% and advanced practice provider (APP) turnover was around 8%.

How has provider recruitment changed since COVID?

The healthcare recruitment landscape has evolved significantly post-COVID. Traditional recruitment tactics aren't as effective as they once were. While there are many healthcare professionals seeking positions, the market has become intensely competitive, with multiple organizations vying for the same talent pool.

What recruitment strategies is Valley using to attract providers?

Valley employs a multi-faceted approach:

• Active sourcing through platforms like LinkedIn, Doximity, Practice Link, and Health eCareers
• Targeted outreach to potential candidates through database searches
• Enhanced marketing materials and job postings
• Partnership with internal teams to improve recruitment processes
• Focus on creating an excellent candidate experience
• Maintaining competitive compensation packages

What makes Valley an attractive employer for providers?

Several factors make Valley appealing to potential candidates:

• Status as a large public hospital district with extensive resources
• Access to 50+ specialties within one organization
• Direct access to leadership during the hiring process
• Competitive compensation structure combining base salary with production incentives
• Desirable location in the Greater Seattle metropolitan area
• Strong focus on work-life balance
• Streamlined recruitment process with a single point of contact
• Reputation for excellent patient care and community service

What types of positions has Valley been recruiting for?

In 2024, Valley filled 49 provider positions, including 31 physicians and 18 advanced practice providers. Notably, 27 were new positions for expansion, while 22 were replacement positions. Family medicine has been particularly active, with 10 physician and eight APP positions filled, followed by four hospitalist positions. See graphs HERE.

What are the most challenging positions to fill? 

Sub-specialty positions tend to be the most difficult to recruit for. These specialties are challenging due to fewer physicians entering these fields compared to those retiring, creating a supply-demand imbalance, particularly:

• Psychiatry
• Urology
• Gastroenterology

How successful is Valley's recruitment process?

Valley ended the year with a 73% offer acceptance rate, which aligns with the national average of 70-80%. The typical time from offer to decision is 11 days, though the organization maintains flexibility with its standard 14-day offer window to accommodate candidates' needs.

Does Valley have a referral program?

Yes, we are working to increase visibility and participation in this program. Valley offers a provider referral program with varying bonus amounts listed below. Read HERE to learn more about the referral program:

• $5,000 for referring a physician in high-priority positions
• $3,000 for referring an APP in high-priority positions
• $1,000 for referrals in non-priority positions 

What's the outlook for provider recruitment at Valley?

Valley is focused on building a sustainable, dependable provider recruitment program that minimizes reliance on locum tenens providers. With only two locums currently on assignment (both in urgent care), compared to 90% of healthcare organizations using locums regularly, Valley is well-positioned to achieve its recruitment goals while maintaining high standards for cultural fit and quality of care.

Who are the Provider Recruiting team members in Human Resources?

Mitchell Engel, MBA, Director, Provider Services & Experience

Mindy Schneider, CPRP, Physician/APP Recruiter

Melinda “Mel” Card, Recruiting & Onboarding Coordinator