- Home
- Our jobs
- Subscribe to RPT
- RPT Fall / Winter 2022
- RPT November / December 2021
- RPT September / October 2021
- RPT Summer 2021
- RPT January / February 2021
- RPT November / December 2020
- RPT September / October 2020
- RPT July / August 2020
- RPT May / June 2020
- RPT March / April 2020
- RPT January / February 2020
- RPT November / December 2019
- RPT September / October 2019
- RPT May / June 2019
- RPT July / August 2019
- RPT March / April 2019
- RPT January / February 2019
- RPT November / December 2018
- RPT September / October 2018
- RPT July / August 2018
- RPT May / June 2018
- RPT March / April 2018
- RPT January / February 2018
- RPT November / December 2017
- RPT May / June 2017
- RPT July / August 2017
- RPT September / October 2017
- RPT March / April 2017
- RPT January / February 2017
- RPT September / October 2016
- RPT November / December 2016
- RPT July / August 2016
- RPT May / June 2016
- RPT March / April 2016
- RPT January / February 2016
- RPT November / December 2015
- RPT September / October 2015
- RPT July / August 2015
- RPT May / June 2015
- RPT March / April 2015
- RPT January / February 2015
- RPT November / December 2014
- RPT September / October 2014
- RPT July / August 2014
- RPT May / June 2014
- RPT March / April 2014
- RPT January / February 2014
- RPT Fall / Winter 2023
SIA NAPR 2019 US Physician Recruitment Industry Trends Survey
Staffing Industry Analysts (SIA) designed a benchmarking survey in conjunction with the National Association of Physician Recruiters (NAPR). NAPR members and other NAPR contacts were invited to participate.
Results are based on the information collected for the 2018 calendar year specific to the US physician search businesses. The 24 survey respondents represented 29% facility (in-house) recruiters, 33% retained firms (or hybrid model), and 38% contingency firms. The 17 responding recruitment firms represented $60 million in search revenue in 2018.
Key Findings
- In aggregate, the physician recruitment firms reported 17% revenue growth in 2018. Retained firms reported 12% revenue growth and contingency firms reported 32% revenue growth during 2018.
- Across respondents, the mix of 2018 physician placements was highest in primary care, followed by internal medicine sub-specialties and hospitalists.
- The top three factors cited that drove success in securing placements were related to positive client trends, candidate marketing and process improvements.
- Survey respondents reported that 51% of physician placements were made into hospital settings, followed by 27% placed into private practice. The remaining physician placements were made into federal qualified health centers, contract management groups, academic and other settings.
- Across all recruitment organizations, job boards and email campaigns were cited as the most frequently used lead sources, followed by company website, referrals, cold calls, and text messaging.
Physician placements by specialty
Across all respondents, the mix of physician placements was reported to be highest in primary care (35%), followed by internal medicine sub-specialties (22%) and hospitalists (12%).
Physician placements by employment setting
Across all respondents, 51% of physician placements were made into hospital settings, followed by 27% placed into private practice.
Less than a quarter of placements were made into federal qualified health centers, contract management groups, academic, and other settings.
Physician placements by setting recruited
Facilities and retained firms reported that about two-thirds of physicians placed were already in practice, compared with contingency firms reporting about half of physicians placed already in practice.
- Nearly half of physicians recruited by contingency firms were recruited from in-training residency or fellowship.
- Facilities and retained firms were more likely to recruit physicians who were already in practice.
Recruiter Trends
Average recruiter headcount and turnover
Across all respondent organizations, average headcount remained steady while the average turnover rate increased to 32%, up from 26% the prior year.
Recruiter compensation structures
The most popular recruiter compensation structures reported were base plus commission/bonus plans. Forty-four percent of contingency firms reported having commission-only recruiters. The “Other” category represented owners earning profit distributions.
Founded in 1989, SIA is the global advisor on staffing and workforce solutions. Our proprietary research covers all categories of employed and non-employed work, including temporary staffing, independent contracting, and other types of contingent labor.
Known for our award-winning content, data, support tools, publications, executive conferences, and events, we help both suppliers and buyers of workforce solutions make better-informed decisions that improve business results and minimize risk. As a division of the international business media company, Crain Communications Inc., SIA is headquartered in Mountain View, California, with offices in London, England.
For more information and the full set of results, visit www.staffingindustry.com.