Physician Assistant Recruiting - How To Prevent Turnover

Physician assistant turnover adds to your overall costs is expensive and inconvenient. One of the challenges of good physician assistant recruiting is to recruit Physician Assistants who will stay with you and be satisfied with their choice. Our experience indicates that on average, about 10% of all PAs change positions on an annual basis each year.

Like pulse rate and temperature, your turnover rate is an indication of the overall health of your practice. How is your turnover rate? If it's high that you would like, here are a few techniques you might consider to bring it down.

Deal With Strength And Weaknesses Up Front

Every candidate will come with many strengths and weaknesses. Be sure to bring up the weaknesses and ask the candidate how they will deal with them. For example, if a PA has changed positions frequently, tell them you are looking for a long term commitment and see what they reaction is. If they have young children who might be a problem for the hours they can work, ask candidly how they are going to deal with that. It is better to bring issues up and decide it won't work out before you commit than afterword.

Be Happy They Are On Board

Make your new PA feel that you are very ha;;y and value them as a team member. Bring them around and enthusiastically introduce them to everyone. Add something nice to every introduction to let your physician assist know you respect them and are genuinely happy to have them on board.

Make Communication A Two Way Street

From the very beginning, ask the opinion of your PA whenever possible. Do as much listening as telling. Many PAs list not being listened to as a reason for leaving.

Praise And Give Credit Often

Praise is free and it means a lot. Be sure you praise something about your physician assistant very day. We recommend that you praise three times for every correction or discipline you have to discuss. Even when there is nothing you can find to praise, tell them they have great potential.

Praise Publically

Be sure to praise your PA and give them credit for suggestions and ideas in public. Let your entire team hear and see you praise your assistants for work well done.

Discipline Privately

Be sure to quietly discipline and criticize in private. Never let any member of your team hear you criticize any team member. Be sure to discipline without anger and to ask the PA what they would suggest to improve the situation. Getting their input creates buy-in and leads ot better changes.

Set Times For Reviews In Advance And Meet Them

Be sure to set dates for ongoing performance and salary reviews and place them in the employment agreement. Be sure to honor these dates. Your PA will want to know how they are doing and what their chance for advancement is so they can be assured they made the correct decision to come on board.

Some of these physician assistant recruiting suggestions may seem time consuming but remember that it costs $20,000 to $40,000 to being on a new team member. Remember too, the hours you spent interviewing and selecting. Anything you can do to cut down on turn-over is a good thing for you and for your practice.