Recruiting Physician Assistants, Nurse Practitioners: What to Offer

March 26, 2014

Physician assistants and nurse practitioners share what they look for in recruitment packages.

Nonphysician providers, such as PAs and NPs, play a critical role in bridging the gap created by the looming physician shortage and increased demand for care.

In fact, two-thirds of healthcare organizations report an increase in the use of PAs and NPs in the last year, and two-thirds project it to increase even more over the next year, according to a recent report by the American Medical Group Association.

At the same time, the career paths of many PAs and NPs are mirroring those of physicians with increasing practice of sub-specialties and administrative roles.

As demand for a well-staffed care team continues to increase in the era of accountable care, recruiting NPs and PAs to your organization will become more challenging.

Here are important factors to consider when crafting your nonphysician provider recruitment package, based on a survey of more than 1,500 NPs and PAs:

Scheduling Options
Flexible full-time work hours are rated as important or very important by more than 80 percent of both NPs and PAs; four-day work weeks are rated a close second. On the other hand, part-time schedules are rated as important by less than one-third of respondents.

Incentives
Educational allowance is the most highly rated incentive for both NPs and PAs, followed closely by a productivity bonus. 

Benefits
Malpractice insurance, vacation time, and liability insurance are the top-rated benefits considered by both NPs and PAs when looking for a new practice opportunity.

Job Search
Online job boards are the most popular job search resources consulted by NPs and PAs. Networking with colleagues and e-mailed opportunities are also popular. 

What recruitment benefits and incentives have been most popular for your practice? Let us know in the comments.