The ASPR benchmark shows that interview-to-hire ratios are much lower in urban areas than in rural areas. "In lots of respects, the process favors urban providers. Physicians are coming to urban areas and they are looking for jobs, whereas rural providers have to go out and target physicians that are likely to come to their area," Tudor says.
"Their interview-to-hire ratios are going to be much, much higher. Their sourcing-to-interview ratios are going to be much higher, too, because they have to filter through a lot of people to find the right one who is willing to come in and even look at the opportunity."
Further hampering rural hospitals' efforts to attract physicians is the potential distraction of overworked in-house recruiting officers wearing multiple hats.
"When you get in these rural areas, you are talking about small hospitals and the in-house recruiter might also be responsible for credentialing, and on-boarding, and administrative responsibilities, and any number of other things," Tudor says. "She may need help identifying candidates just to even look at."
For both urban and rural hospitals, the ASPR benchmark reaffirms larger nettlesome trends in physician recruitment. [The benchmark report includes data from 151 organizations representing 4,808 searches conducted in calendar year 2011.]