Strategies for Recruitment
"The recruitment strategies are very different than with younger clinicians," says Henderson. While younger clinicians are excited to make a name for themselves and work for organizations where there's a lot of room for advancement, older clinicians want flexibility and the chance to share their wealth of wisdom and experience with others.
"Their marketing or advertising [strategy] is the opposite [than for] new grads," says Henderson. "The opportunities that you present to them aren’t about long hours and money…. We often pitch travel as a different way to see the world while you still earn income."
Some organizations have had success by advertising these positions as opportunities to help guide new clinicians. Many clinicians relish the opportunity to mentor or train young healthcare workers.
An added perk is the flexibility of a mentor position—they don't require the grueling 12-hour shifts many healthcare workers are accustomed to, and leadership can add or subtract other roles and responsibilities as needed.
"I guess some people might worry about a job going to a volunteer physician rather than a new doctor right out of med school," says Henderson, "but really, it's hard to see a downside to this."
Given the looming shortages of clinicians and the tightening of hospital budgets, retired clinicians working on a volunteer or part-time basis can be a huge help to hospitals. "We need every physician we can get out there," says Henderson.