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Recruitment Resolutions: Assess Your Staffing Needs

Posted in Practice Management Solutions | Jan 2013 | Comments (0)

Tags: medical practice management tipsmedical practice cost controlbudgethiringstaffing

Setting a “New Year’s resolution” to focus on recruitment as a whole can help to ensure that your 2013 plans for growth will become a reality.

Many businesses struggle to maintain the correct balance between employees and workflow. Over-staffing can lead to increased office costs, yet it doesn’t guarantee higher efficiency or a return on your investment. Under-staffing may lead to decreased patient satisfaction, and therefore a drop in your patient flow and collections. What can be done to help make more accurate recruitment predictions?

The first step: find a trusted expert in your field to help determine benchmarks for your organization. Groups such as the Medical Group Management Association (MGMA), the American Medical Association (AMA) and the American Medical Group Association (AMGA) offer benchmarking tools on their websites. Such tools can be used to make comparisons and project trends for your organization.

MGMA’s benchmarking resource center is customizable to your specific clinical specialty, office size, location, years of experience, medical revenue and operating costs and more. MGMA offers several survey reports at a cost and multiple free benchmarking webinars. Utilizing their “Cost, Revenue and Staffing Surveys" [1] yields access to complete data on medical staffing and costs in comparison to practices similar to your own. MGMA’s “Compensation and Performance” [2] tools can be used to estimate the impact of adding physicians to your practice. This tool will also help you develop a production target to anticipate growth. Targets for growth may be indicated based on an increase in the number of patients seen daily, weekly or monthly, an increase in billing and revenue and other benchmarking standards.

You can also contact your local chapter of medical organizations for more specific data about the geographic area of your office, such as the demographics of your immediate population, and to identify competitors in the area.
It’s important to find a similar practice or organization to make comparisons with. It is also important to use more than one resource for your benchmarking standards.

Use your company’s own historical data to help project your pattern for growth in 2013. Your standards for recruitment needs may be based on different measures, such as increased billing/patient flow, the addition of a new clinical specialty or the opening of a new location. Mapping how these elements occurred in the past can help you to determine why and when a new employee is needed in your office, in the future.

Take a look at your past, and don’t forget the present. How is your team handling current workload? Communicating with your staff and inviting them to air concerns relating to the current workload will help to avoid high employee turnover, leaving you with an unforeseen opening.

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