"My name is Valerie Moreland with CoreCivic. I am the Talent Acquisition Manager over our Medical Division and have worked with Omkar at Grammar LLC for approximately 4 years. Omkar has been a pleasure to work with and has helped to fill critical medical vacancies within our medical departments across our enterprise (32+ facilities). The positions he recruits for us are nursing, mental health and substance abuse counselors. These are all time sensitive and critical to our operations in Correctional Medicine.

Omkar is professional and works very hard to ensure his candidates are submitted, apply to our ATS and consistently follows through so these candidates stay engaged. I would highly recommend Omkar and Grammar LLC for any professional recruitment assignments."

Valerie Moreland
Talent Acquisition Manager, CoreCivic

How to attract and retain physicians in a challenging labor market:

Healthcare organizations are still reeling from the aftershocks of a pandemic that exacerbated existing margin and physician burnout challenges. Now, in light of an increasingly difficult physician labor market, compounded by ever-growing patient demand, organizations face a vicious cycle of physician burnout and turnover that makes achieving their financial and strategic objectives tougher. To break this cycle, organizations have been looking to evolve their strategies to attract and retain physicians by focusing on the factors that influence their decisions to join and stay. Given that physician burnout has been well studied and documented, we focused our seventh US physician survey on understanding the root causes of turnover and the tactical interventions to attract and retain top talent in a competitive labor market. Accordingly, we recommend four areas organizations can prioritize: compensation and incentive structures, lifestyle needs and well-being, involvement in decision making, and staffing and support systems (exhibit). Organizations that use a portfolio of strategies that address the mindsets and needs of physicians, as laid out in this article, could start to boost physician attraction and retention and address their workforce supply-and-demand mismatch.

Thank you,
Omkar Tomar

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