Myths About LT Providers
Physician shortages are projected to grow to approximately
63,000 doctors by the year 2015 according the Association of
American Medical Colleges. With that projected shortage, more
and more practices are shifting their thinking about hiring both
Locum Tenens Doctors as well as the role of Advanced Practice
Providers (APPs) taking on more responsibility in the
practice. Many specialties (i.e. Psych/Mental Health and
Cardio-Thoracic surgery are already feeling the pinch and becoming
more open to hiring APPs on a Locum Tenens basis.
Here are some of the primary myths which AdvancedPractice.com
Account Managers are happy to address with anyone in healthcare
considering new ways of approaching their healthcare business.
In reality, a contract or contract-to-perm (locum tenens)
provider can be a highly cost-effective staffing strategy. In
terms of revenue, most APPs generate revenue for their
practices. Rather than turning away patients for when a
doctor is unavailable, many APPs can handle a variety of duties
that keep the patient traffic flowing smoothly through the
office. Further, APPs can do 80 percent of what a
physician can do at less than half of the cost.
As with any other staffing situation in other industries,
contract-to-perm can be the most efficient way of trying out the
Provider before making a full-time commitment. The most
economically sound decision is to find the right person who will
stick around for years and years, rather than hire quickly, just to
fill a slot and then find the practice experiences a "revolving
door" on the position.
Recruiting fees associated with Locum Tenens take into account a
provider's malpractice insurance, as well as time and costs
associated with credentialing and licensing where applicable.
The provider is also responsible for their own healthcare insurance
and any other "benefits" that an employer would usually pay if they
were working for them as a traditional full-time employee.
Many employers still make the mistake of thinking that a Locums
Provider should make the same hourly rate without benefits as one
of their full time employers earns.
In early 2012 AdvancedPractice.com will be releasing results of
its first APP Salary/Compensation survey which should prove to be a
good resource for employers trying to benchmark their compensation
The more specialized the agency, the more likely they are to
have a pool of pre-screened candidates ready to go to work.
Because the staffing company does both credentialing and licensing
in all 50 states, they leave little to no work to the staff at the
facility. They are likely faster and more efficient
because this is all they are focused on doing. Literally they
have their segment of the market within a laser-like focus. When
time is money, finding a firm with the back-office systems,
financial resources and large pool of candidates is the key to
having both a successful and quick placement.
Locum Tenens APPs are held to the same high standards of
professionalism as their full-time counterparts. They must
have the same or higher credentials or experience. Healthcare
staffing agencies credential Locum Tenens Providers with as much
rigor as medical facilities do when interviewing/hiring on their
For more information about how to calculate your cost/benefit
hiring strategy, contact us at 877.740.0404 or email: email@example.com