Elements Influencing Recruitment and Retention of Millennial Hospitalists Born in or after 1982: a Survey-Based Study

• Published in: Journal of general internal medicine : JGIM 2022-11, Vol.37 (15), p.3925-3930
• Main Authors: Singh, Amteshwar, Panek, Tiffani, Tackett, Sean, Paranji, Suchitra, Gundareddy, Venkat, Kauffman, Regina, Wright, Scott, Bowling, Gregory, Torok, Haruka, Patel, Hemali, Alhadeff, Ilan, Nogi, Masayuki, McIlraith, Thomas, Robertson, Thomas, Kisuule, Flora
• Format: Article
• Language: English
• Subjects: Career advancement; Careers; Employment; Female; Hospital Medicine; Hospitalists; Humans; Internal Medicine; Male; Mathematical analysis; Medicine; Medicine & Public Health; Original Research; Polls & surveys; Recruitment; Retention; Surveys; Surveys and Questionnaires
• ISSN: 0884-8734; 1525-1497
• DOI: 10.1007/s11606-022-07680-5

Background Hospitalist turnover is exceedingly high, placing financial burdens on hospital medicine groups (HMGs). Following training, many begin their employment in medicine as early-career hospitalists, the majority being millennials. Objective To understand what elements influence millennial hospitalists’ recruitment and retention. Design We developed a survey that asked participants to rate the level of importance of 18 elements (4-point Likert scale) in their decision to choose or remain at an HMG. Participants The survey was electronically distributed to hospitalists born in or after 1982 across 7 HMGs in the USA. Main Measures Elements were grouped into four major categories: culture of practice, work-life balance, financial considerations, and career advancement. We calculated the means for all 18 elements reported as important across the sample. We then calculated means by averaging elements within each category. We used unpaired t -tests to compare differences in means for categories for choosing vs. remaining at an HMG. Key Results One hundred forty-four of 235 hospitalists (61%) responded to the survey. 49.6% were females. Culture of practice category was the most frequently rated as important for choosing (mean 96%, SD 12%) and remaining (mean 96%, SD 13%) at an HMG. The category least frequently rated as important for both choosing (mean 69%, SD 35%) and remaining (mean 76%, SD 32%) at an HMG was career advancement. There were no significant differences between respondent gender, race, or parental status and ratings of elements for choosing or remaining with HMGs. Conclusion Culture of practice at an HMG may be highly important in influencing millennial hospitalists’ decision to choose and stay at an HMG. HMGs can implement strategies to create a millennial-friendly culture which may help improve recruitment and retention.