Finding top pediatricians is about standing out in a crowded job market. 

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With physician shortages on the rise, healthcare organizations must go beyond traditional hiring tactics to attract the best talent. 

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In this article, we’ll explore five practical strategies to ensure your practice appeals to the most skilled and dedicated pediatricians.

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Let’s begin.

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Why Is Pediatrician Recruitment So Important?

Recruiting skilled pediatricians is essential for healthcare organizations to provide exceptional care to children. The demand for pediatricians has been increasing, yet the supply is not keeping pace, leading to significant shortages.

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In 2024, only 92% of pediatric residency positions were filled, a decrease from 97% in 2023, indicating a growing gap in the pediatric workforce.

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This shortage directly impacts pediatric practices, healthcare organizations, and the quality of care provided to sick children. As the population of children grows, the need for pediatric care increases, leading to overburdened practices and longer wait times for patients.

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Effective recruitment is necessary to ensure that healthcare organizations can maintain a sufficient workforce to meet the needs of their patient base.

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An inadequate number of pediatricians also places a strain on physician leaders and existing staff, as they are often forced to take on more patients or extend their working hours. This leads to burnout and may further exacerbate the challenges of retention of physicians in the field. 

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Burnout is a major problem in the pediatric field. In 2019, between 20% and 35% of pediatricians reported it. But in 2022, that proportion increased to over 55%, according to the American Medical Association. Even worse, 48% of pediatricians claim to feel undervalued.

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To maintain a high level of patient care, healthcare organizations must prioritize the recruitment of skilled pediatricians and focus on maintaining an optimal physician-to-patient ratio. Without effective pediatrician recruitment, healthcare systems may struggle to provide the quality care that children need and deserve.

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Qualities of a Good Pediatrician

Effective pediatricians possess unique skills and attributes that enable them to provide exceptional care to children. Let’s explore these below.

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Empathy and Patience

In pediatric care, empathy and patience are essential qualities that significantly influence patient outcomes and satisfaction. An empathetic approach can reduce anxiety and fear in children, leading to better cooperation during medical examinations and procedures.

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This emotional comfort results in more accurate diagnoses and effective treatments.

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For parents or caregivers, empathetic communication promotes understanding of their child's health status and improves adherence to treatment plans, subsequently leading to improved health outcomes for the child. Here are some examples of empathetic communication techniques:

Incorporating empathy into pediatric care involves active listening, validating feelings, and using age-appropriate language to ensure effective communication. These practices enhance the patient experience and also contribute to better health outcomes.

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As a side note, the Visual Care Measure is a good way to gauge pediatric empathy.

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Communication skills

Effective communication is a cornerstone of pediatric care, directly influencing patient satisfaction, treatment adherence, and health outcomes. In pediatric practices, clear communication between healthcare providers, patients, and their families is essential for delivering exceptional care.

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Studies have shown that effective communication is associated with enhanced patient satisfaction, regulating emotions, and increasing compliance, leading to improved health outcomes.

Effective communication strategies in pediatric care include:

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• Active listening: Engaging with patients and their families by listening attentively to their concerns and questions.
• Clear explanations: Providing thorough and understandable explanations of medical conditions and treatment plans.
• Empathy: Demonstrating understanding and compassion towards patients and their families.
• Non-verbal communication: Utilizing appropriate body language, facial expressions, and eye contact to convey care and attention.

A study conducted at the Children's Hospital of Philadelphia observed that physicians employed various communication strategies, including eye contact, good posture, speaking concisely, providing thorough explanations, and summarizing next steps.

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‍The average number of communication strategies used was 15.95, with physicians using at least 16 of the 18 communication strategies in 62% of the clinic visits.

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To enhance communication skills among pediatric healthcare providers, institutions should invest in training programs that focus on effective communication techniques. The table below provides a great mnemonic for core communication skills with patients.

Incorporating these communication strategies into daily practice ensures that pediatric healthcare providers can build trust with patients and their families, leading to better health outcomes and a more positive healthcare experience.

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Extensive Pediatric Training

Pediatricians require extensive training to provide high-quality care for children, who have unique medical needs that differ from those of adults. Pediatric training is a multi-year, rigorous process designed to equip physicians with the specialized knowledge and skills necessary to diagnose and treat childhood illnesses, manage developmental concerns, and offer preventive care.

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This extensive training is essential for ensuring pediatricians can deliver the best possible care to children in diverse settings.

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Pediatricians must be well-versed in the complexities of childhood development and the variety of conditions that affect children at different ages. For example, children have different physiological responses to illnesses compared to adults, which requires a distinct approach to treatment.

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The training ensures that pediatricians are equipped to manage everything from common childhood illnesses, like ear infections and asthma, to more complex conditions such as pediatric cancers or congenital heart defects. 

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“Children are not miniadults for disease presentation or treatment of infections because they are smaller, their anatomy and physiology are different, and, most importantly, their immune system and immunological exposure history are less mature.” (M. Tresa Chappell, MD, Carrie Kelly, MD, and Ken S. Rosenthal, PhD, Why Is a Child Not a Miniadult for Infections?)

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During their residency programs, pediatricians undergo extensive clinical training in various subspecialties, such as neonatal care, pediatric cardiology, or pediatric neurology. The American Medical Association (AMA) reports that pediatric residency programs in 2023 offered 3,388 first-year positions. This figure underlines the demand for highly trained pediatricians in these specialized areas.

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A key aspect of pediatric training is its role in early detection of developmental disorders. For instance, a study published in JAMA Network Open in 2023 found that general pediatricians have a sensitivity of 89% in diagnosing autism spectrum disorder (ASD) compared to a multidisciplinary team.

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This statistic highlighted below underscores the importance of their training in recognizing early signs, potentially altering a child’s developmental path.

5 Strategies for Recruiting Pediatricians

Recruiting skilled pediatricians is essential for healthcare organizations to provide exceptional pediatric care. Implementing effective recruitment strategies can attract top talent and address the increasing demand for pediatricians.

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1) Establish a Strong Employer Brand

Establishing a strong employer brand is one of the most effective strategies healthcare organizations can use to attract top pediatricians. A compelling employer brand sets an organization apart and also communicates the organization’s culture, values, and commitment to providing high-quality pediatric care.

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In today’s highly competitive healthcare job market, where the demand for pediatricians continues to outpace supply, a strong employer brand can significantly influence recruitment success.

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Showcase Organizational Values and Mission

Pediatricians are often drawn to organizations that align with their professional values and goals. In fact, 23% of employees see company culture as the most important factor in their choice to accept a job offer. Highlighting the organization’s mission to provide exceptional care to children, prioritize patient well-being, and support the development of pediatric professionals can appeal to potential candidates. 

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Leverage Digital and Social Media Platforms

A strong digital presence is crucial for attracting top talent in today's competitive job market. Using social media and career-focused platforms to promote the organization’s culture and values can reach a broader pool of pediatricians.

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Healthcare organizations should invest in an updated, user-friendly career page and actively engage with potential candidates on social platforms.

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These platforms offer organizations an opportunity to share testimonials from current employees and provide a behind-the-scenes look at daily life at the organization.

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For instance, Seattle Children’s Hospital uses YouTube to share videos where staff highlight the collaborative culture and dedication to pediatric care, offering a behind-the-scenes look that appeals to pediatricians seeking a supportive workplace. Check this example out below:

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Highlight Community Involvement and Reputation

Healthcare organizations that are deeply embedded in their communities and have a strong reputation for patient care tend to attract pediatricians who value community engagement. Promoting the organization’s role in the community, including participation in local health initiatives, pediatric outreach programs, or volunteer opportunities, can resonate with potential candidates.

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Pediatricians often look for employers that align with their desire to make a difference beyond just providing clinical care. When organizations demonstrate that they prioritize both patient care and social responsibility, it strengthens their brand as a desirable place to work.

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2) Offer Competitive Compensation and Benefits

Attracting and retaining skilled pediatricians requires offering competitive compensation and comprehensive benefits packages. In a healthcare environment where demand for pediatricians often exceeds supply, these elements play a crucial role in ensuring a steady workforce of dedicated professionals.

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According to the U.S. Bureau of Labor Statistics (BLS), as of 2023, the mean annual wage for general pediatricians in the United States was $198,690. 

However, salaries can vary widely based on factors such as geographic location, years of experience, and the type of healthcare facility. For example, pediatricians in California earned an annual mean wage of $212,990, while those in Montana saw higher averages at $268,760.

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These variations highlight the importance of considering regional differences when setting competitive compensation to attract top talent.

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Beyond salary, a comprehensive benefits package is essential in retaining skilled pediatricians. Health insurance that includes medical, dental, and vision coverage ensures providers and their families have access to necessary healthcare services.

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Retirement plans, such as 401(k) contributions or pension options, help support long-term financial security. Paid time off, including vacation days, sick leave, and paid holidays, is vital in promoting a healthy work-life balance, reducing burnout, and improving job satisfaction. 

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Additionally, a Continuing Medical Education (CME) allowance offers financial support and designated time for ongoing education, ensuring that pediatricians stay up-to-date with medical advancements and maintain their professional licensure.

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Regularly reviewing and adjusting compensation and benefits to align with industry standards and regional costs of living is key to remaining competitive. Benchmarking against similar healthcare organizations ensures offerings remain attractive to candidates.

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Furthermore, gathering feedback from current pediatric staff provides valuable insights, allowing organizations to tailor benefits to the needs and priorities of their workforce. By prioritizing both financial incentives and overall job satisfaction, healthcare organizations can better position themselves as desirable employers for pediatricians.

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3) Targeted Outreach to Residency Programs

Effectively recruiting pediatricians involves strategic engagement with residency programs, which serve as the primary training ground for future pediatric professionals. By focusing on these programs, healthcare organizations can identify and attract qualified candidates early in their careers.

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Pediatric residency programs are essential for developing the next generation of pediatricians. However, Nearly one-third of pediatric residency programs had unfilled slots after the main Match process in 2024​, requiring many programs to turn to the Supplemental Offer and Acceptance Program (SOAP) to fill their vacancies​. 

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Leaders in pediatrics have voiced concern that if fewer graduates continue to enter the field, it will become increasingly difficult to meet the healthcare needs of children in the future​. This decline comes after several years of stagnant interest in pediatrics – the number of U.S. medical graduates going into pediatrics had flatlined even as most other specialties grew during the past few years​.

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The recent Match results have been described as a “wake-up call,” spurring efforts to understand and address why pediatrics is attracting fewer new physicians​

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Engaging with Residency Programs

Healthcare organizations can enhance their recruitment efforts by:

• Participating in residency fairs: Attending events like the Pediatric Residency Fair allows organizations to connect with potential candidates, providing information about their programs and culture.
• Offering observerships and clerkships: Providing opportunities for medical students to experience the organization's environment firsthand can lead to increased interest in future employment.
• Collaborating on research initiatives: Partnering with residency programs on research projects can attract residents interested in academic and clinical research opportunities.

Insider Tip: Developing mentorship programs that pair current pediatricians with residents can strengthen relationships and provide valuable guidance, making the organization more appealing to prospective pediatricians.

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4) Utilize Physician Recruiters with Pediatric Specialization

Effectively recruiting pediatricians requires specialized expertise. Engaging physician recruiters who focus on pediatric practices can significantly enhance recruitment efforts by leveraging their networks and specialized knowledge. These professionals are equipped to navigate the unique demands of pediatric care and offer tailored services to streamline the hiring process for healthcare organizations.

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Engaging physician recruiters can significantly reduce the time and financial costs associated with hiring. On average, physician vacancies last 130 days, costing hospitals between $7,000 and $9,000 in lost revenue per day.

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Utilizing specialized recruiters helps expedite the hiring process, minimizing these losses. Take a look at the infographic below to better understand the costs associated with physician vacancies.

Recruiters with a pediatric specialization help to streamline the recruitment process by handling the complexities of sourcing and vetting candidates. These recruiters provide a range of services, including:

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• Pre-screening candidates: They assess candidates’ qualifications and work ethic, ensuring that only those who meet the specific needs of the healthcare organization are presented. This saves time and ensures that hiring managers are considering only the most promising pediatricians.
• Managing communications: Specialized recruiters act as the intermediary between healthcare organizations and prospective pediatricians. They handle initial outreach, schedule interviews, and manage salary negotiations, allowing organizations to focus on clinical operations rather than administrative tasks.
• Providing market insights: These recruiters offer invaluable insights into current trends within the pediatric job market, such as salary ranges, benefits packages, and geographic preferences, which can help healthcare organizations stay competitive. 

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5) Emphasize Career Growth and Leadership Opportunities

Attracting and retaining pediatricians requires offering clear pathways for career advancement and leadership roles. Providing opportunities for professional development and leadership positions enhances job satisfaction and also contributes to the overall success of healthcare organizations.

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Pediatricians value opportunities for professional growth, including access to continuing medical education (CME), specialized training, and mentorship programs. These initiatives enable pediatricians to stay ahead of medical advancements and refine their skills, leading to improved patient care and job satisfaction.

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A study published in the Journal of Medical Education and Curricular Development highlights the implementation of a longitudinal, skills-based clinical leadership curriculum for pediatric residents. This curriculum focused on essential skills such as interpersonal communication, professional relationships, time management, resource utilization, and emotional resilience, all of which are crucial for career advancement. You can see the results below:

Helpful Tools for Recruiting Pediatricians

Recruiting pediatricians requires a multifaceted approach that leverages digital tools, data-driven insights, and relationship-building strategies. With fewer medical graduates choosing pediatrics, healthcare organizations must be proactive in attracting top talent. The following tools can enhance pediatrician recruitment efforts:

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Residency Program Databases and Match Analytics

Utilizing resources such as the National Resident Matching Program (NRMP) Match Data and the FREIDA Residency Database allows recruiters to analyze trends in pediatric residency matches. These tools help identify schools and programs that consistently produce high numbers of pediatricians, enabling targeted outreach.

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Digital Job Boards and Recruitment Platforms

Websites like PracticeMatch, AAP PedJobs, and Doximity offer specialized job listings tailored to pediatricians. These platforms provide access to thousands of potential candidates actively seeking opportunities. Using AI-powered search filters, recruiters can narrow down prospects based on location, experience, and interests.

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Virtual Career Fairs and Networking Events

Organizations like the American Academy of Pediatrics (AAP) host virtual recruitment fairs where healthcare employers can engage with medical students and residents nationwide. Hosting webinars, Q&A sessions, and informational panels helps build relationships early in a physician’s career.

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Social Media and Digital Marketing

Social media platforms such as LinkedIn, Twitter, and Facebook allow recruiters to showcase their organization’s culture and opportunities. Paid advertising and targeted campaigns can attract pediatricians who may not be actively searching but are open to new opportunities.

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AI-Powered Applicant Tracking Systems (ATS)

Modern ATS software, such as Greenhouse and Workday, streamlines the hiring process by automatically screening resumes, ranking candidates based on qualifications, and facilitating smooth communication between recruiters and applicants.

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Loan Repayment and Incentive Programs

Highlighting financial incentives, such as the National Health Service Corps (NHSC) Loan Repayment Program, can make a position more attractive. Many pediatricians carry substantial student debt, and offering loan forgiveness, signing bonuses, and competitive salaries can increase recruitment success.

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Internal Mentorship and Retention Platforms

Once pediatricians are recruited, retention becomes equally important. Mentorship software like Chronus or MentorcliQ allows new hires to be paired with experienced physicians, creating a support network that fosters professional growth and long-term commitment.

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Recruit Pediatricians with Confidence

Successfully recruiting pediatricians requires a targeted approach that goes beyond compensation. 

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Focusing on professional development, a strong employer brand, and utilizing physician recruiters can make all the difference. 

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Implement these strategies above in your own healthcare organization. That’s how you can attract and retain the best pediatric talent for long-term success.

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If you're interested in learning about how AAG/H can help you recruit your next pediatrician, feel free to contact us today.

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