xRead - Full Articles (March 2025)

THE 2023 OTOLARYNGOLOGY WORKFORCE

RECRUITMENT Analyzing the responses from each practice environment type demonstrates significant recruitment differences in terms of Likert scale rating that correlated with years to recruit. Academic settings appear to have the easiest time with recruitment, while Nonacademic Hospital and Solo Practice settings have the most challenges (Figure 4.1). All practice environments noted that “Location” is the biggest recruitment challenge with “Family Considerations” also consistently ranking high. These categories correlate with the residents’ responses identifying the top influences on their choice of practice environment. Nonacademic Hospital environments seem to have a more difficult call situation, as noted both in The 2022 Otolaryngology Workforce as well as its second position in recruitment challenges (Figure 4.3). When it comes to ways to improve recruitment, the Academic environment stood out as uniquely wanting a higher salary (Figure 4.7). As noted in the Income section of this report, however, Academic recruit salary was middle of the pack. Where Academic income seemed to fall behind was in attending salaries and

the limited ancillary income. Therefore, Academic physicians may have more concerns regarding pay, not just for the recruitment package, but due to the relative attractiveness of future clinical income. Other nonacademic practice environments noted a need for increased worker supply and/or interest in their practice environment (Figure 4.7). The 2022 report suggested more supply is needed in some areas, but not in others, and the Training and Residents section highlights that more workers are coming. Also, residents desire more exposure to private practice. As noted, there are significant opportunities for improvement and growth by training programs as residents may benefit from earlier, structured exposure to alternative practice models/settings to make informed career decisions in their formative training years. This diverse exposure to varying practice types not only serves the residents well but could potentially meet the otolaryngology workforce needs that exist in nonacademic settings.

Analysis: Recruitment

TABLE 4.1: Time to Recruit (Years) by Practice Type

Practice Type

25 th %

Median (50 th %)

Mean

75 th %

Academic

0.5

1

1.3

2

Private Multispecialty

0.75

1

1.8

2

Private Single Specialty

1

2

1.9

2.25

Nonacademic Hospital

1

1.5

2.2

3

Solo Practice

1

2

2.8

4

RETURN TO TABLE OF CONTENTS

44

AMERICAN ACADEMY OF OTOLARYNGOLOGY–HEAD AND NECK SURGERY