How to Successfully Recruit a Physiatrist

How Do You Attract and Recruit Top Physiatrists?

Successful physiatrist recruitment is both strategic and personal. Below are proven best practices to help you attract and secure top candidates.

Make the candidate feel like they are the only one:

Most physical medicine and rehabilitation physicians are evaluating multiple opportunities. Beyond compensation and job details, the professionalism, responsiveness, and warmth they experience from your organization can be the deciding factor. Thoughtful touches—such as a welcome basket with local items waiting in the hotel room—can leave a lasting impression and set your opportunity apart.

Stay focused and keep the process moving:

Momentum is critical. Delays often result in lost candidates. Designate a person or team responsible for recruitment and decision-making. Maintain regular contact with PM&R candidates throughout the process, which often spans several months. Weekly communication is ideal. Farr Healthcare can assist in maintaining engagement and continuity.  One way to reduce the number of rejected offers is to move multiple candidates through the vetting process at the same time. If you need to engage outside help to do that, it can be worth it, according to Insperity.

Be prepared:

Just as you expect candidates to arrive prepared, your organization should do the same. Have complete details on compensation, call expectations, schedules, growth opportunities, and benefits readily available.  For example, a physiatrist once called to discuss practice opportunities and shared an experience he had with a rehabilitation facility in Texas. During the initial phone call, the facility representatives provided very little information. Assuming he would learn more in person, he decided to visit the site. Unfortunately, the on-site team appeared unclear about their own needs and expectations, and no additional details were provided. He ultimately considered the visit a wasted day.

If you’re flexible to training a physiatrist in interventional skills, consider doing so, as it will expand your candidate pool.

Be knowledgeable about competing opportunities in your market. Farr Healthcare can help provide this competitive insight.

Additionally, have a sample contract prepared. Review the terms with your preferred candidate and discuss whether they are acceptable. If not, identify concerns early and address them directly.

Competitive compensation:

Market-competitive compensation is non-negotiable. Without it, even the strongest recruitment efforts will fall short. Compensation benchmarks can be identified through candidate discussions, industry surveys, peer comparisons, and web-based data. Farr Healthcare can assist with market analysis and positioning.

Think long-term:

Maintain a database of past and prospective PM&R candidates. Staying in touch with future prospects is far more cost-effective than restarting recruitment from scratch. Always treat candidates with professionalism and respect—even those you do not select. Physicians you decline today may become future hires, referral sources, or candidates for different roles. Respecting their time is essential; if a candidate travels to meet with you, it is courteous to spend meaningful time with them, even if they are not an ideal fit.

Recruitment Considerations Specific to Physiatry:

Physiatry recruitment has evolved. While clinical responsibilities remain important, today’s physiatrists place significant value on overall job quality and lifestyle. Expanding how you define an “attractive opportunity” will broaden your candidate pool.

Work-life balance:

Flexibility is increasingly important. Options such as flexible start times, modified schedules, or a four-day workweek can significantly enhance appeal.

Preference for a consultative role:

Many physical medicine and rehabilitation physicians prefer serving as consultants rather than primary admitting physicians. If feasible, allowing hospitalists or other providers to manage primary care responsibilities can meaningfully expand your candidate pool.

Start recruitment at the right time:

Timing is critical. If you are open to new PM&R graduates, recruitment should begin as early as August of the prior year. By January, many physiatrists have already interviewed extensively, narrowed their choices, or signed contracts.

Successfully recruiting a physiatrist requires intention, preparation, and a candidate-centered approach. Organizations that move efficiently, communicate clearly, and demonstrate respect for physicians’ time and priorities are far more likely to secure the right fit. By understanding what today’s physiatrists value—competitive compensation, flexibility, clarity, and long-term opportunity—you position your organization not only to fill a role, but to build a lasting, high-performing PM&R program. Thoughtful recruitment is an investment, and when done well, it pays dividends for years to come.  Farr Healthcare can help you through this process.