Rethinking retirement benefits as a healthcare recruiting advantage
Filling an open physician role costs more than $500,000. Yet only 39% of healthcare organizations have a formal retention policy and most aren't using retirement benefits as the differentiator they could be.
The problem is that traditional 401(k) plans offer limited flexibility and no ability to differentiate benefits for physicians and highly sought-after clinical talent.
This report explores how healthcare organizations are rethinking their retirement strategy to compete for — and keep — the clinical talent they can't afford to lose.
Insights include:
The problem is that traditional 401(k) plans offer limited flexibility and no ability to differentiate benefits for physicians and highly sought-after clinical talent.
This report explores how healthcare organizations are rethinking their retirement strategy to compete for — and keep — the clinical talent they can't afford to lose.
Insights include:
- Why a 401(k) match can't differentiate benefits for physicians
- How one medical group unlocked $300K in annual physician deferrals without increasing costs
- How cash balance plans combine the flexibility of a 401(k) with the security of a pension
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