Relocating for a position is one of the most significant and stressful decisions a professional can make - especially when a family is in tow.
As a physician recruiter, understanding these nuances and being able to guide candidates through the decision-making process can be a game changer.
Involve the whole family
The decision to relocate can have lasting impacts on a physician’s family life, and involving family members in the process can ensure that everyone’s needs and preferences are considered.
Family medicine physician Justin Jeffries, D.O., provides a great example of this. Originally from the rural town of Hinton, West Virginia, Jeffries has worked in various settings, including both very rural and urban environments. When he and his wife, Laura, made the decision to move for his position in Pennsylvania, they carefully evaluated their options based on both career opportunities and family needs.
"My wife says we’re not allowed to move again," he says with a laugh. "…We really found a good area."
For recruiters, understanding the importance of this balance is essential. While a great job offer might seal the deal for the physician, making sure that the community offers the right lifestyle, family support and recreational opportunities can be equally important.
Prioritize family and support systems
For many physicians, proximity to family is one of the top factors when considering a move.
Bridget Nazar, D.O., a Michigan native, found that returning to her home state after completing residency in Florida was the best decision for her and her family. By narrowing her job search to areas where family lived, she and her husband were able to make a move that supported both their careers and their personal lives.
"We ultimately decided we should focus on states where we already have family, then narrow the list from there," Nazar says. As a recruiter, guiding candidates toward opportunities that align with their family needs - whether it’s proximity to relatives or access to quality schools - can significantly improve job satisfaction and long-term retention. Understanding a physician’s desire for work/life balance and their family’s priorities should be a key part of your conversations.
Consider the partner’s career
When working with physicians, don’t overlook the potential impact on their partner’s career. Many physicians are looking for dual-career opportunities that will allow both them and their spouse to thrive in the same location. Some may be relocating with a partner who is also in health care, while others may be seeking to find positions for their spouse in a new city.
Eric Barbarite, M.D., relocated to St. Louis for a faculty position at Washington University School of Medicine. His wife, a nurse, was able to easily transfer to a new hospital within the same health system. "I think the transition was easier logistically because we are both in health care," Barbarite says.
As a recruiter, understanding the broader professional landscape for dual-career couples can help identify opportunities that align with both the physician and their partner’s career paths.
Help with logistics and support
The logistical aspects of relocation can be daunting. Providing support with the relocation process - such as assisting with moving services, offering relocation bonuses or providing information on housing options - can alleviate much of the stress associated with the move.
As a recruiter, ensuring that your physician candidates have access to these types of support services will not only make the transition smoother but will also demonstrate your commitment to their well-being and success.
A successful relocation experience can lead to greater job satisfaction, improved work/life balance and longterm retention.
Stephen Leggitt
