Recruiting Physicians in 2026: Doug Lewis on Changing Expectations and Workforce Strategy

On this episode of the MGMA Insights Podcast, Sr. Editor and host Daniel Williams is joined by Doug Lewis, Vice President of Talent Acquisition at Sentara Health and board member of the Association for Advancing Physician and Provider Recruitment (AAPPR).

This episode explores the continually adapting landscape of physician and provider recruitment — from shifting candidate expectations and family‑centered relocation decisions to compensation strategy, locum tenens pressure, and longer hiring timelines. Drawing on Doug’s frontline recruiting experience and national perspective through AAPPR, this conversation delivers practical insights for medical practice leaders navigating workforce shortages, competition for hard‑to‑recruit specialties, and the need for sustainable, long‑term talent strategies in 2026 and beyond.

Key Takeaways

• [04:15] Recruitment decisions are now family decisions — not just physician decisions
  Successful recruitment hinges on understanding the needs of spouses, partners, and children — including employment opportunities, schools, community culture, commute times, and lifestyle fit. Practices that ignore the family experience risk losing top candidates late in the process.
• [08:58] Candidate priorities have shifted from compensation-first to lifestyle-first
  While pay still matters, physicians increasingly prioritize work‑life balance, flexibility, and nontraditional practice models. Leaders must reassess whether their care models align with today’s expectations.
• [10:58] Flexible work models like job sharing are growing — but complex to execute
  Job sharing can attract candidates seeking flexibility, but it requires operational readiness, shared patient panels, and leadership buy‑in. Practices must plan carefully to ensure continuity of care and provider alignment.
• [13:52] Hiring timelines are getting longer — and communication matters more than ever
  Increased financial scrutiny, governance layers, and cultural fit assessments are slowing decisions. Recruiters and leaders must “keep candidates warm” through transparent timelines, frequent touchpoints, and a high‑touch experience.
• [17:19] Compensation strategy must balance fairness, transparency, and sustainability
  Compensation is both art and science. Sustainable models — combining base salary, RVUs, and outcome‑based incentives — help avoid destructive bidding wars while ensuring providers feel valued and fairly paid.
• [19:15] Locum tenens use reflects deeper workforce challenges
  Rising locums rates continue to outpace permanent compensation, especially in hard‑to‑recruit specialties. Leaders should treat locums as a short‑term bridge, not a long‑term solution, while investing in proactive workforce forecasting.
• [21:04] Recruiter burnout is real — and leadership must address it
  As recruitment demands intensify, organizations must support recruiters with standardized processes, training, realistic workloads, and responsible use of AI to reduce administrative burden.
• [22:37] Strong recruiter–leader partnerships drive better workforce outcomes
  The most successful organizations treat recruitment as a strategic partnership. Sharing data, trends, and market insights empowers leaders to make informed workforce decisions — not just react to vacancies.

Resources

• Contact Doug on LinkedIn
• Sentara Health
• Association for Advancing Physician and Provider Recruitment (AAPPR)
• MGMA Physician Hiring Playbooks - Member-exclusive, downloadable playbooks provide actionable insights, proven strategies, and step-by-step guidance for practice leaders.
  

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