Transforming Your Temporary Physician Program into a Full-Time Hiring Engine

Onboarding quality locum tenens physicians and advanced practitioners isn’t just about filling shifts, it’s about investing in the same standards that define your permanent staff. The diligence in screening for clinical skill, cultural alignment and adaptability not only safeguards patient care but strengthens the pipeline for future permanent hires. After all, the qualities that make locum tenens thrive are the same ones that make a long-term team member stay.

Building an effective conversion pipeline

A successful locum-to-perm pipeline begins with strategic planning. Organizations should identify roles best suited for conversion, establish measurable goals and provide competitive compensation that rewards the move from temporary to permanent positions. Developing detailed transition timelines and milestones helps both parties understand the path forward.

Utilizing this strategy leads to an extended working interview period, immediate coverage for open roles and a smoother path to permanent placement. Organizations can significantly reduce recruitment risks and costs while allowing for natural integration before making a permanent commitment. Physicians who transition from locums to permanent positions typically show lower turnover due to their pre-existing familiarity with the organization and its operations.

Initial engagement and integration

Early engagement is crucial for successful conversion. Start discussions about permanent opportunities sooner in the locum assignment, using these conversations to gauge the physician’s long-term goals, desired practice environment and personal considerations like family needs and geographic preferences. You can integrate your providers by:

1. Connecting locum physicians and APPs with peer mentors.
2. Involving physicians in department meetings and planning sessions.
3. Providing opportunities for leadership and committee participation.

These steps help physicians envision a long-term role within the organization. Additionally, facilitating community integration for physicians and their families can significantly influence their decision to convert to permanent status.

Creating compelling conversion packages

Financial incentives form the foundation of an effective conversion package. Beyond competitive base pay, there are a number of incentives that may attract physicians, including sign-on bonuses, relocation assistance and student loan repayment options, as well as long-term investment opportunities like partnerships or equity positions.

Professional development is equally important. Clear paths for advancement through leadership training, academic appointments, research opportunities and continuing education signal a long-term investment in the physician’s career growth.

Overcoming common conversion barriers

Compensation expectations often present the biggest challenge in locum-to-perm conversions. Structured transition packages can help bridge the gap between locum and permanent pay rates. Options to consider include graduated compensation models, production-based incentives, performance bonuses and comprehensive benefits that demonstrate the total value of permanent employment.

Flexibility concerns are another common barrier. Many physicians choose locum work for its scheduling flexibility and work-life balance. Innovative scheduling arrangements (including protected time off), predictable call schedules or part-time options with full benefits are potential ways to address this.

Implementation timeline

Phase	Timeline	Key actions
Initial assessment	Weeks 1 – 4	Evaluate physician and interest
Integration	Months 1 – 3	Begin cultural integration activities
Negotiation	Months 3 – 4	Present conversion package
Transition	Months 4 – 6	Complete credentialing

Measuring and ensuring success

Success in locum-to-permanent conversion programs should be measured through conversion rates, time-to-conversion, cost savings, retention rates and overall physician satisfaction. Achieving long-term success requires clear communication, defined best practices and consistent evaluation of conversion packages to stay competitive. Reviewing your locums contracts to understand your current conversion fee structure is key. Aya offers industry-low permanent conversion fees to promote lower locums usage and longer-term success.

If you’re looking for a strategic partner to support your locum-to-perm recruitment workflow, visit ayahealthcare.com/physicianrecruitment to get started.