Preventing Physician Turnover Before Day One: Why Early Onboarding Matters More Than You Think

So, you did it after a long, competitive hiring process, and you’ve landed a fantastic physician for your healthcare team. Cue the celebration! 🎉 But before you kick back, here’s a question: what happens now?

If your answer is “We wait until they start,” we need to talk.

The time between signing a contract and showing up for day one is often overlooked, but it's critical. With today’s rising physician shortages and competitive offers flying around, even your most enthusiastic new hire could still have second thoughts. That’s why early onboarding isn’t just nice to have, it’s your secret weapon for long-term retention.

Why Early Onboarding Can Make or Break Physician Retention

Let’s face it, recruiting a physician is no small feat. It can take months (and a whole lot of resources). But the truth is, signing the contract doesn’t guarantee commitment. Things can change. Competing organizations may still reach out. Doubts can creep in.

Early onboarding is your chance to strengthen the connection, reinforce their decision, and give them a sense of belonging before they step into the clinic. At PsyPhyCare, we always say: onboarding starts the moment the ink dries.

Here’s How to Get Early Onboarding Right

Step 1: Build a Pre-Start Plan That Feels Personal

Before your new hire even sets foot on-site, let them know you’ve got their back. Some ways to do this include:

• Credentialing Support: Make the paperwork painless. Help them navigate licensing, privileging, and certifications ahead of time.
  
  
• Relocation Help: Moving for the job? Offer support with housing, schools, or even a quick guide to the best local spots.
  
  
• Welcome Package: A handwritten note, an intro to the team, some company swag, it doesn’t have to be fancy. Just thoughtful.
  
  

Step 2: Keep the Connection Alive

Silence during this period can lead to uncertainty. Staying in touch shows that your team is engaged and excited for them to start.

• Regular Check-Ins: Short emails, quick calls, or even a friendly text can go a long way.
  
  
• Virtual Intros: Set up Zoom chats with team members or department leads. Help them put faces to names.
  
  
• Include Them in Updates: Add them to your internal newsletters or share upcoming events. Make them feel like they’re already part of the team.
  
  

Step 3: Help Them Feel Like They Belong

Culture is a huge part of physician satisfaction. Help your new hire build relationships before their first day.

• Invite Them to Team Events: Whether it’s a lunch, virtual happy hour, or casual get-together, include them!
  
  
• Assign a Peer Buddy or Mentor: Someone who can answer questions, offer guidance, and share what it’s really like to work there.
  
  
• Support Community Connection: Especially if they’re relocating, help them find groups or activities that align with their interests.
  
  

The Bottom Line: Don’t Wait to Onboard

Physician retention starts long before the first shift. Those early months can shape a new hire’s perception, motivation, and loyalty to your organization.

When early onboarding is done well, it creates a smoother transition, stronger team dynamics, and most importantly, a deeper commitment to your mission.

At PsyPhyCare, we help healthcare organizations go beyond recruitment to build real, lasting connections with their hires. We believe that when physicians feel welcomed, valued, and supported from the start, they stay and they thrive.

Ready to Rethink Your Onboarding Strategy?

Let’s talk. Whether you're hiring one physician or building out an entire team, PsyPhyCare has the expertise to help you create a smart, human-centered onboarding experience that leads to long-term success.

About PsyPhyCare

PsyPhyCare is your trusted partner in healthcare staffing, helping organizations connect with highly qualified medical professionals who are passionate about patient care. From recruitment to onboarding and beyond, we’re here to help you build high-performing teams that make a difference.