Finding the best candidate to fill a position in your practice can be difficult. You need to consider everything from applicants’ education, experience, and work history to their personalities, whether they are the right fit for the practice, and how well they will work with fellow employees.

Experts often advise that money doesn’t necessarily motivate people to work hard—welcome news as practice belt-tightening pervades. But some practices that offer their employees better-than-average pay and benefits say their generosity pays dividends.

If written today, Dolly Parton’s hit song “9 to 5” might sound something more like “7:30 to 5:30 Monday through Thursday” or “telecommuting every other day.” The tune would be decidedly less catchy, but it would describe schedules that are growing in popularity in all kinds of work settings.

Retaining good employees in any industry is difficult, but it is particularly challenging in healthcare because of the constantly changing dynamics in the field. The ability to make a profit in healthcare is affected by fluctuating reimbursement rates, insurance industry changes, and increasing costs of operation. Retaining employees in this volatile environment has become a huge concern for practice managers and providers alike.

Job hunting is more than just deciding which position to accept. Several factors must be considered, particularly if the position takes you away from your current surroundings. Things to consider include relocation and house hunting, choosing a neighborhood that suits you and your family, and finding the right schools for your children—a decision that sometimes boils down to public vs. private.

Competitive compensation packages and flexible practice structures are essential to attract today’s physician. To be successful, leaders must create a practice that appeals to the career goals and practice styles of a changing physician work force.