Table 5 Subthemes identified under each recruitment and retention incentive theme across the 12 included studies

Financial factors (unspecified): 4 (33%)

Increase income: 4 (33%)

Reimbursement travel and lodging: 3 (25%)

Reimbursement for state medical licensure: 2 (17%)

Provision of malpractice insurance: 2 (17%)

Supplement retirement income: 1 (8%)

Payment assistance for CME: 1 (8%)

Increased remuneration for difficult conditions: 1 (8%)

Guaranteed income: 1 (8%)

Accommodate family: 2 (17%)

Unspecified familial incentives: 1 (8%) (housing and family)

School availability: 1 (8%)

Pre-permanent practice scouting: 4 (33%)

Temporary/transitional employment: 4 (33%)

Free from administrative responsibilities: 3 (25%)

Ease into retirement: 3 (25%)

Increase skills and clinical competence: 2 (17%)

Avoid commitment: 2 (17%)

Desire to take on part-time employment: 2 (17%)

Peer-facilitated educational support: 1 (8%)

Help with keeping up-to-date: 1 (8%)

Access to CME: 1 (8%)

Gain exposure to understand running a medical practice: 1 (8%)

Facilitate hospital credentialling and medical licensure: 1 (8%)

Cross-provincial locum medical license: 1 (8%)

Flexible contracts (suitable availability/work schedule/work–life balance): 7 (58%)

Locum tourism: 5 (42%)

Unspecified personal incentives reported: 3 (25%) (Stress relief, structured support,

amenities, work conditions, overall quality of facility, and

personal safety)

Compatibility with posts: 1 (8%)

Convenience of the assignment: 1(8%)

Network of supportive colleagues: 2 (17%)

Being familiar or having a chance to become familiar with the practice (e.g., locum arrives before shift (potentially a day before) to orient themselves)): 2 (17%)

Intentional relationship building whereby the seasoned colleague meets with the new LT physician to ensure comfortability in the practice: 1 (8%)

Back-up physician available: 1 (8%)

Professional isolation: 5 (42%)

Work unpredictability: 4 (33%)

Not enough patient continuity of care: 3 (25%)

Inadequate onboarding and orientation practices: 2 (17%)

Lack of information to make an informed decision about accepting the post: 2 (17%)

Demanding locum work: 2 (17%)

Poor job security: 2 (17%)

Lack of career advancement/training: 2 (17%)

Too frequent travelling: 1 (8%)

Low patient volume: 1 (8%)

Displeasure of administration burdens:1 (8%)

Difficulty accessing leave of abscences:1 (8%)

Difficult living conditions: 1 (8%)

Difficult working conditions:1 (8%)

Not included in pension plans: 1 (8%)

Lack of equitable pay: 1 (8%)

Low salary: 1 (8%)

Feeling “distant” from the mainstream education system and difficulty keeping up to date: 1 (8%)

Perceptions of inferior professional status by colleagues: 1 (8%)