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What strategies can be implemented to attract and retain young general practitioners in rural areas? 


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To attract and retain young general practitioners in rural areas, various strategies can be implemented based on the research findings. Offering experiences in rural general practice during internships has shown positive impacts on career choices, with about half of participants considering general practice as a likely career option . Financial incentives alone are not sufficient motivators; a combination of non-medical incentives can significantly increase the likelihood of general practitioner trainees choosing rural work . Strategies such as selecting students from rural areas, providing free education in return for a set period of rural practice, and ensuring adequate provision of qualified GPs in rural regions have been effective in China . Successful recruitment, retention, and development strategies for rural medical workforce globally include educational, financial, and multidimensional approaches . Strengthening partnerships and purposeful engagement, along with providing regional experiences to undergraduates, are also crucial strategies for attracting and retaining professionals in rural communities .

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To attract and retain young general practitioners in rural areas, strategies like targeting rural students, offering free education in return for hometown service, and improving benefits and rewards can be implemented.
Strategies to attract and retain young general practitioners in rural areas include offering rural general practice experiences during postgraduate training, focusing on those with interest and enthusiasm, and providing ongoing support.
Educational, Financial, and Multidimensional strategies have shown success in attracting and retaining young general practitioners in rural areas worldwide, as per the scoping review.
Combining non-financial incentives with financial support can effectively attract and retain young general practitioners in rural areas, as shown in the Czech Republic study.

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