Download What Do I Want? - Association of Staff Physician Recruiters

The Successful Job Search:
From Preparation to
Closing the Deal
Developed by:
Presented by:
Presenter may insert
organization name and/or logo
here – logo must be
proportionate to ASPR Logo
Acknowledgements
• ASPR would like to acknowledge and thank the
following organizations that contributed to the
development of this presentation:
•
•
•
•
•
•
Baystate Health
Bright Health Physicians of PIH
Cleveland Clinic Foundation
Dean Clinic
The Nebraska Medical Center
Upstate New York Physician Recruiters
What Do I need to Know?
•
•
•
•
•
•
•
•
Timelines – When Do I Start Looking?
Self-Assessment – What Do I Want?
In-House v. Out-House
Curriculum Vitae and Cover Letter
And The Search Begins!
The Interview – Tips and Expectations
Compensation and Benefits
Contracts and Negotiation
Timelines –
When Do I Start Looking?
• Residents typically begin job searching during
their final year
• Fellows typically begin job searching at least
12 months prior to completion of their training
• Start your job search early
• Starting early allows for more time
for licensing, credentialing, and
relocation plans
to plan
Self-Assessment –
What Do I Want?
Self-Assessment –
What Do I Want?
• Identify and understand what’s important to
you and your family
• Needs v. Wants (amenities, schools, leisure
pursuits, cultural opportunities)
• Geographic preferences (region, state, city v.
rural, topography)
• Practice settings and types (MSG, SSG, large
v. small, partnership opportunity)
Self-Assessment –
What Do I Want?
• Practice settings, types, and culture
– Multispecialty Group v. Single Specialty Group
– Partnership v. Employed
– Small intimate single-specialty group with close
relationships
– Large group – variety of colleagues with whom
to consult
– Academic affiliations
– Hospital(s) – Affiliations, distance, coverage,
facilities & equipment, physician relations
Self-Assessment –
What Do I Want?
• Make the practice itself the priority decision
– 72% of the physicians that put geography first
(instead of the practice), start looking again within
two years
– Geography is important – but the practice is key
• Put chemistry high on your list
– Personality conflicts with colleagues
– 50% of physicians list “poor cultural fit”
as their reason for voluntary separation
Self-Assessment –
What Do I Want?
Top 5 Reasons Physicians Leave their Practices:
1. Poor cultural fit with the practice and/or
community
2. Want to be closer to family
3. Reimbursement issues
4. Administrative issues interfere
with clinical decisions
5. Work/Life Balance
Physician Recruiters:
In-House vs. Search Firms
• In-House Recruiters:
− Employed by hospitals or organizations– they recruit
for hospital-based and private practice opportunities
• Search Firms: (head hunters)
− Are contracted by the organization/hospital and are
not paid unless they fill a position (commission
based)
− Hospitals pay a large sum of money to use external
recruiters; Fees typically range from $18,000 to
$35,000 and up
Benefits of Working with
In-House Physician Recruiters
• In-house Physician Recruiters have direct
knowledge of the opportunities and community;
they often live in the same town where the
practice is based
• In-house Physician Recruiters fully understand
the hospital’s vision and direction.
• The in-house recruiter’s goal is motivated to
make a good match for the practice they
represent
Cover Letters –
Make a Great First Impression
•
Explain interest in the practice and
geographic location of the opportunity
•
Limit to one page, two at the most
•
Tailor to each job opening
•
Personalize it - don’t write “Dear Sir” or “To
Whom It May Concern”
A Well-Written
Curriculum Vitae
• Be comprehensive, but not too verbose
• Do not leave any gaps in chronology explain any gaps in training
• Be concise: a CV is typically no longer than
three pages
• Keep it relevant: list experience and training
that is pertinent to your career as a physician
• Keep your CV updated
A Well-Written
Curriculum Vitae
What to Include (in order):
•
Contact information: Address, phone, email
•
Education and Training (with dates including mm/yy)
•
•
−
−
−
−
Fellowship
Residency
Medical School
Undergraduate
Employment / work experience
− Provide chronological accounting with dates (mm/yy)
− Include military experience
− Include hospital medical affiliations with dates
Academic and teaching experience
A Well-Written
Curriculum Vitae
What to Include:
•
Certification(s)
•
License(s) - State and expiration dates
•
Professional Memberships and affiliations
•
Clinical research
•
Publications/Abstracts/Presentations
•
Visa Status
•
Optional: hobbies, interests, family
A Well-Written
Curriculum Vitae
What to Leave Out:
•
Do not include your Social Security Number
•
Do not include your Date of Birth
•
Do not include a photo
•
Do not include any contact numbers at
which you do not wish to be contacted
•
Do not include reference letters, you will
have the opportunity to do that later
Selecting References
• Many organizations will request references
before inviting you for a personal interview –
have your references ready
• Be selective in choosing your references –
− Will they portray you positively?
− Will they be timely with their responsiveness?
• Make sure your references know you are
listing them as a reference and they are
agreeable give you a positive reference
Selecting References
• Include your Residency Director, Chief
Resident (if not you), and at least one to two
other physicians familiar with your clinical
and personal skills
• Provide name, title and full contact
information including both phone and email
Background Checks
• Many organizations will conduct extensive
background checks prior to phone or
personal interviews
− Be up front with any issues that they will
inevitable identify
− Google yourself to see what turns up
• Background checks, may include:
−
−
−
−
−
−
Pre-employment screening
Behavioral assessments
Credentials review
Civil and criminal history
Google searches
Social media review
Background Checks
• If there are pictures of you out on the internet
that are not flattering remove them
• Make sure your social media accounts are
highly restricted and avoid placing negative
information on the internet
• Be prepared to explain any issues and what
you learned from the situation
The Job Hunt!
•
•
•
•
•
Start with your geographic preferences
Contact In-House Physician Recruiters
Networking – colleagues in practice
Residency Directors/Coordinators
On-line ads – search the internet
−
−
−
−
−
www.aspr.org
www.PracticeLink.com
www.PracticeMatch.com
Association websites
Hospital websites
• Conference exhibits and Job Fairs
• Journal ads and mailings
• Emails and mailings
Now What?
• Email your CV and Cover Letter – recruiters
prefer to have a CV prior to a phone call
• Expect a request to set up an initial phone call
or “phone interview”
• Your interview begins the first time you speak
with a member or administrator of a practice
or an in-house recruiter
• First impressions are critical!
The Phone Interview
• Pre-schedule a time convenient for you when
you will have no distractions (on-call nights
are not a good idea)
• Set aside adequate time
• If you are unable to make the call
or foresee distractions – request
to reschedule
• Use a phone line with a good
connection
The Phone Interview
• The phone interview could make or break an
invitation for an on-site interview
• Be PREPARED!
− Prepare a list of questions
− Check out the practice and community websites
− Get names of key decision makers
• Communicate honestly
• Remember…they can’t see your face
− Be enthusiastic and sincere
− Be aware of the tone of your voice
The Phone Interview
Questions to Anticipate:
• Why are you pursuing this opportunity?
− Type of Practice you are looking for
− Type of Community you want
− Lifestyle needs
•Questions regarding malpractice history,
license suspensions or restrictions, etc.
•When would you be available to start?
•Discuss any visa related issues
•Behavioral Interviewing is being used more
frequently – prepare for these questions
The Phone Interview
Questions to Ask:
• Organization structure, Partnership, Call,
Benefits, Malpractice, etc.
• Why are they recruiting? Growth?
Retirement? Replacement? If a replacement,
try to find out why
• Physicians – who are they? Training, duration
in organization, group personality dynamics,
etc.
• Community/Lifestyle/Personal Needs
The Phone Interview
• Salary should not be your first question – ask
later on at an appropriate time
• Ask for an information packet on the
organization and community
• Ask what the next step is – often you will have
another phone call prior to being invited to
interview
Evaluate
• Decide if this is a job you’d consider accepting
before taking the time to interview – you only
have so much time to devote to interviews –
use it wisely
• Pre-employment (or pre-interview)
credentialing paperwork may be required
• Be sure to complete whatever
paperwork is requested ASAP!
Preparing for the Interview
(Site Visit)
Preparing for the Interview
(Site Visit)
• Continue to do your homework
• Consider special concerns you would like
addressed while visiting the community:
− Schools
− Cultural activities
− Religious activities
− Sports/Leisure activities
− Spouse’s career
− Other…
• Share these with your in-house recruiter!
Interview Tips
• Bring your spouse or significant other
• Be prepared and READ all materials that have
been forwarded to you
• Dress and behave professionally
• Bring copies of your CV
• Be punctual
• Turn your cell phone OFF
Interview Tips
• Make eye contact
• Smile! 
• Use a firm handshake
• Remain positive throughout the visit (even if
you’ve answered the same question 5 times)
• Be yourself – we want to know who you are!
Interview Tips
• Behavior-based Interviewing is prevalent:
− Premise---Past behavior is the best predictor of
future behavior
− Sharing specific ‘true stories’
− Helps determine fit with the organization’s culture
• Example Questions:
− Tell me about a time…
− Describe for me…
− Give me an example of a specific
• 3 Elements of Your Response (SBO):
− Describe a specific past Situation you’ve
encountered
− Relay your Behavior related to the situation
− What were the Outcomes?
Interview Tips
• Understand the expectations of the practice:
−
−
−
−
−
Clinical
Cultural (mission, vision, values and how you’ll fit)
Productivity (how structured)
Path to Partnership (time and buy-in/buy-out details)
Call (ratio & format)
• Other topics to address:
−
−
−
−
−
−
−
−
Practice and Administrative Structure / Governance
Market setting, competition, group reputation,
Patient and payer mix
Mentoring
Marketing the new practice
Support staff, office, equipment, technology, etc.
Scheduling
Referral patterns and specialist support
Interview Tips
• Assess the Community: is this a place you and
your family could be comfortable living?
− Tour the area with a realtor to assess the housing
market
− Visit schools or daycares
− Visit grocery stores, restaurants, shops
− Evaluate the cultural and recreational opportunities
available –
• attend a concert or event while on your visit
• visit the local gym, dance studio,
• go on a hike, play golf, ski, etc.
• check out the local craft store
Post-Interview
• Promptly send Thank You notes to all involved
with your interview
− Hand written notes go a long way!
− At a minimum, send an email
• Follow-up with any questions you have
• Be responsive to additional requests for
information
• If NOT interested; be honest right away
• If you ARE interested, begin to make a list of
your negotiation points
Compensation and Benefits
• Understand the market variables and set
realistic expectations
• What is included in “Overhead” – compare
apples to apples between opportunities
• Understand compensation structure:
−
−
−
−
Income Guarantee or Salary
Production Formulas
Components of formula (RVU, QA, Pt. Satisfaction)
Transition between above?
• Signing bonuses, loan forgiveness, relocation
Compensation and Benefits
• Benefits: What is provided by group/employer?
−
−
−
−
−
−
−
Medical/Dental/Optical
Retirement/Pension
Pension, 401 (k), 403 (b), 457 (b) – matching?
Long Term Disability / Short Term Disability
Vacation / Sick Leave / PTO
CME -- $ and time
Malpractice insurance
• What benefits do you pay or contribute to?
What is the cost?
• What is the dollar value of the benefits?
(compare apples to apples)
Malpractice Insurance
• Claims Made:
− Coverage for malpractice during the term of the
policy.
− Premiums based on past and current experience.
− Policy premiums are relatively low for the first few
years.
− Requires tail coverage upon termination
• Tail or Nose Coverage:
− Insures against claims reported after the end of the
original policy period for incidents that occurred
while that policy was in effect.
− Premiums based on a percentage of the insured's
prior years premium.
Malpractice Insurance
• Occurrence Based:
− Insures for any incident that occurs while the policy
is in effect, regardless of when a claim is filed.
− Premiums that take into account not current
experience, but future projections as well.
− Rates vary due to difficulty in projecting future
claims expenses.
− No Tail or Nose Needed
• Know what kind of malpractice coverage you
will have! If you’ll need Tail Coverage in the
future it could be a big expense that your next
employer may not cover.
The Offer
• Verbal Offer – Job offer may initially be
presented over the phone– provides the key
information on salary, bonuses, relocation, etc.
• Offer Letter – Typically provides key
information in writing that was discussed in the
verbal offer
• Contract – Legal contract providing all of the
details of the agreement
The Contract
• Standard Clauses: What to expect in a contract
and why
• Definitions: Defines terminology used and
relationship with you and your employer
• Term: How long does the contract last
• Compensation & Benefits: How much and what
does it entail
• Continuing Medical Education: How much and how
long
• Malpractice: Type of coverage and amounts
• Termination: How and when a contract can end
The Contract
• Standard Clauses (continued):
• Assignment: Can the contract be owned by
someone else?
• Patient records: Who owns them and how are they
handled
• Restrictive Covenants: Conditions, distance, and
timeframes
• Indemnification: Holding harmless
• Compliance with applicable law: State and Federal
Statutes, etc.
• Medical Staff membership: Bylaws and terms
The Contract
• Standard Exhibits:
• Job Description: Duties, hours, working conditions
and call schedule are most common.
• Benefits Summary: Time off, insurances, retirement,
malpractice, etc.
• Incentives, Bonuses, and Productivity: Details as to
type of incentives, timeframes for pay-outs, and
amounts/accrual.
The Contract
• Contract Types:
− Direct Employment: Between the physician and the
employer without a third party or entity.
− Loan/Income Guarantee: Employer provides a
guaranteed income for a certain period allowing
physician to function as a private practice or to join
an existing practice.
The Contract
• Disclaimer – this
presentation is not to be
interpreted as actual
legal advice!
• Obtain legal counsel to
review your contract
• Don’t be afraid to ask
questions!
Negotiation –
Closing the Deal
• Use your relationship with your recruiter/key
contact person
• Don’t be pressured to make a decision before
you are ready
• Wait until you receive a written offer before
negotiating
• Don’t start negotiating until you’re ready to
accept an offer
Negotiation –
Closing the Deal
• Make sure your requests are reasonable and
doable
• Understand what is negotiable
• Remember negotiation is a give and take know your bottom line/minimum requirements
• Give them your wish list in its entirety
• Don’t keep going back with additional requests
• Be aware of offer deadlines
Closing the Deal
• Acceptance of an offer:
− Always accept or decline the offer verbally and then
follow it up with e-mail
− DO NOT accept an offer with a voice mail…ask for
a return phone call
• It’s not official until the contract is executed:
− Contract should be counter-signed (both parties)
with original signatures
− Both parties should retain an original copy
− Note the contract effective dates vs. start date
Good Luck!
• We hope these tips will empower you to
undertake and manage your job search with
clarity and confidence!
• Good luck!