Quite often, difficulties, time-consuming obstacles and stumbling blocks create frustrations in any job search. However, these problems seem to be compounded when the candidate is a physician. Because there are so many more variables and considerations when a physician decides to make a career change, the process generally takes more time than in other job searches. If the physician has a clear understanding of the progression of stages involved in the recruitment process, he or she can become better prepared for the events to unfold.
In many occasions, physicians have very specific ideas about what they want in a new position. Their needs may be financial, geographic or situational. Others are more vague in their assessment of their ideal situation. They simply know a change is needed. Some introspection may be necessary before venturing out in the job market, so that the weeding out of those "not-just-right" opportunities can be better directed. It is always beneficial to get as much information as you can about the practice opportunity before proceeding with an application.
The initial contact between the physician and the hiring facility is vitally important. Generally speaking, the curriculum vitae is the first communication between the two parties, and should be presented in a format that is appealing to the eye, and easy to follow. Hiring facilities will check the curriculum vitae to ascertain that the physicians qualifications and credentials are consistent with the practice requirements. Many times, the CV will be reviewed by both administrative and clinical personnel before contact is made with the physician. We call this phase of the job search the "screening process". During this stage, the most important variables are historically the physicians training, background and geographic upbringing. Quite often, physician candidates are disregarded during this stage because of specific requirements mandated by the current physician staff and the practice environment. The main priority during the screening process is to identify the candidates best suited to achieving a long term relationship. Once candidates have been identified, the interview process begins.
Unless a physician is interviewing in their own location, the interview process generally begins with telephone conversations between the applicant, and administrative and/or clinical personnel. This gives all parties involved an opportunity to discuss their specific requirements, and determine whether to continue further discussions. Scheduling of interviews is the largest obstacle encountered during this phase. It is recommended that telephone conversations be prearranged, allowing all parties an opportunity to speak freely and without interruption.
The next step is the site visit. This stage can be equally as frustrating in terms of scheduling. Interview expenses are nearly always covered by the hiring facility. On occasion, the physician may chose to make the necessary arrangements themselves, and receive a reimbursement check when he arrives for the interview. Over the course of the interview, the candidate can expect to get a tour of the facilities, meet with other physicians on staff, administrative personnel, real estate agents and to be briefed on local school and community information. In general, the client will make every effort to give the candidate all the facts he needs to make an intelligent and accurate evaluation of the opportunity.
At the conclusion of the interview, an official offer may be made to the candidate. Of course, you will be given time to consider an offer; no one expects nor wants a rash decision. However, do not assume that all is not well if an offer is not made before you leave. In many cases, the opinions of the staff who met with the candidate need to be gathered and discussed before an official offer is made. Contracts will have to be prepared and negotiations can slow this process. The candidate should, however, expect to hear from the hiring facility with their decision in a timely manner. If a deal is not reached, the process for the physician begins anew, but perhaps now with better focus on what he wants in a new position.
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"Frustrations in the Physician's Job Search" was written by Louis C. Wright. Mr. Wright began his career at Trapani & Associates in October, 1993. He has been successful in recruiting physicians in the primary care and subspecialty areas of Pediatrics and Family Practice.
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