Developed by: Presented by:

The Successful Job Search:From Preparation to

Closing the Deal

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 to plan for licensing, credentialing, and relocation plans

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)

• 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

Self-Assessment – What Do I Want?

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 withIn-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

TIP! Create a

new email

account just

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search

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

• 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

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!