Developed by:

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Developed by
The Successful Job Search From Preparation to
Closing the Deal Session 1 Getting Prepared
Presented by
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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

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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 (Session 2)
• Compensation and Benefits (Session 3)
• Contracts and Negotiation (Session 3)

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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

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Self-Assessment What Do I Want?
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Self-Assessment What Do I Want?

• Identify and understand whats 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)

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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

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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

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Self-Assessment What Do I Want?

• Top 5 Reasons Physicians Leave their Practices
• Poor cultural fit with the practice and/or
  community
• Want to be closer to family
• Reimbursement issues
• Administrative issues interfere
  with clinical decisions
• Work/Life Balance

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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

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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 hospitals vision and direction.
• The in-house recruiters goal is motivated to
  make a good match for the practice they represent
  

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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 - dont write Dear Sir or To
  Whom It May Concern

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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

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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 for your job
search
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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

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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

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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

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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

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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

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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

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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

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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!

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Next Session

• Interview Tips
• Phone interviews
• Preparing for an on-site interview
• Behavioral interviewing
• Other interview recommendations
• Post-interview follow up