Developed by:

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Developed by
The Successful Job Search From Preparation to
Closing the Deal
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
• Compensation and Benefits
• Contracts and Negotiation

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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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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

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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
• Rememberthey cant see your face
• Be enthusiastic and sincere
• Be aware of the tone of your voice

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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

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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

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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

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Evaluate

• Decide if this is a job youd 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!

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Preparing for the Interview (Site Visit)
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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
• Spouses career
• Other
• Share these with your in-house recruiter!

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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

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Interview Tips

• Make eye contact
• Smile! ?
• Use a firm handshake
• Remain positive throughout the visit (even if
  youve answered the same question 5 times)
• Be yourself we want to know who you are!

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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 organizations
  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 youve
  encountered
• Relay your Behavior related to the situation
• What were the Outcomes?

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Interview Tips

• Understand the expectations of the practice
• Clinical
• Cultural (mission, vision, values and how youll
  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

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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

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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

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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

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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)

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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.

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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 youll need Tail Coverage in the future
  it could be a big expense that your next employer
  may not cover.

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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

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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

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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

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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.

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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.

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The Contract

• Disclaimer this presentation is not to be
  interpreted as actual legal advice!
• Obtain legal counsel to review your contract
• Dont be afraid to ask questions!

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Negotiation Closing the Deal

• Use your relationship with your recruiter/key
  contact person
• Dont be pressured to make a decision before you
  are ready
• Wait until you receive a written offer before
  negotiating
• Dont start negotiating until youre ready to
  accept an offer

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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
• Dont keep going back with additional requests
• Be aware of offer deadlines

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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 mailask for
  a return phone call
• Its 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

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Good Luck!

• We hope these tips will empower you to undertake
  and manage your job search with clarity and
  confidence!
• Good luck!