The Successful Job Search From Preparation to Closing

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” their reason for voluntary separation as

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 a ate re P! C mail TI e st new unt ju b o acc our jo y for ch sear − 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. Practice. Link. com www. Practice. Match. 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, 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!