The Hire Connection often gets asked some common questions from Physicians that we recruit for
medical healthcare opportunities. Here are some of them with our answers!
Q: What
is the difference between contingent and retained firms?
Answer:
Contingency
firms are paid when a physician agreement is executed between the Client and the
Physician. In other words they are not compensated unless you accept the
position. A reputable retained recruiting firm is paid throughout the duration
of the campaign to work on behalf of the opportunity. As a rule, a retained
recruiter is going to have more knowledge about the details of their opportunity
vs. a contingent recruiter.
Answer:There are some key questions you can ask a recruiter
to ascertain the validity of the search they are presenting. A seasoned
recruiter will get to know you well in terms of your current practice setting,
your training, your procedures, volumes and why you are entertaining practice
opportunities. There is truly know way to know if a recruiter is misrepresenting
an opportunity but always remember, “if it sounds too good to be true, it
probably is”.
The biggest question you want to ask that recruiter is if they
have personally visited the opportunity. The word “Personally” is the key word.
In other words have they walked the streets of that community and sat down with
the recruiting physician(s) and the recruitment team. If they answer is yes,
then the following questions can help validate weather you are working with an
honest recruiter. These are basic questions you want answered before visiting
any community.
- Why is this opportunity recruiting a physician?
- Has this opportunity conducted a need analysis to ensure a viable practice
opportunity?
- Who was the last physician to leave this community and why?
- Who was the last physician in your specialty, recruited to this community?
- What type of relationship exists between the medical staff and the
hospital(s)?
- What is the managed care penetration like and more importantly, how many
capitated plans are in the area?
- How long has this opportunity been trying to recruit a physician and how
long has it taken. If it is taking a long time you may want to delve into
the reasons.
- What is the ratio of physicians with regard to male vs. female and
Allopathic vs. Osteopathic trained physicians?
- Where did the physicians you will be working with receive their training?
- Does the recruiter have a current copy of the physician agreement you would sign should there be a match after interviewing?
Answer:
There
are some key questions you can ask a recruiter to ascertain the validity of the
search they are presenting. A seasoned recruiter will get to know you well in
terms of your current practice setting, your training, your procedures, volumes
and why you are entertaining practice opportunities. There is truly know way to
know if a recruiter is misrepresenting an opportunity but always remember, “if
it sounds too good to be true, it probably is”. The biggest question you want to
ask that recruiter is if they have personally visited the opportunity. The word
“Personally” is the key word. In other words have they walked the streets of
that community and sat down with the recruiting physician(s) and the recruitment
team. If they answer is yes, then the following questions can help validate
weather you are working with an honest recruiter. These are basic questions you
want answered before visiting any community.
- Why is this opportunity recruiting a physician?
- Has this opportunity conducted a need analysis to ensure a viable practice
opportunity?
- Who was the last physician to leave this community and why?
- Who was the last physician in your specialty, recruited to this community?
- What type of relationship exists between the medical staff and the
hospital(s)?
- What is the managed care penetration like and more importantly, how many
capitated plans are in the area?
- How long has this opportunity been trying to recruit a physician and how
long has it taken. If it is taking a long time you may want to delve into
the reasons.
- What is the ratio of physicians with regard to male vs. female and
Allopathic vs. Osteopathic trained physicians?
- Where did the physicians you will be working with receive their training?
10. Does the recruiter have a current copy of the physician agreement you
would sign should there be a match after interviewing?
NOTE: Recruiting firms that have not visited the opportunity
will probably not be able to answer most of these questions.
Q:
How much time should I spend in the community during the interview?
Answer:
This
is based on personal preference. You should be able to gather all the
information you need as well as meet the key individuals in order to make a well
informed decision within 2-3 days. Some opportunities want the candidate to make
at least two visits. We don’t recommend that but it just depends on the comfort
level of the two parties.
The Hire Connection offers its clients the industry's most comprehensive range of
healthcare recruitment services. Coupling technology, expertise and accountability, The Hire Connection services are designed to source, screen, qualify, present and place the RIGHT providers to satisfy recruitment goals and improve provider retention. Give us a call today!
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Answer:
This
is based on personal preference. You should be able to gather all the
information you need as well as meet the key individuals in order to make a well
informed decision within 2-3 days. Some opportunities want the candidate to make
at least two visits. We don’t recommend that but it just depends on the comfort
level of the two parties.
Answer:
This
is your decision, but you should be aware that until a
recruiter has a signed contract from a physician they will continue to source
candidates. As we like to say, it is not a beauty contest where we start with a
long list and go through a series of interviews. The opportunity will close the
search when they have secured a candidate they believe will be a great fit in
their community.
