Physician's FAQ's - Part 1

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.

 

 

 

Q: How do I know if the recruiter I am speaking with is accurately representing the opportunity?

 

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.

1. Why is this opportunity recruiting a physician?
2. Has this opportunity conducted a need analysis to ensure a viable practice opportunity?
3. Who was the last physician to leave this community and why?
4. Who was the last physician in your specialty, recruited to this community?
5. What type of relationship exists between the medical staff and the hospital(s)?
6. What is the managed care penetration like and more importantly, how many capitated plans are in the area?
7. 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.
8. What is the ratio of physicians with regard to male vs. female and Allopathic vs. Osteopathic trained physicians?
9. 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?

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.

1. Why is this opportunity recruiting a physician?
2. Has this opportunity conducted a need analysis to ensure a viable practice opportunity?
3. Who was the last physician to leave this community and why?
4. Who was the last physician in your specialty, recruited to this community?
5. What type of relationship exists between the medical staff and the hospital(s)?
6. What is the managed care penetration like and more importantly, how many capitated plans are in the area?
7. 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.
8. What is the ratio of physicians with regard to male vs. female and Allopathic vs. Osteopathic trained physicians?
9. 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!

SUBSCRIBE TODAY!

The Hire Connection Team

Let's Connect!

Facebook

Twitter @HireConnection

Google+

LinkedIn

YouTube

Physician Opportunities Blog

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.