Physician Recruiter

inSights

In any industry, there are certain traits recruiters seek. Without exception, employers want candidates who are reliable, positive, ambitious, inquisitive, humble, industrious and determined. However, as a physician recruiter, you are looking at a pool of candidates who have successfully completed medical school. It’s highly likely all the boxes above have already been checked. So, now what? Where do you find that something extra that makes one candidate stand out from another? The answer: It all seems to come down to that important CV. A CV should tell a physician’s story. An effe....

 

You have an opening, post the job and start receiving CVs. When looking at candidates on paper, how do you know whom to contact for the next step? There are great questions to ask throughout the interview process. When reviewing CVs, start by asking yourself the below questions: Does the timing make sense? Are there any gaps? The candidate’s experience should be listed in chronological order from present to past in month/year format. It isn’t uncommon to have small gaps between practice opportunities, especially after residency or fellowship. However, gaps three months or longer sh....

 

Nearly every job requires candidates to submit a resume. For jobs within hospital systems, physician practice groups, universities, medical schools or for research, a curriculum vitae (CV) is preferred. As a physician recruiter, it’s good to know best practices when reviewing a CV. A good CV will include: Name and contact information Education Licensures and certifications Experience Academic and leadership positions Personal information Training and titles Grants and awards Publications and presentations A cover letter While CVs are longer than resumes (at least two pages), you’ll....

 

Beyond noting a red flag for candidate job-hopping, gaps, changing of training programs… what are some other things that set off my alarms, purely on the basis of patterns? PracticeLink asked me to dig a little deeper and share a few other red flags I’ve learned from my experience recruiting physicians.Red Flag 1: Weird fonts, bizarre layouts and other errors Sigh. I honestly fought this one for years because I wanted to give every owner of a weird-looking CV a second chance. Maybe, I thought, awkward syntax indicated English was a second language. Maybe her pyramid sales executiv....