A physician’s job search team

Physicians seeking their first practice after training are likely to find the whole process a bit foreign. After all, it’s the first time they’ve been in the driver’s seat.

Perhaps the three biggest players on a physician’s job-search team will be their spouse (if applicable), their lawyer and, of course, their in-house recruiter. Here’s a look at the role each plays - and how you can help physicians build their teams.

In-house recruiters: Providing the inside scoop
Though staff recruiters often play a pivotal role in a physician’s job search, many physicians may not know this role exists!

Geriatrician Kendika Abrams, M.D., found her job with Citizens Memorial Hospital in Bolivar, Missouri, by calling the number on the job listing and reaching Donna Shelby, the director of medical staff services and physician recruitment there. Prior to reaching out, Abrams had never heard of in-house recruiters.

Shelby was able to assist Abrams by elaborating on the listing, answering questions quickly and ultimately ensuring Abrams and Citizens Memorial were a mutual fit.

"[In evaluating other opportunities], there were a lot of people that I would speak with, and they would have to go back to someone else. …But Donna had a lot of these answers, and even if she didn’t know, she would find it out so quickly," Abrams says. "It was very refreshing."

You, too, can use promptness and expertise to help guide your candidates. Leverage your knowledge of your organization to provide candid answers about its workplace culture. Connect candidates with potential future colleagues. And be prepared to answer physicians’ questions about why a role is being recruited.

By being honest and communicative, you become a trustworthy resource and teammate for candidates as they navigate their job searches.

Candidates’ spouses: Evaluating family fit
For a physician to be truly satisfied with a role long term, the organization and community must be a fit for their spouse or significant other as well. For this reason, it’s wise for recruiters to invite spouses to site visits, take their phone calls and get to know their needs.

"If a physician that I’m interviewing has a spouse or significant other, then I want them engaged in the interview process," says Shelby. "I welcome [them] for the whole job-search process as far as the interview goes and the community tour and dinners. …They’re welcome to attend, and our organization supports that by covering their expenses as well."

When physicians’ spouses are involved in ongoing communication with recruiters and employers, they make better job-search teammates for candidates. Spouses are able to act as informed sounding boards, evaluating cultural fits and weighing pros and cons. They can help physicians consider not only salary, schedule and benefits but also whether a location and community fit the whole family’s needs.

Healthcare lawyers: Ensuring confidence
A lawyer’s review is one of the final safeguards to ensure a physician accepts a job that’s a good fit. Don’t dissuade your candidates from retaining a lawyer; rather, encourage them to find a lawyer who will guide them to a confident signature.

"I do encourage physicians to retain an attorney specifically to review the contract, to make sure it’s a contract that they are comfortable with," says Shelby. "I think that’s really important that the physicians be very confident and comfortable in whatever contract that they ultimately sign."

When your candidate can sign your contract confidently, it indicates that they’ll be a strong long-term fit and, ultimately, a key player on your own team.