In the course of your work as a professional physician recruiter, you’ll scan countless CVs in your quest for the perfect hire. With deadlines always pressing and the need for talent never ceasing, any suggestions that can help speed the process or improve your results are probably welcome. Here are a few ideas you might not have thought of - or that are just worth reconsidering.
Urge candidates to verify must-haves in their CVs
Missing credentials can be a big timewaster (and risk) in hiring. For example, not all employers will require board certification - but those that do won’t employ anyone without it. Let candidates know (via your job postings) that unless their board certification appears on their CV (or their board eligibility, if acceptable), their candidacy won’t proceed. Similarly, gently pushing candidates to state their licensing status explicitly can save you time by making clear when, if hired, they’d be able to start.
Reveal unspoken requirements
Do the hiring physicians for your open position strongly prefer reverse chronological order in CVs? Will a stickler on the hiring committee be bothered by a CV that has an objective or bullets or other features borrowed from business résumé templates that aren’t standard CV conventions?
If you’re worried that unspoken preferences (or even requirements) could hurt otherwise qualified candidates’ chances, consider sharing some of those details in your posting or in early conversations.
Nudge candidates to self-select
How frustrating is it to receive a CV from a candidate who has the credentials but seems to be applying for a different role or setting than the one you’re offering? You’re left to guess whether they are "spraying and praying" or simply do not understand the mixed messages their CV is sending.
One way you might head off this frustrating, time- wasting experience is by including a few extra details (requirements, even) in your job posting.
For example, you could mention that "ideal candidates will present evidence they’re primarily interested in patient care," or "we’re looking for candidates who are excited by the earning opportunity in a fast-paced environment."
Request a cover letter
Another options is to ask candidates to include a cover letter or personal statement covering why they’re interested in the job. If they decline, you can feel more comfortable putting their CV on hold (or even in the reject pile), even if their academic credentials are prestigious.
A cover letter is also the perfect space to answer specific questions that aren’t answered in the CV. It should provide background information about any unusual gaps in work history.
Aside from tackling these sorts of important questions up front, asking for a cover letter is a way to gauge candidate interest. If you clearly ask for it and the physician doesn’t include one, that could mean they’re not as interested in your opening as you might like. While you still may choose to interview them, you’ll be on the lookout for opportunities to test whether their interest is sincere and their understanding of all aspects of the job is clear.
Laurie Morgan
