Category: Physician Job Search

By Jason Faulkner Medical Consultants of America

 

Google, a term almost synonymous with online search, has recently turned their attention to the issues that surround job searches in hopes they can bring relief to both job searchers and employers alike. For far too long people searching for a new position have been forced to search multiple sites, for hours on end, only to see the same jobs listed time and again. On the other hand, recruiters and employers have been forced to pay expensive premiums, and spend multiple man-hours, ensuring that their available openings are posted across the board, no pun intended, in hopes of garnering the most traffic and attracting enough candidates that they could find a good fit for their position.

In steps Google, with their unique ability to crawl thousands of sites simultaneously and provide almost up to the second job listings. Aimed at making the job search easier for all parties involved, Google for Jobs is an enhanced search feature that aggregates listings from job boards and careers sites and displays them prominently in a Google Search. In other words, the next time someone is searching for a new job all they have to do is, “Google it.”

By working with major job sites like Monster, CareerBuilder and Glassdoor, Google allows users to see job listings from these sites and others as soon as they’re posted, while eliminating any duplicates.

According to Google, the API “uses machine learning to understand how job titles and skills relate to one another and what job content, location, and seniority are the closest match to a jobseeker’s preferences.”

While this all may sound like science fiction to those not familiar with how search engines work, the take home is that this will revolutionize the job search process and the results will only get better as time progresses.

 

What this means if you’re a physician looking for a job

Good news, as a job seeker you definitely benefit the most from this process. Google strives to serve the end user, and they keep the process as easy as possible, much like any other Google search.

Simply open the search engine by visiting google.com and enter in your specialty search, for example, “cardiology jobs.” A box will appear with a few of the top listings in your area; click on the more arrow to go to the full job search page.

If you’re looking for a position in a specific location, type that in as well. Ex: “Cardiology Jobs Florida”

The majority of the search page displays the selected job and accompanying description, with company and position reviews.

On the left, you’ll find a scroll bar with all available positions, including the date the listing was posted.

Google has also included search filters to ensure you can narrow down the best matches for you.

You can specify whether you’re looking for full-time, part-time or contracted work and type of organization you’d like.

Have a specific company in mind? You can even choose to filter by employer to see if the company you want has any available positions.

If you don’t find what you’re looking for right away, you can choose to turn on email alerts for that exact search. Google will send you an email whenever new jobs are listed.

 

What this means for employers and physician recruiters

While there has been much speculation and uncertainty revolving around the newest Google project recently, fear not. They are more than aware of the pain points that surround the people on the other side of the table as well. Their goal is to make this painstaking process easier for everyone involved.

Google’s official blog listed the following benefits for employers:

  • Prominent place in search results: your postings are eligible to be displayed in the in the new job search feature on Google, featuring your logo, reviews, ratings, and job details.
  • More, motivated applicants: job seekers can filter by various criteria like location or job title, meaning you’re more likely to get applicants who are looking exactly for that job.
  • Increased chances of discovery and conversion: job seekers will have a new avenue to interact with your postings and click through to your site.

While that all sounds incredible it could still come with some changes in the way you normally post your jobs.

Basically, there are two ways your jobs could be found in the new Google for Jobs search.

One, you can post your position to one of the affiliated job boards, which include:

However, just because your position is posted on one of these sites doesn’t mean that your job will automatically show on a search. Many suspect that Google will employ the same algorithms from a normal search to find matching jobs, especially in the beginning. This means that your job postings should be carefully reviewed to optimize their search engine optimization (SEO).

Second, you can get your position listed directly from your website to the Google for Jobs listing. This, however, will require a much more technical understanding of how search engines operate along with competing for top positions alongside some of the bigger players in the industry.

While smaller organizations can find either of these a rather daunting task, know that you can find help with either step with just a little research.

 

Key Take-Aways

Whether you like it or not, Google for Jobs is here and it will definitely change the way physicians, and everyone else, search for jobs and the way that jobs are posted across the internet. You may notice that one major player in the job search industry was not mentioned in this article. Indeed.com. They are not one of the job sites from which Google will be pulling their job listings. This means that a literal giant in the industry will either have to conform, find a new niche, or go by the wayside.

What is certain is job seekers will benefit the most from this change, job posters will need to gain some new insights to help their job posts perform better and Google continues to gain more and more power over what results internet searchers see.

By Aimee Echevarria MDR HealthCare Search

If you’re getting ready to start your physician job search, you’re probably concerned more with finding the right position than what doing so might cost. Believe it or not, applying, interviewing, and accepting a new position can be quite expensive, especially for physicians. Because of this, it’s important for physician job seekers to budget for all the likely and possible expenses that can crop up during their job search.

Below are six of the main expenses physician candidates can expect throughout the recruitment process – and some tips on how to mitigate them.

 

1. CV Writing Services

Whether you haven’t updated your CV in a decade or are just too busy to put one together, many candidates turn to CV writing services when planning to start a job search. These services can run hundreds of dollars, so putting your own together can be a huge cost-saving measure.

 

2. Site Visit Travel Costs

Ideally, travel costs for in-person interviews that are out of state will be covered or reimbursed by your prospective employer, but that isn’t always the case. Organizations in larger, desirable cities will expect candidates to foot the bill for their own travel expenses for site visits. When you combine the cost of a flight (or multiple), hotel stays, meals, and transportation, these travel expenses can add up. To minimize your travel expenses, try to cluster site visits for multiple positions.

 

3. Legal Assistance

If you’ve gotten to the offer stage of your job search, it’s time to start reaching out to a contract attorney. A physician’s employment contract is a nuanced document with many provisions that can have a huge impact on candidates – both in and out of the workplace. Make sure to have an experienced attorney conduct a full review of your contract prior to signing to make sure you avoid any surprises down the line. While having outside counsel review your contract can get expensive for practicing physicians, many residency and fellowship programs offer contract review services to their trainees at low or no cost.

 

For physicians in the U.S. on a visa, the legal expenses don’t end here. Many of the physicians on an H1-B or J-1 visa will need to work with an immigration attorney to address any job search restrictions or to complete documentation. While some organizations have in-house counsel or immigration attorney’s on staff, the majority do not. In some cases, the healthcare organization will agree to cover all associated immigration costs, whether or not you use their immigration attorney, but make sure to ask before hand.

 

4. Licensing Fees

If you are graduating from a training program, or aren’t already practicing in the state you plan to take a position in, you’ll likely need to apply for a state medical license. The costs and wait times for state medical licenses vary, so it’s important for candidates to budget accordingly. Additionally, while many organizations will cover the cost of obtaining a license, not all will. Make sure to clarify whether or not that is an expense your prospective employer plans to cover – or whether you’ll have to finance it yourself.

 

5. Relocation

Most hiring organizations will assist physicians with relocation costs, making this seem like something a candidate wouldn’t need to worry about. But while organizations do help with relocation, most will only do so up to a point. Feel free to ask your point person within the organization if relocation costs will be reimbursed, and up to what amount, to avoid getting stuck with a several thousand dollar moving bill later.

 

6. Malpractice Coverage

Depending on the type of malpractice coverage you currently have, taking a new position might mean having to cover your tail. Tail coverage can be incredibly expensive, making this one of the biggest ticket items on this list. When in contract negotiations, be sure to request that tail coverage be included in what the organization will provide. While some may refuse to pay for tail coverage, others will include it in their total package.

 

Key Take Aways:

  • Always ask! Make sure to find out what is covered by the hiring organization during the recruitment process and in the negotiation stage to avoid any surprise costs.
  • Budget for legal fees, tail coverage, and licensing costs as those are less likely to be covered by an employer.
  • Take advantage of any in-house services the employing organization or your current training program have to save on costs.

 

By RM Medical Search

 

Staying organized during your medical job search will help you properly evaluate each job opportunity and may reduce the sense of being overwhelmed by all the options out there. Using the same set of criteria to evaluate each position, you will be able to determine if it fits your clinical, cultural and professional needs. Evaluate each community for your “fit” – leisure activities, professional options for your significant other, family choices and proximity to family or to an airport. Considering that you may look at 15-20 jobs in a fairly tight time frame, it is important to have a system to stay organized. The first rule: a notebook will be your most important tool during the whole medical job search process, write everything down, and be sure to write legibly so you can decipher your notes later on in the process. Get a couple of spiral notebooks, preferably with pockets in the covers, this will be useful on site visits.

 

First – let’s look at clinical and professional needs. Get out your notebook, think about your ideal practice and write down your answers to these questions. Are you seeking an employed setting or an independent group? If you are a surgeon, is a single hospital important to you or are you interested in multiple hospitals and surgery centers? What things are important to you as an individual physician – Call schedules or salary? Collegiality and mentoring? Do you prefer smaller groups or larger ones? Multi-specialty or single specialty? Also, are the types of cases important to you or are you looking for an academic setting or a hybrid opportunity to do some teaching in an independent practice? Do you thrive in a busy, intense setting or do you prefer a more laid back, quiet milieu? How important is loan repayment assistance?

 

Next, do the same for your needs in the community. Will you be moving alone or with a significant other or a family? Will you be considering the professional needs of a partner? Do you have children or a partner with special needs? Are nearby schools and colleges important to you? It may have been a long time since you have had the option to think about leisure time, but what do you like to do when you are not working? Do you want to be near to family? Or near to an airport? Do you prefer a certain climate or wish to be near ski or sailing destinations? Do you need parks, bicycle trails? Arts, museums, orchestras? Professional sports teams? Make lists – lots of them. Lists of your favorite pass times, types of food and restaurants you enjoy and favorite activities.

 

Refine your priorities. Create a list of your top five professional priorities. Remember your list will be highly individualized. Pick five and stick with them. Next, do the same for a community. Remember to pick your top five only. You have now created your personal priority list so when a recruiter asks you what is important in your job search; you have a clear idea of what you want. Now, you are ready to begin talking to recruiters and reviewing job boards. When you evaluate an opportunity, think about your criteria. Take notes about each job, think about advantages and disadvantages, jot down questions that arise. Do as much research on each position and community as possible before deciding to do a site visit. Remember to use discretion – you will only have time to do a few site visits, be sure you don’t waste your time and energy on locations that do not meet your criteria. Take thorough notes during your site visit, it will be helpful later.

 

Use your 10 criteria during the initial evaluation period and during your site visits. Most doctors do not make these decisions in a vacuum; ask your partner to make his or her own list for community criteria. They may or may not match your list, no matter. As you are traveling back home after a site visit, rank each of your criteria on a scale of 1 to 5, with 5 being the highest. You will have a possible score of 25 for clinical/professional and 25 for community fit. Write this down in your notebook. It is crucial to evaluate the position and community quickly after your visit. It is difficult to remember every detail of your site visit, and they will blend together if you do several visits. Ask your partner to rank the job as well, independently of your ranking, and share your thoughts only after you have completed the exercise.

 

When you are holding one or more offers, you will have a way to evaluate and rank the opportunities. This written record is a simple way to help keep you organized and establish a strategy for what can be an overwhelming amount of information. Additional tips: Use your cell phone camera to snap a few pictures; visual images will serve as memory boosters.

By Concrode Physician Source

Providers may ask themselves why respond to a recruiter versus submitting my CV directly to the hospital. What is the role of a recruiter?

The answer is….Searching for the right practice is a process. Practicing medicine is also a process involving several support professionals. Recruiters have a role to help you gather information and help you through the process. You cannot make a decision about a job or locums assignment until you have gathered the necessary information. This involves the practice details, volume, call, support staff, other providers, and financial package as well the city you will be working/relocating to.

It would be hard to practice medicine if you had to follow the entire process on your own. Imagine scheduling your own patients, prepping them in a room, drawing the blood, taking vitals, examining the patient and completing everything else by yourself. You rely on a team to practice effectively. Why is something as important as where you will work and possibly live any different?

Finding quality Locums assignments or the right permanent job is a very involved process. There are many moving pieces to the puzzle. If you submit your CV directly to a hospital you have very little information and fall into a deep human resources hole. At Concord(e) Physician Source, we team up with you to find out what is important to you. As a team, we will develop a list of what information you need in order to decide whether you want to accept an offer or a locums assignment. We will guide you through the process until the end. Recruiters are not decision makers (that is your role) we are information gathers and your advocate when necessary. This is why providers send their CV to recruiters.

Patients come to you for your medical expertise. Rely on a recruiter for professional career expertise. This is your livelihood do you really want to wing it? Consult a Concord(e) recruiter and benefit from our fifty years of experience.

by Aime Echevarria, MDR HealthCare Search

Over the past decade, healthcare employers have seen movement of physicians from solo and independent practice models towards the employed practice model. As the risks associated with the traditional “physician as entrepreneur” model have increased, many physicians are choosing to forgo the autonomy of solo or independent practices for the financial security and administrative support offered by large hospitals and health systems seeking to employ an ever growing number of physicians. This trend has only been accelerated with the implementation of the Affordable Care Act, which has introduced additional red tape and requirements to an already dwindling number of independent practitioners.

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