1. Developed by:Presented by: The Successful Job Search: From Preparation to Closing the Deal Presenter may insert organization name and/or logo here – logo must be proportionate to ASPR Logo

2. Acknowledgements ASPR would like to acknowledge and thank the following organizations that contributed to the development of this presentation: Baystate Health Bright Health Physicians of PIH Cleveland Clinic Foundation Dean Clinic The Nebraska Medical Center Upstate New York Physician Recruiters

3. What Do I need to Know? Timelines – When Do I Start Looking? Self-Assessment – What Do I Want? In-House v. Out-House Curriculum Vitae and Cover Letter And The Search Begins! The Interview – Tips and Expectations Compensation and Benefits Contracts and Negotiation

4. Timelines – When Do I Start Looking? Residents typically begin job searching during their final year Fellows typically begin job searching at least 12 months prior to completion of their training Start your job search early Starting early allows for more time to plan for licensing, credentialing, and relocation plans

5. Self-Assessment – What Do I Want?

6. Identify and understand what’s important to you and your family Needs v. Wants (amenities, schools, leisure pursuits, cultural opportunities) Geographic preferences (region, state, city v. rural, topography) Practice settings and types (MSG, SSG, large v. small, partnership opportunity)

7. Practice settings, types, and culture –Multispecialty Group v. Single Specialty Group –Partnership v. Employed –Small intimate single-specialty group with close relationships –Large group – variety of colleagues with whom to consult –Academic affiliations –Hospital(s) – Affiliations, distance, coverage, facilities & equipment, physician relations Self-Assessment – What Do I Want?

8. Make the practice itself the priority decision –72% of the physicians that put geography first (instead of the practice), start looking again within two years –Geography is important – but the practice is key Put chemistry high on your list – Personality conflicts with colleagues – 50% of physicians list “poor cultural fit” as their reason for voluntary separation Self-Assessment – What Do I Want?

9. Top 5 Reasons Physicians Leave their Practices: 1. Poor cultural fit with the practice and/or community 2. Want to be closer to family 3. Reimbursement issues 4. Administrative issues interfere with clinical decisions 5. Work/Life Balance Self-Assessment – What Do I Want?

10. Physician Recruiters: In-House vs. Search Firms In-House Recruiters: −Employed by hospitals or organizations– they recruit for hospital-based and private practice opportunities Search Firms: (head hunters) −Are contracted by the organization/hospital and are not paid unless they fill a position (commission based) −Hospitals pay a large sum of money to use external recruiters; Fees typically range from $18,000 to $35,000 and up

11. Benefits of Working with In-House Physician Recruiters In-house Physician Recruiters have direct knowledge of the opportunities and community; they often live in the same town where the practice is based In-house Physician Recruiters fully understand the hospital’s vision and direction. The in-house recruiter’s goal is motivated to make a good match for the practice they represent

12. Cover Letters – Make a Great First Impression Explain interest in the practice and geographic location of the opportunity Limit to one page, two at the most Tailor to each job opening Personalize it - don’t write “Dear Sir” or “To Whom It May Concern”

13. A Well-Written Curriculum Vitae Be comprehensive, but not too verbose Do not leave any gaps in chronology - explain any gaps in training Be concise: a CV is typically no longer than three pages Keep it relevant: list experience and training that is pertinent to your career as a physician Keep your CV updated

14. A Well-Written Curriculum Vitae What to Include (in order): Contact information: Address, phone, email Education and Training ( with dates including mm/yy ) −Fellowship −Residency −Medical School −Undergraduate Employment / work experience −Provide chronological accounting with dates (mm/yy) −Include military experience −Include hospital medical affiliations with dates Academic and teaching experience TIP! Create a new email account just for your job search

15. A Well-Written Curriculum Vitae What to Include: Certification(s) License(s) - State and expiration dates Professional Memberships and affiliations Clinical research Publications/Abstracts/Presentations Visa Status Optional: hobbies, interests, family

16. A Well-Written Curriculum Vitae What to Leave Out: Do not include your Social Security Number Do not include your Date of Birth Do not include a photo Do not include any contact numbers at which you do not wish to be contacted Do not include reference letters, you will have the opportunity to do that later

17. Many organizations will request references before inviting you for a personal interview – have your references ready Be selective in choosing your references – −Will they portray you positively? −Will they be timely with their responsiveness? Make sure your references know you are listing them as a reference and they are agreeable give you a positive reference Selecting References

18. Include your Residency Director, Chief Resident (if not you), and at least one to two other physicians familiar with your clinical and personal skills Provide name, title and full contact information including both phone and email

19. Background Checks Many organizations will conduct extensive background checks prior to phone or personal interviews −Be up front with any issues that they will inevitable identify −Google yourself to see what turns up Background checks, may include: −Pre-employment screening −Behavioral assessments −Credentials review −Civil and criminal history −Google searches −Social media review

20. Background Checks If there are pictures of you out on the internet that are not flattering remove them Make sure your social media accounts are highly restricted and avoid placing negative information on the internet Be prepared to explain any issues and what you learned from the situation

21. The Job Hunt! Start with your geographic preferences Contact In-House Physician Recruiters Networking – colleagues in practice Residency Directors/Coordinators On-line ads – search the internet −www.aspr.org −www.PracticeLink.com −www.PracticeMatch.com −Association websites −Hospital websites Conference exhibits and Job Fairs Journal ads and mailings Emails and mailings

22. Now What? Email your CV and Cover Letter – recruiters prefer to have a CV prior to a phone call Expect a request to set up an initial phone call or “phone interview” Your interview begins the first time you speak with a member or administrator of a practice or an in-house recruiter First impressions are critical!

23. The Phone Interview Pre-schedule a time convenient for you when you will have no distractions (on-call nights are not a good idea) Set aside adequate time If you are unable to make the call or foresee distractions – request to reschedule Use a phone line with a good connection

24. The Phone Interview The phone interview could make or break an invitation for an on-site interview Be PREPARED! −Prepare a list of questions −Check out the practice and community websites −Get names of key decision makers Communicate honestly Remember…they can’t see your face −Be enthusiastic and sincere −Be aware of the tone of your voice

25. The Phone Interview Questions to Anticipate: Why are you pursuing this opportunity? − Type of Practice you are looking for − Type of Community you want − Lifestyle needs Questions regarding malpractice history, license suspensions or restrictions, etc. When would you be available to start? Discuss any visa related issues Behavioral Interviewing is being used more frequently – prepare for these questions

26. The Phone Interview Questions to Ask: Organization structure, Partnership, Call, Benefits, Malpractice, etc. Why are they recruiting? Growth? Retirement? Replacement? If a replacement, try to find out why Physicians – who are they? Training, duration in organization, group personality dynamics, etc. Community/Lifestyle/Personal Needs

27. The Phone Interview Salary should not be your first question – ask later on at an appropriate time Ask for an information packet on the organization and community Ask what the next step is – often you will have another phone call prior to being invited to interview

28. Evaluate Decide if this is a job you’d consider accepting before taking the time to interview – you only have so much time to devote to interviews – use it wisely Pre-employment (or pre-interview) credentialing paperwork may be required Be sure to complete whatever paperwork is requested ASAP!

29. Preparing for the Interview (Site Visit)

30. Preparing for the Interview (Site Visit) Continue to do your homework Consider special concerns you would like addressed while visiting the community: −Schools −Cultural activities −Religious activities −Sports/Leisure activities −Spouse’s career −Other… Share these with your in-house recruiter!

31. Interview Tips Bring your spouse or significant other Be prepared and READ all materials that have been forwarded to you Dress and behave professionally Bring copies of your CV Be punctual Turn your cell phone OFF

32. Interview Tips Make eye contact Smile! Use a firm handshake Remain positive throughout the visit (even if you’ve answered the same question 5 times) Be yourself – we want to know who you are!

33. Interview Tips Behavior-based Interviewing is prevalent: −Premise---Past behavior is the best predictor of future behavior −Sharing specific ‘true stories’ −Helps determine fit with the organization’s culture Example Questions: −Tell me about a time… −Describe for me… −Give me an example of a specific 3 Elements of Your Response (SBO): −Describe a specific past Situation you’ve encountered −Relay your Behavior related to the situation −What were the Outcomes?

34. Interview Tips Understand the expectations of the practice: −Clinical −Cultural (mission, vision, values and how you’ll fit) −Productivity (how structured) −Path to Partnership (time and buy-in/buy-out details) −Call (ratio & format) Other topics to address: −Practice and Administrative Structure / Governance −Market setting, competition, group reputation, −Patient and payer mix −Mentoring −Marketing the new practice −Support staff, office, equipment, technology, etc. −Scheduling −Referral patterns and specialist support

35. Interview Tips Assess the Community: is this a place you and your family could be comfortable living? −Tour the area with a realtor to assess the housing market −Visit schools or daycares −Visit grocery stores, restaurants, shops −Evaluate the cultural and recreational opportunities available – attend a concert or event while on your visit visit the local gym, dance studio, go on a hike, play golf, ski, etc. check out the local craft store

36. Post-Interview Promptly send Thank You notes to all involved with your interview −Hand written notes go a long way! −At a minimum, send an email Follow-up with any questions you have Be responsive to additional requests for information If NOT interested; be honest right away If you ARE interested, begin to make a list of your negotiation points

37. Compensation and Benefits Understand the market variables and set realistic expectations What is included in “Overhead” – compare apples to apples between opportunities Understand compensation structure: −Income Guarantee or Salary −Production Formulas −Components of formula (RVU, QA, Pt. Satisfaction) −Transition between above? Signing bonuses, loan forgiveness, relocation

38. Compensation and Benefits Benefits: What is provided by group/employer? −Medical/Dental/Optical −Retirement/Pension −Pension, 401 (k), 403 (b), 457 (b) – matching? −Long Term Disability / Short Term Disability −Vacation / Sick Leave / PTO −CME -- $ and time −Malpractice insurance What benefits do you pay or contribute to? What is the cost? What is the dollar value of the benefits? (compare apples to apples)

39. Malpractice Insurance Claims Made: −Coverage for malpractice during the term of the policy. −Premiums based on past and current experience. −Policy premiums are relatively low for the first few years. −Requires tail coverage upon termination Tail or Nose Coverage: −Insures against claims reported after the end of the original policy period for incidents that occurred while that policy was in effect. −Premiums based on a percentage of the insured's prior years premium.

40. Malpractice Insurance Occurrence Based: −Insures for any incident that occurs while the policy is in effect, regardless of when a claim is filed. −Premiums that take into account not current experience, but future projections as well. −Rates vary due to difficulty in projecting future claims expenses. −No Tail or Nose Needed Know what kind of malpractice coverage you will have! If you’ll need Tail Coverage in the future it could be a big expense that your next employer may not cover.

41. The Offer Verbal Offer – Job offer may initially be presented over the phone– provides the key information on salary, bonuses, relocation, etc. Offer Letter – Typically provides key information in writing that was discussed in the verbal offer Contract – Legal contract providing all of the details of the agreement

42. The Contract Standard Clauses: What to expect in a contract and why Definitions: Defines terminology used and relationship with you and your employer Term: How long does the contract last Compensation & Benefits: How much and what does it entail Continuing Medical Education: How much and how long Malpractice: Type of coverage and amounts Termination: How and when a contract can end

43. The Contract Standard Clauses (continued): Assignment: Can the contract be owned by someone else? Patient records: Who owns them and how are they handled Restrictive Covenants: Conditions, distance, and timeframes Indemnification: Holding harmless Compliance with applicable law: State and Federal Statutes, etc. Medical Staff membership: Bylaws and terms

44. The Contract Standard Exhibits: Job Description: Duties, hours, working conditions and call schedule are most common. Benefits Summary: Time off, insurances, retirement, malpractice, etc. Incentives, Bonuses, and Productivity: Details as to type of incentives, timeframes for pay-outs, and amounts/accrual.

45. The Contract Contract Types: −Direct Employment: Between the physician and the employer without a third party or entity. −Loan/Income Guarantee: Employer provides a guaranteed income for a certain period allowing physician to function as a private practice or to join an existing practice.

46. The Contract Disclaimer – this presentation is not to be interpreted as actual legal advice! Obtain legal counsel to review your contract Don’t be afraid to ask questions!

47. Negotiation – Closing the Deal Use your relationship with your recruiter/key contact person Don’t be pressured to make a decision before you are ready Wait until you receive a written offer before negotiating Don’t start negotiating until you’re ready to accept an offer

48. Negotiation – Closing the Deal Make sure your requests are reasonable and doable Understand what is negotiable Remember negotiation is a give and take - know your bottom line/minimum requirements Give them your wish list in its entirety Don’t keep going back with additional requests Be aware of offer deadlines

49. Closing the Deal Acceptance of an offer: −Always accept or decline the offer verbally and then follow it up with e-mail −DO NOT accept an offer with a voice mail…ask for a return phone call It’s not official until the contract is executed: −Contract should be counter-signed (both parties) with original signatures −Both parties should retain an original copy −Note the contract effective dates vs. start date

50. Good Luck! We hope these tips will empower you to undertake and manage your job search with clarity and confidence! Good luck!