Bariatric Surgery Practice Opportunities, Bariatric Surgery jobs, ASMBS Corporate Council Member,  Obesity Surgery, Gastric Bypass, Laparoscopic Surgery, Obesity Surgery,  Morbid Obesity, Body Mass Index, Bariatric Surgeon jobs, Bariatric Program Coordinator jobs, Bariatric Nurse jobs, Bariatric Surgery Practice Opportunities, Bariatrician Obesity Medicine Jobs, Bariatric Careers

bariatric surgery jobs, gastric bypass jobs, weight loss jobs

Home

About Us

Jobs

Bariatric Job Board Posting Instructions

Candidates Connect with Employers

Job Alerts

Practice News

Contact

Terms of Use

Bariatric Opportunities News

Make a Good Impression
Keys to Success in Job Interviewing

By Lisette Hilton


Kathleen Music remembers the doctor who blew her interview simply because she wasn’t forthcoming about her past.

The physician was applying for a position in a pediatric practice. The interviewer began probing about a gap in the physician’s curriculum vitae. The physician hedged around the question and said that she just needed some time off. Not satisfied, the interviewer asked more questions, causing the physician to break down, lose emotional control, and admit that a traumatic event had caused her to go into deep depression. The interviewer concluded that the physician had unresolved issues and didn’t hire her.

Physicians need to be ready to explain any employment gaps in a convincing manner, says Music, a principal with Denver-based JKM Consultants, which offers healthcare recruiting services. “Usually that gap tweaks a little uneasiness. There is a concern about hiring an impaired physician.”

The most positive thing a physician in that situation can do is to be up-front. For example, Music recruited one doctor knowing that he was in a drug treatment facility. When asked about it during the interview, “this phys-ician stepped right up to the plate,” Music says. “He told me, ‘I developed an alcohol problem after my divorce. I have been participating in the state medical board program and don’t anticipate that to be a problem.’”

A new dimension

Honesty may be the best policy, but in today’s business environment, administrative and people skills are paramount — even for physicians, who have traditionally focused on their clinical skills. In the new economy, physicians are applying for positions that don’t involve patient contact — as dot-com medical directors and content reviewers, for example. “We have a lot of physicians who are now salespeople, executives, CEOs, and presidents of corporations,” says Dan Friend, PhD, managing director at Lee Calhoon & Co., a Philadelphia-based company specializing in executive healthcare recruiting.

“Doctors are trained in an algorithmic approach to medicine: symptoms, symptoms, symptoms. They get to thinking almost inside the box. That’s exactly what you want on a clinical side, but if you’re in a sales department you need to be quick on your feet because the conversation might go in an unanticipated direction,” Friend says.

Know the vernacular of the industry, for example. A physician who would be required to work with ASPs (application service providers) would likely lose points if he has to stop the interview and ask what they are. Friend and other recruiters do mock interviews with many physicians, and find that a little practice can go a long way. After all, “the Gores and the Bushes of the world don’t walk into the debate and hope it works. They spend hours getting grilled by their confidants,” he observes.

Music agrees that doctors can generally be confident that their clinical skills are going to be accepted, but they will need to sell their administrative side. They need to be able to discuss how they use their time efficiently, and their ability to handle paperwork, for example. If they don’t have a lot of experience in those areas, it helps to admit that they don’t, but are willing to learn, she adds.

Finally, candidates should provide background information that corresponds to the type of job they are seeking. Friend suggests that those who go for medically-oriented positions bring a CV, which presents medical education, published articles, board certification, and medical positions. Those in the corporate arena should have a resume, which offers much of the same medical information, and also presents the candidate’s management activity, communication and time management skills, and ability to work in groups.

Answers ... and questions

“As much as possible, listen before you speak,” urges Jeffrey Gruen, chief medical officer of Personal Path Systems, a case management firm in Upper Saddle River, N.J. “Those people I’ve most enjoyed interviewing and those times when I’ve been most successful during the interview, I’ve approached the situation trying to learn as much possible about the person I’m speaking to. If you can understand who is interviewing you, then you have a much higher chance of having a conversation go in a direction that best highlights how you can help that person,” he says.

In the same vein, plan ahead, suggests Geoff Staub, director of marketing for St. Louis, Mo.-based Cejka & Co., a healthcare consulting and search firm. Bring a list of questions to the interview, such as: What is the practice philosophy? How does the practice assign patients? How many hours will I be expected to work? Then, ask questions of the interviewer, such as: What do you like about working here? What is your biggest challenge in the job?

Positive projections

Your appearance is another important consideration. ‘Dress for success’ is not just a cliché: You can’t go wrong in a clean, pressed suit and tie or dress. “Walking in with Birkenstocks, jeans, and a tank top — which we had a physician do — is not going to send the right message to the employer. This person is going to represent the employer’s group,” Staub says.

While those in the dot-com world might work in khaki pants and golf shirts, it’s never appropriate to come to the first interview dressed like that, according to Friend. “Appearance is 90 percent of not getting any job,” he says.

Attitude is as important as appearance. Music recalls a physician who was qualified for a position but didn’t get it because of his less-than-serious outlook. He mentioned that all his friends worked at the facility and, therefore, he thought, “‘It would be a fun place to work and we would have a lot of fun here,’” according to Music. “Not that there’s anything wrong with that, but it was the approach that ‘I’m just going to hang out with my buddies’ that did not sit well,” she says.

It’s also wise, she adds, for physicians not to assume that administrative types don’t have any say. “Sometimes physicians think that only physicians are going to have anything to say about their fate and that’s not true — not in today’s world.”

Money talks

According to Staub, it’s fine to talk about money during the interview. “I don’t think it should be necessarily the first thing you bring up,” he says. “We typically advise physicians to bring it up last. But to leave an interview without talking about compensation would be a mistake.”

Address starting salary, signing bonuses, productivity bonuses, income guarantees, and what you can expect to make in five years, but don’t negotiate actual numbers until later interviews. “If it’s a multispecialty group, it’s important to find out how the income is distributed within the group and what kinds of costs are involved,” Staub says. “Ask how long it will take to become a partner and what the buy-in is.”

Friend suggests asking how the company or practice is doing financially. “You don’t necessarily have to get a Dunn & Bradstreet report and go into huge depth,” he says, “but why go and spend your time and effort interviewing at a company that might not be there tomorrow because they haven’t gotten their latest round of financing?” Physicians can find the needed information by asking their recruiters, looking on the Web, and asking those in the industry.

On your toes

“We had one physician ask a candidate, ‘who is the last person who gave you a fruitcake?’ What they were trying to do was get at whether it was a patient, to see what kind of rapport the physician had with the patients,” Staub explains. “They might ask: ‘Describe a clinical error that was your fault.’ Physicians should understand that everybody makes errors. To say that you’re faultless — they’ll know that isn’t true. The way that you get around it is to address how you were able to rectify the situation or what you learned from it.”

Finally, realize that there probably are a lot of other people vying for the same job. Getting hired is anything but a sure thing, so make yourself stand out. Music says she often gets up to 200 applicants for one healthcare job. Cejka & Co. has 100,000 physicians in its database who are actively seeking jobs, according to Staub. This year, about 26,000 physicians will graduate from residency and fellowship programs, according to the American Medical Association. “Think of it as a privilege to be hired for a job,” Gruen concludes.

Reproduced with the permission of Physican Practice

Copyright (c) 2002 Physicians Practice Inc. www.physicianspractice.com All rights reserved. Republication or redistribution of Physicians Practice content, including by framing, is prohibited without prior written consent. Physicians Practice shall not be liable for any errors or delays in the content, or for any actions taken in reliance thereon

-->

[Home] [About Us] [Job Opportunities] [Bariatric Candidates Connect with Empoyers] [Surgeon Jobs] [Bariatric Surgery Jobs] [Contact] [Job Alerts] [Bariatric Marketplace] [Bariatric Job Board Posting  Instructions] [Bariatric Surgery  News] [Bariatric Opps News 1] [Barriatric Opps News 2] [Bariatric Opps News 3] [Bariatric Opps News 4] [Bariatric Opps News 5] [Bariatric Opps News 6] [Bariatric Opps News 7] [Bariatric Opps News 8] [Bariatric Opps News 9] [Bariatric Opps News 10] [Bariatric Opps News 11] [Bariatric Opps News 12] [Bariatric Opps News 13] [Bariatric Opps News 14] [Bariatric Opps News 15] [Bariatric Opps News 16] [Bariatric Opps News 17] [Bariatric Opps News 18] [Bariatric Opps News 19] [Barriatric Opps News 21] [Barriatric Opps News 26] [Bariatrician in a Bariatric Surgery Practice] [Barriatric Opps News 27] [Barriatric Opps News 28] [Barriatric Opps News 29] [Barriatric Opps News 30] [Barriatric Opps News 31] [Bariatric Opps News 32] [Barriatric Opps News 33] [Barriatric Opps News 35] [Barriatric Opps News 36] [Barriatric Opps News 37] [Barriatric Opps News 38] [Barriatric Opps News 39] [Barriatric Opps News 40] [Barriatric Opps News 41] [Barriatric Opps News 42] [Barriatric Opps News 43] [Barriatric Opps News 44] [Terms of Use] [Administration]

-

Copyrighted 2005-2017, ESA Medical Resources and Content Partners, All Rights Reserved

-
- -