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Don't Spurn That Recruiter's Call. It Could Land You A Dream Job.
Of course, you know that one of the best ways to find a new job is to network with colleagues. They can be from your hospital or IPA, or they can be people you met at specialty-association or CME conclaves, or people you served with on managed-care and other committees.
But not everybody has such an elaborate network to mine for job leads. Even if you do, you may not learn of opportunities tailored to your needs, particularly if you're looking in other parts of the country. That's when a physician recruiter can help.
Even though you may not be in the job market when a recruiter calls, you should take a few minutes, if feasible, to chat. Doing so can sow the seeds for your future. Give some thought now to the working conditions that are important to you, and describe them to the recruiter. The more specific you are about location, compensation, benefits, call schedule, and a host of other factors, the easier it will be for you to land a position other physicians would kill to get.
That conversation you have today can pay off for you six months, a year, or even three years down the line. That's because the recruiter uses a computer database to log your preferences, as well as the time you specify for him to check with you again. In the interim, he'll keep you in mind and let you know when he runs across opportunities that might be right for you. But wait until the last minute to bring yourself to his attention, and you may have to take what's available at the time or postpone your career move until he can find you something suitable.
You set the time to talk. Just because a recruiter phones you during business hours doesn't mean you have to drop what you're doing to take the call. Recruiters understand how busy doctors are. If you can't chat, reschedule the conversation. But do take the time to hear about the position. It could be the opportunity of a lifetime. It takes only a few seconds to find out.
Ask whether there's a fee. Most recruiters won't charge you a dime. Independent firms either are on retainer with prospective employers or receive a fee from the employer for each placement. Some hospital systems, health plans, and large group practices employ salaried in-house recruiters, who may get a bonus.
But some recruiters or "consultants" will charge you for services like personality testing, résumé preparation, and career counseling. Expect to pay a four-figure sum. Whether those services are worth the cost is up to you. Ask about charges up front, so you won't get a nasty surprise later.
Another tip: Be candid. Many physicians are afraid that if they say No to a position, the recruiter will have nothing more to do with them. Nothing could be further from the truth.
If you are interested, though, get down to specifics. If you hanker to move to, say, Tampa, Fla., say so. Don't say something general, such as you want to be in the Southeast. If you do, and if the recruiter later calls back with a job in Mobile, Ala., everyone will be miffed.
Don't inflate your expectations, either. For example, if you're making $100,000 and really want $125,000 in your next job, don't tell a recruiter that you won't consider anything less than $150,000. Particularly with retained and in-house recruiters, who typically handle all initial employment screenings for a given health-care organization, too high a number may get you permanently scratched.
Before you agree to interview for a given position, ask who'll pay your travel expenses. The cost of airfare, a hotel room, and a rental car can be significant. While prestigious employers customarily foot the bill, this is by no means universal.
Deal yourself into the recruitment game. Instead of merely asking a recruiter what he has to offer, make sure he knows what you have to offer a prospective employer. And give him your permission to consult with colleagues at his firm on your behalf. While he may not have the right job for you, someone down the hall might.
Give a recruiter the same respect you'd give a prospective employer. Retained and in-house recruiters are paid to judge how well you'll fit into a given organization. Your affability, interest, and enthusiasm are among the factors they'll assess. As in every other aspect of job hunting (or life), creating a positive first impression is always smart.
This article was published by Cejka Search and originally appeared in Medical Economics Magazine. Copyright by Medical Economics Company Inc. at Montvale, NJ 07645. All rights reserved.