PracticeLink Magazine


The career development quarterly for physicians of all specialties, PracticeLink Magazine provides readers with feature articles, compensation stats, helpful job search tips—as well as recruitment ads from organizations across the U.S.

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Page 41 of 79

What employers want Continued from page 40 Well-organized documents nce you've decided what you want, your next step is to polish your résumé or CV. A résumé is not a curricu- lum vitae, although most physicians and recruiters use the term interchangeably. The résumé is a short, one- to two- page listing of skills, experience and education. The CV is a summary of educational and academic backgrounds, teaching and/or research experience, publications, presentations, honors, awards, affi liations, etc. "If this is your initial contact with the employer, use a résumé," says Streicher. "Then follow up with a CV." Before sending a résumé or CV, Eric Dickerson, managing director for Aca- demic Physician Recruiting Practice, sug- gests having others review it fi rst. "You're more likely to catch typos and spelling errors, which can turn off prospective employers," he says. O Debbie Gleason, in-house recruiter for The Nebraska Medical Center Another turn-off is a disorganized CV. Debbie Gleason, in-house recruiter for The Nebraska Medical Center, suggests listing work positions in reverse chronological order so your current position is at the top. Put your training in sequence as well so your medical school training doesn't suddenly appear in the middle of your residency. "You don't want an employer to pull out a sheet of paper to fi gure out your CV," says Gleason. RELATED: Is your CV helping you? Candidates with ties to the area f you really want to make an impression, add what re- cruiters refer to as "BLT" to your CV or cover letter. "It stands for born, licensed, trained," says Scott Man- ning, director of provider recruiting at District Medical Group in Phoenix. I If you're looking for a position in a certain area, list any of the BLTs you may have in that community. Manning says your résumé will move to the top, as most recruiters are looking for long-term employees and a tie to the area reas- sures them you're likely to stay. When Pierce went looking for her job in Texas, for ex- ample, she deliberately left some old but relevant informa- tion on her CV. "My husband and I had both worked for an ambulance company in the area," she says. "I thought it would show I knew the area and had worked with some of the doctors there." Of course, such information could also be included in a cover letter or the email you send introducing yourself and 42 | SUMMER 2012 Related: Create a free physician profi le at to connect with recruiters at 5,000 facilities. telling why you're interested in the position. Writing a cover letter will also force you to take that initial soul-searching step, says Ronald Kanner, M.D., resi- dency training director at North Shore-Long Island Jewish Medical Center. "In it, state why you're seeking the posi- tion and what you can bring to the table," he says. "List a BLT or if you know someone who works here— that can mean a lot too," says Manning about a cover letter. Don't think you have a connection? "Check professional networking sites to see if you know someone who works in the place where you're seeking a job," suggests Streicher. Nate Alvis, D.O., a family medicine resident who will soon practice in Iowa, did just that. "I called a local doctor I knew who worked at the place I wanted to work," he says. But rather than ask him for a recommendation, Alvis let his colleague know he'd like to moonlight there. "It turned into a working interview," he says. Welniak did something similar. She had been turned down—twice—by a place she wanted to work. So when a recruiter called and told her about a locum tenens position there, she took it. "Within a few weeks, they were asking me to stay," she says. By then, she had accepted another position, so when the locum position ended, she left. "If you can let the employer see what you can do and how you interact with the staff, it might lead to a permanent job," she says. Good references "R eferences are important and have to be impec- cable," says Sally Mounts, president of Auctus Consulting Group. "Just be sure you approach people with good verbal and writing skills and the enthusiasm to recommend you." Reference letters can come from someone in your cur- rent practice's leadership, a peer you've worked with, and maybe a subordinate. It's called 360-degree feedback. "And it's increasingly important in business today," says Mounts. "Employers want to know you're a team player and that you work well with everyone." When you ask someone to be a reference, help them out by reminding them of when and how long they've worked with you, why you're currently looking for a job, and why the employers you're considering are attractive to you. That information will be helpful whether they're writing a letter or simply speaking with your potential employer on the phone. Continued on page 44

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