PracticeLink Magazine

Spring 2019

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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52 S PRIN g 2019 features Organizational basics Your CV should convey your education and experience in such a well-defined way that recruiters and managing physicians can quickly determine who you are, what specialty you' ve p u rs u e d , a n d why you r backg rou nd merits a closer look. You want to give anyone in the h i ri ng food cha i n a d ist i nc t pic t u re to determine if you check off all of the boxes related to a given job. "If it's disorganized, not legible or just doesn't look right, that's a red flag," says Jana Mastandrea, FASPR, senior provider recruiter for Seattle- based Provider Solutions + Development, Providence St. Joseph's Health. "If you don't look good on paper, you're not going to get a call back. It needs to be professional." Despite the plethora of templates available to accomplish that goal, there still is no one format for a winning CV. The information you need to provide — training, work experience, certifications and other credentials plus unique skills — is pretty cut and dried. How you arrange it, however, is not necessarily so. "I honestly don't think that there's one size fits all," Misty Daniels, FASPR, director of physician recruitment for Charleston-based Medical University of South Carolina, says of the format. "But reverse chronological order is the easiest because I can see where you are and what you're doing right now." Whatever the structure, you want to make sure that your CV doesn't meander. "I want to see a logical layout in a time-oriented way that makes sense to me so that I can easily, without undue hassle or undue time, figure it out," says Bruce Guyant, systems director of Filling in the gaps r ecruiters and hiring managers like to see a seamless stream of events related to training and work. Anything that interrupts the flow can raise curiosity at the least, or red flags at the worst. "We need to make sure that your skills are still sure," says Guyant. "That's why the element of time is so important." Adds Marci S. Jackson, physician recruitment manager for Marshfield Clinic Health System in Wisconsin: " r emember that your CV will be used by many people. When they see a gap, they want to make sure that there isn't a significant issue that would impact your ability to practice." In the vast majority of cases, gaps can be explained easily and may even add positively to your story. You did a medical missionary trip. You helped out with a family health emergency. You switched specialties or even careers. Alexander Hamling, D.O.'s chronology reveals that it took five years to get through medical school. There was an explanation: He completed a year-long M b A program mid-training. "I think what's probably most important is if you have a significant break in time," he says, "you cover it in some way." Whatever the circumstance, you can either clarify the time lapse on your CV with a few words like "sabbatical," or save the explanation for a follow-up interview. "Some people want to share quite a bit and some people want to hold information pretty close to the vest," says Aitken. " b ut candidates have to understand that if they have a gap, they're going to be asked about it, so they should be prepared." b ut what if the gap involves something that could put your ability to practice, get hospital privileges or be medically licensed in jeopardy? You were in rehab. You were battling a physical or mental health issue. You were even arrested and jailed. Should you be so forthcoming? Thankfully, such scenarios, especially the last one, are rare, say recruiters. b ut the general rule of thumb for any such topics is to be discrete on your CV and ready to answer any relevant questions further down the line. Whatever has fueled a gap on your CV, be forthright with your information and prepared for any follow-ups. r emember, says Daniels, "you're dealing with individuals who've looked at lots and lots of CVs. Their eyes are going to gravitate to that gap right away. Don't let us assume the worst." Your profile and personality will carry significant weight when it comes to whether or not you get the job, but it's your CV that opens doors.

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