PracticeLink Magazine

Summer 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.

Issue link: https://magazine.practicelink.com/i/1121161

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PracticeLink.com Summer 2019 27 Join NH's only Academic Health System DARTMOUTH-HITCHCOCK HEALTH serves patients from across New England through its network of more than 1,500 primary and specialty care physicians. The flagship academic medical center, Dar tmouth- Hitchcock Medical Center, is ranked the #1 hospital in NH by US News & World Repor t. With five hospitals, 24 ambulatory clinics and one visiting nurse and hospice organization, physicians have a wealth of choices in work-settings and lifestyles. Now recruiting for Dermatology, Hospital Medicine, Neurology, OB/GYN, Primary Care, Radiology, General Surgery, Anesthesiology, Otolaryngology Kyle R. Hayman, DASPR Manager, Talent Acquisition kyle.r.hayman@hitchcock.org Learn more at DHProviders.org area. What should I be expecting?" Or: "Compensation is not my top priority; I do not have a specific number in mind, as I am more concerned with finding the best fit." Some variation of that approach ca n help you avoid the risks associated with d i s c l o s i n g a number too early and allow you the opportunity to move forward in the process w h i l e a l s o b u y i n g t i m e to research or d iscover you r a c t u a l w o r t h prior to an offer being extended. How to determine what's an appropriate offer There are a number of ways to research and uncover relevant compensation data to determine market value for your specific specialty. Possessing this data is invaluable after you have received the offer and proceed with the final compensation discussion and contract negotiation. Employers will be much more r e c e p t i v e t o c o m p e n s a t i o n negotiations when you have the data to support your request versus throwing out random numbers. Employers will typically have a range within which they have budgeted for th is position. Possessi ng the market data could help you maximize your position within this range. Employers commonly use compensation surveys from the Medical Group Management Association (MGMA), the American Medical Group Association (AMGA) and Sullivan Cotter, among others, to determine market value for their providers. These are great resources for you to use, too, as part of you r ma rket evaluation. In addition, there is great benefit to going o n m u l t i p l e i n t e r v i e w s and collecting multiple offers. Not only are you then able to ma ke the most informed decision, but you'll also have multiple options to use as part of your negotiations. In short, your leverage and ability to negotiate compensation on the back end is greatly inf luenced by the market data you possess. However, this data/leverage may become insignificant if you fail to approach compensation discussions appropriately from the onset of your search. JEFF HINDS, MHA is president and Justin Mongler is vice president of Premier Physician Agency, LLC (premierphysicianagency.com), a national consulting firm specializing in personalized physician job search and contract assistance. Win! Find your next practice— and enter to win a $500 gift card— at PracticeLink.com/Win. Conversations about compensation expectations or requirements are some of the most difficult (albeit some of the most important) topics to be discussed with a potential employer—and you can bet they'll come up during the interview process

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