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 47 of 83

48 | SUMMER 2014 Maintaining conf dence when job descriptions aren't an exact match N othing can be more disap- pointing than f nding the perfect job in the perfect loca- tion—then discovering that the job description requires a par- ticular skill, qualif cation or cer- tif cation that you lack. Though physician groups and hospital employers hope to f nd an exact match for every position, that rarely happens. "I don't think even in the senior-level positions that I ever found a candidate that f t every unique job qualif cation," says Anson. "I always encourage job applicants to be tenacious; you really have to go after what you want." Of course, physicians right out of residency won't have the clinical experience of those who have been in practice. But Anson still encourages you not to dis- count recent training. "Residents have been exposed to the newest research compared to someone trained 10 years ago," he says. "They know the new elements of the specialty." Ylitalo agrees that lack of expe- rience doesn't necessarily trans- late into being considered a less- desirable candidate. "Those fresh out of residency have enormous strengths, including familiarity with EMRs and new technology, high levels of energy and a very long career potential in a single location," he says. If the job sounds like a good opportunity, inquire to f nd out if your skills are a close enough match. Even if it is a no-go, with a certain level of training and skills, Ylitalo says, "the recruiter, group or practice may know of another opportunity that you did not already know about that might be perfect." RELATED: Ace your interview In the past three jobs that Bai- ley has worked since completing her residency, she found groups and practices willing to teach the skill sets that a young physician might lack, as long as they had the core qualif cations important to the group. At other times, physicians make the short list and then f nd out the position isn't a great f t— but learn something about them- selves in the interview process. "When we interview applicants, we have them get dressed in scrubs and require that they go to several different locations. We want the applicant to see what kind of anesthesiology group it is," Bailey says. "Sometimes it is a great f t, but other times ap- plicants say it just isn't right for them." Considering the profession and the take-charge attitude that most physicians must possess to perform within the medical f eld, it wouldn't be surprising to learn You got this: Interviewing with confidence Continued from page 46 Conduct a confident phone interview More often than not, candidates discover that phone screenings are a prerequisite to face-to-face interviews. A misstep during the phone screening can mean the difference between an open gate to the targeted job interview and a closed door. Whether your next step is a phone or in-person interview, do the following to put your best stethoscope forward. 1. Eliminate distractions prior to phone interviews. You'll feel rushed if you have not set aside at least 10 to 15 minutes for an initial phone screen. 2. Speak to your acquired experience related to the job. Know the job description inside and out and how your experience can be translated to that job. 3. Ask the recruiters questions. Obtain details about the call schedule and inquire as to whether the job is an employed position, revenue-based model or some other type of position. 4. Stay calm instead of rattling off qualifi cations. Recruiters have already seen your CV; that's what got you to the phone screening in the fi rst place. Now is the time to stay calm and let your interpersonal skills shine. 5. Be enthusiastic about the job. Show recruiters that you are excited about the position and want the job. During the in-person interview, physician recruiter Chad Anson says exceptional candidates ask to speak with the CEO or chief medical offi cer. By making that simple request, Anson says, "I know those are the ones that really want to be a part of the practice and build it." ■ Continued on page 50 2 4 3 - S u m 1 4 . i n d d 4 8 243-Sum14.indd 48 6 / 1 3 / 1 4 9 : 2 2 A M 6/13/14 9:22 AM

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