PracticeLink Magazine

Spring 2018

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 52 of 91 S PRIN g 2018 53 the J ob S earch issue Be aware of established milestones Depending on your specialty, there may be opportunities at specific times of the year, such as at educational conferences and medical association meetings, to be considered for upcoming openings. Jha, who was looking for a position in academic medicine, discovered after the fact that many academic departments interview graduating residents at the ASA (American Society of Anesthesiologists) annual meeting in October. Looking back, he says he should have started earlier and taken advantage of this interview opportunity. Ask your colleagues if your own specialty's con ference has a si m i la r setup. If so, try to attend. Mason recommends networking through various local and national chapters of your specialty's professional organizations. Take advantage of residency events and physician g roups that prov ide oppor tu n ities for residents to mix and mingle with health care representatives. "Get involved," Mason advises, to get to know attending physicians who can serve as referral sources and connectors to your dream practice. Take a proactive approach Don't hesitate to be proactive. "If there's a place you're interested in, don't be afraid to reach out to the recruiter," Shipton says. "They may know of a future opening coming up." Most in-house physician recruiters serve specific departments, so it's useful to identify which recruiters are responsible for hiring physicians in your specialty at the employers you're targeting. In-house physician recruiters are uniquely qualified to represent the opportunity and community for which they're recruiting, as they are directly employed by the facility. It's their friends and family whom you'll be treating. Another option is to retain the help of an agency or staffing firm in your search. An agency may be able to alert you to jobs at multiple specialties through one point of contact. Liner decided that he needed the support of a professional adviser to help track down a potential employer that would meet all of his criteria. He chose Jeff Hinds, M h A, of Premier Physician Agency in April 2016. Liner worked on a cover letter and updated his C v to be sent out to prospective employers. He then sent out "feeler emails" to about 40 practices that Hinds had identified in cities and towns in Louisiana, Texas, Alabama and Mississippi to see what kind of interest there might be in a doctor with his training and experience. He also checked physician job boards and applied to a few opportunities. Almost immediately, Liner began receiving phone calls in response to his campaign. Although most recruiters said, "We don't have a place for someone with your skill set," they also told him they would keep his materials on file in case something opened up later. Liner then followed up later with those that had expressed an interest to check in. Back-and-forth phone calls from the feeler emails continued for about six months, says Liner. Among the many "we don't have a spot for you" phone calls were six calls from practices that were interested in We wrote the book on the physician job search Wondering when to do what in your job search? PracticeLink wrote the book on it! We've condensed nearly 25 years of expertise about physicians' unique job-search needs into 10 easy-to-follow steps. Download your free copy at

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