PracticeLink Magazine

SUM 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 42 of 87 Summer 2018 43 the INTERVIEW issue Candidates should also delete photos that are distinctly unflattering, disturbing or sexually suggestive. Ask friends and family not to tag you in any posts that they would not show a prospective boss. I recently saw a female resident whose teenage cousin had tagged her in a string of selfies with zombie and witch filters. The photos weren't scandalous, but they showed tongues out, strange hand gestures and cleavage — the kind of thing a 17-year-old's friends would love. Thankfully, the resident removed the photos within a few days, but even that brief posting could have cost her an interview invitation if a physician interviewer had picked that week to Google her. Bruce Guyant, Director of Provider Growth and Integration for Novant Health in North Carolina, also warns physicians to think twice before posting about their political or social activism. "With my previous hospital system, we had to back away from a candidate who blogged and posted extensively about a particular hot-button issue," he recalls. It was a tough decision. "At the end of the day, though, the CEO could not shake the concern that this physician's Why they said no EMPLOYERS LIKELY WON'T TELL YOU why they're going with a different candidate. But here are a few of the most common reasons a practice might decide you're not a good fit: You have changed jobs more frequently than peers. According to Jackson, most physicians now switch jobs two to four times in their careers. But this hasn't always been the case, and she says some recruitment decision-makers are still not used to seeing several job changes on a CV. She has had to educate her department heads about today's career patterns. You are the same age as most of the partners. The practice might be concerned about having too many physicians at the same career stage. If everyone wants to slow down, drop off call and retire around the same time, a succession- planning crisis looms. Your CV is better than the partners' CVs. They know it, their referring physicians would know it, and they do not want to risk losing their own referrals to the newest recruit. Institutions are unfamiliar. If decision-makers don't recognize your med school or residency and don't know anyone from your program, they don't have confidence your references will be candid. You are not a clone. Every recruiter has a story about a practice that only picks certain candidates. We refer every candidate who meets the EEOC- compliant criteria, but decision-makers do not always pick up the phone. Over time, the recruiter figures out that a group or department only wants to meet candidates just like themselves, right down to the Christian Medical and Dental Association symbol, the all-Midwestern education or the volunteer work on behalf of LGBTQ populations. They learned something from a backchannel source that conflicts with your story. Once a lie is uncovered, an employer is likely to move on rather than bring in a physician they can't trust.

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