Generating the right pool of physician candidates for a position is tricky under the best of circumstances. It’s tougher still without a clear understanding of what physicians value.
Fort Washington, Pennsylvania-based M3 Global Research spent 18 months surveying physicians to glean their views about recruiting, onboarding and retention. Here are some of the key takeaways:
- Getting mobile. More than four out of five physicians told M3 they were willing to relocate for their next position, and a majority of those said they were willing to move out of state.
- Getting to the point. Job title and location should be prominent in job postings. Physicians rarely read beyond the headlines in emailed postings unless the headline does something to spark their interest or they are already actively seeking a new job.
- Getting to know you. More than 40 percent of physicians who responded said an orientation program was available at their organization, compared with only 10 percent whose organization provided a formal onboarding program. (Almost half said their organization had neither.)
- Getting retention right. It’s not all about the money, but money matters. More than three out of five respondents ranked bonuses as the most important retention program feature. However, work-life balance was a close second.
For a Vital Curriculum Vitae
Unless you never plan to seek employment outside your current organization, a CV that summons to mind pre-Internet editions of Encyclopaedia Britannica may be, shall we say, suboptimal.
St. Louis-based physician recruitment and staffing firm Kendall & Davis offers hints for constructing a CV that reduces eye glaze among hiring managers:
- And you are ...? It may seem obvious, but your name and all contact information should be front and center.
- Cut, cut again. Brevity multitasks as the soul of both wit and an effective CV. Max out at five pages, but note that you can provide information about research grants, CME, etc., on request.
- Categorically speaking ... A section about your medical education should include detailed information about internships, residencies and fellowships, as well as actual or anticipated completion dates. An employment section should start with your most recent position and note all titles, admitting facilities and contact information.
- Get it right. Inaccurate dates of service or a failure to list all the jobs you’ve held can doom your chance of employment if (read: when) a hiring officer double checks.
- Rules for references. If you list professional references, provide no more than six and limit them to name, title and contact information. Or just state that they are available on request.