Before the Phone Interview
Forward thinking employers don't waste their time or yours these days without an initial telephone interview. If you receive a call at a busy time, be prepared to schedule a later date and time. You will need to set aside 30-45 minutes for the call.

Gather as much information as possible about the prospective employer prior to your first telephone interview. Many of our hospital and clinic employers will send you a “packet” which will contain brochures, annual financial statements, benefits details, and/or videos. If you would like to receive a packet – let your recruiter know. Do look closely at the information you receive.

Also, do not forget to review the information MedHIRE provides on our website opportunity list, especially right before the phone interview. Make sure you visit any links provided in the description!

To aid your preparation, have on hand a copy of your updated curriculum vita and reference contact information. It's so much easier discussing specifics concerning your academic background, medical training, and current clinical competence if you have a CV in front of you.

It's also useful to have handy a note pad, pen and calendar. Should the interviewer wish to talk about possible dates for an on-site visit, be ready to suggest some dates that dovetail with your personal and professional schedules.

Who Will Call Me?
The first person you speak with will usually be an in-house/staff recruiter or office manager. However, it is possible the interviewer will be the senior partner, Director of Marketing, COO, or even the CEO. Do not assume you are speaking to an administrative assistant, as this is never the case! Treat the interviewer with the utmost respect. The interviewer will be screening you to determine whether you are a good match for the practice.

Sell Yourself
Some physicians mistakenly believe that it's not necessary to sell themselves over the phone. Their typical response is: “My credentials speak for themselves.” To a certain extent that is true, but the same could be said of every other candidate being considered for a specific employment opportunity. Being granted a telephone interview means that your credentials have been favorably reviewed, and an employer is interested in discussing career opportunities. However, they need a reason to extend to you more serious consideration as they rate you with comparably qualified candidates. Here is how you can sell yourself sufficiently to give them that reason:

• Inject into the conversation verbal evidence indicating that you have done your homework in researching the employer.
• Mention any ties you may have to the employer's community (e.g., you lived there previously, you have extended family or close friends who live there, you vacation there, etc.)
• Amplify information on your CV that demonstrates special scholastic or professional accomplishments.
• If the employer states that they are especially interested in a candidate with a specific subspecialty, then discuss any training or special interest you have had in that area.
• If the position is for a solo – emphasize your entrepreneurial nature and/or skills. If the position is in a clinic or group practice, then emphasize your ability to work in a team. If the position is for a medical director/chair or department head, emphasize your leadership abilities.
• Provide several illustrations of how you have developed problem-solving skills useful in a clinical setting.
• Discuss a particularly difficult medical case that you were involved in, with successful results.
• Highlight any special abilities: fluency in other languages, exposure to multi-cultural medical practices, and familiarity with Web-based learning resources.
• Be prepared to give the interviewer your salary expectations. This does not have to be an exact number – a range will do. People who play coy when asked about salary are not invited to visit in person. In nine out of ten situations, the salary range is set with a large number of variables in mind including the local job market, Stark II laws and the salaries of other physicians who are already employed with the practice.

In so doing, you will establish yourself as a serious candidate worthy of further consideration.

Questions to Ask About the Position:

• Would you describe the job requirements?
• Does the practice have a physician mentor who can show me the ropes? (optional)
• What is the location of the office where I'd be working?
• How far is it from the hospital?
• Will I be working at satellite clinics?
• How big is the office where I'd work?
• How many physicians would I be working with?
• What is the ratio of support staff to physicians?
• How many physicians are on the call schedule?
• Would I share call with physicians in my specialty only, or are there other specialists in the rotation?
• About how many patients do physicians see per day?
• What is the patient mix?
• What procedures are done in the office?
• What is the compensation plan? (Note: instead of asking for a specific number, ask for a salary range)
• What sorts of benefits does the organization provide?

Questions to Ask About the Group or Organization:

• How would you describe the organization?
• Is it for-profit/non-profit?
• Is the group single-specialty? Multi-specialty? Integrated?
• Is it a hospital-owned practice?
• How large is it?
• How many physicians are employed?
• How many are neurologists/neurosurgeons?
• Are all the physicians board certified?
• How busy is the practice?
• Does the practice use computers?
• What are your plans for further computerization?
• Does the practice own any ancillary facilities?
• How much feedback do physicians receive about their coding and billing practices?
• What can you tell me about the practice's values and culture?
• How is the organization doing financially? (Note: we have observed that some CFO/COO or MBA types do not like to answer this question at this stage, but it is usually not a problem question for an in-house recruiter)
• Are there any plans for major changes in the next five to 10 years?

After the Phone Interview
No matter what you decide, make sure you thank the interviewer for the time and information shared. This minor point of courtesy goes a long way in leaving a favorable lasting impression.

If the interviewer thinks that you seem like a good fit…
The interviewer will either arrange another phone interview with other physicians or administrators involved in the selection process, or will even ask you for dates to set up an on-site interview. This may not happen right away – sometimes the entire group must meet first before moving onto the next step. If you do set up an on-site interview, please notify your recruiter of the dates.

If the interviewer is not sure about you…
The interviewer may still arrange additional phone interviews with other physicians or administrators to gain their opinion. The interviewer may communicate his/her misgivings to your recruiter and ask for additional information about you and/or references.

If the interviewer thinks the position is definitely not for you…
The interviewer may or may not tell you, but will definitely tell your recruiter and will let you know. If a reason was given, your recruiter will share that with you, but be aware that the employer does not always provide the reason.

If you think the position sounds like a good fit…
Do not hesitate to communicate your enthusiasm to the interviewer. Agree to get dates for an on-site interview. Let your recruiter know about the phone interview and any plans for additional phone interviews and/or an on-site interview.

If you are genuinely interested in the opportunity and have been left in limbo (e.g., the interviewer tells you he/she will get back to you), then take the initiative to express your interest. For example, “I'm impressed by what I've learned about the practice opportunity and wish to explore matters further. Would it be possible for me to visit the facility and meet the clinicians working in my specialty?” Phrased as such, your request is direct without putting you in a supplicant position. Even if you are not immediately granted an on-site interview, you have registered your interest and can only hope for the best.

If you are not sure about whether the position is for you…
Suppose the opportunity discussed does not really whet your appetite, so to speak. In a tight job market, it's better to err on the side of caution and give the benefit of the doubt, rather than rule out a good opportunity prematurely. Postpone additional interviews and gather more information. Your recruiter and prospective employers are happy to cooperate if you state that you are interested but have more questions.

If you are more interested in another position, then let your recruiter or the employer know. It helps to tell them where their position ranks in terms of your search (e.g., “Your position is my second choice.”), and the reason you have ranked it lower (e.g., the compensation is not my ideal, etc.), as well as the time frame in which you will make your decision. This prevents frustration with you on the part of the employer, and also serves to allow them to work on ameliorating their opportunity and/or offer. It is to your advantage to give them the information they need to give you a better deal later on.

Finally, consider limiting the number of jobs you interview for. These are expensive to the employer in terms of travel, lodging and meals, and to you in terms of time away from work, home and, for some, family. If you have significant reservations about a position, don't interview for it.

If you think the position is definitely not for you...
If you are absolutely sure this isn't something you could pursue enthusiastically, inform the interviewer that you appreciate learning about the opportunity but feel that it's not the most appealing career option for you at this point in your professional development. That leaves the door open to broach the matter later on, just in case your circumstances and interest factor change significantly.

Whenever it is practical, tell people the truth. If you have already decided against the opportunity, call the employer to tell them. If possible, give a polite, brief summary of why you made this decision. If you prefer not to speak with the interviewer again, then ask your recruiter, to do so for you. Never ever fail to respond to an employer! Even if you feel the opportunity is awful, please do not offend the interviewer with critical remarks or a lack of response to phone calls and/or email. Unbeknownst to you, the interviewer you spoke to may be connected to a large corporation that owns many hospitals, or to other administrators in a sister-hospital network, or may be on very friendly terms with other groups in that region. While you may not be interested in this opportunity, it is possible that you would be interested in other opportunities within their network, and you don't want to give yourself a bad name as discourteous.

Please share any negative feedback with your recruiter so that we can better advise future candidates about the downsides of the position. Also, if you have a friend or colleague who would be interested in this position, please refer him/her to your recruiter. The employer will appreciate your respect and concern for their staffing needs.

On-Site Interviews

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