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career development Articles + Physician JOBS and Opportunities
Unique Opportunities magazine mails bi-monthly to 80,000 targeted physicians in all specialties
.
UO provides an exceptional editorial environment in which physician recruiters can
reach 80,000 targeted physicians.
Unique Opportunities® The Physicians Resource The Magazine for Physician Recruitment
Call 1-800-888-2047. UO Magazine is published by UO Inc. © 2009
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The Politics of International Medicine
I enjoyed your article [MISSIONS OF MERCY, Jan/Feb 2008] on international medicine, but it was missing one key message: our
government's policies are a big reason for the lack of physicians in the
developing world. Our government knowingly funds positions for fewer medical
students and residents than are needed (not to mention nurses and other health
care professionals) to save money, because it knows that the gap will be filled
by doctors from developing countries clamoring to come here to have a better
lifestyle.
This puts an incredible strain on developing countries which already struggle to
fund the training of their own physicians, only to see the US suck them up to
fill its own void. If we really want to provide health care to the developing
world instead of just tourism and adventures, we will make our voice heard as a
profession that we need to train at least enough doctors to meet our own needs,
or even better, an excess to be exported to the developing world (as Cuba
does). This way the physicians from the developing world will be compelled to
stay in their home countries, as there won't be jobs for them here, resulting
in more culturally appropriate care than when we drop in for 2 weeks at a time
here and there.
Dr. Bill Finn
Resident in Internal Medicine and Pediatrics
University of Rochester, NY
_______________
Job Search "Oops": Professionals Weigh In
I am writing in response to the “Oops, Did I Do That?” published in Unique Opportunities Jan/Feb 2008 issue. Although I agree with
most of the suggestions presented to physicians in order to find the best
opportunity, I would like to clarify the “Who’s Who in Recruiting?” section that explains the differences between in-house recruiters and
commissioned search firms.
Most importantly, I think physicians need to understand that both in-house
recruiters
As a retained search firm, we will not accept a search unless we are able to
visit the location. We go through the same process a physician interviewee goes through in order to
understand and discuss the available positions accurately with our candidates.
We tour the hospital, practice and the community and meet with all of the
decision makers and colleagues the new physician will be working with. It is
completely inaccurate to assume firm recruiters do not know the city, the group
or the specialty politics. In many situations, we have found as an outsider
more candid information may be shared. And, if we find out it is a bad practice
opportunity, we will decline the search, therefore eliminating our candidates
from being trapped in an awful situation.
We deal with clients nationwide, which helps provide us with a better
understanding of what works in recruitment. Hospitals will hire agency
recruiters for searches they are unable to handle on their own, but it does not
mean that agency recruiters do not offer good, high paying and competitive jobs
in metropolitan areas. It means they do not have the time or expertise to find the right candidate who
has a good reason to be in the area. Hospitals hire top level search firms to find the best candidates for the job
and to weed out those who are not superlative. Of course, desirable metropolitan locations have physicians knocking on their
door to discuss new opportunities, but do top-notch health systems want every
physician who sends his or her CV? We have clients in major metropolitan areas from San Diego, California to
Boston, Massachusetts and it is
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our job as agency recruiters to only present physicians who are ready to make a
decision. Our firm even provides a full background check and referencing before a
candidate is sent. Through our qualifying process we prevent interviews from
becoming a vacation in these great areas and our clients rely on us to make the
best possible match!
Yes, firms do require a fee for their services. In fact, high-level agency
recruiters may charge fees of $50,000 or greater, not $18,000-24,000 as
referenced in the article. That’s because the quality and up-front work is worth it. I have never heard of a hospital not paying a sign-on bonus or relocation
expenses because a search fee was paid. In fact, our clients pay in the top 75%
because they are only recruiting the top 20% of physicians seeking new
opportunities. It is critical for each and every physician to know he or she
will not make less money if working with a recruiter and may earn more because
as experts in our field we know what is competitive for each specialty and
location.
Ultimately, every recruiter whether in-house, contingency or retained may
operate differently and it is the candidate’s responsibility to determine who he or she likes working with based on
personality, job expectations, family needs, geographic preference and style.
Shannon McKay, Principal,
Adkisson Consultants, Inc
_______________
I greatly enjoyed the article " Oops, Did I Do That?" by Ms. Therese Karsten [Jan/Feb 2008] . It was informative and entertaining.
As I would expect, many of the lessons could be covered by the good manners
that we all should learn in kindergarten. It also gave me a perspective that
most physicians don't get to view. In particular, it was completely new
material learning the organizational differences between in-house recruiting
and independent search firms. I am happy to report that I have always enjoyed
pleasant and professional rapport with recruiters who have contacted me. I am
amazed by how many notices I receive every week now that my name is out there.
Even though the majority of opportunities are outside of the geographic and
practice parameters of my search, they often contain information I can pass on
to an interested colleague. As I continue my job search, the points in the
article will be a great resource.
P.S. I followed the advice in the article and actually used my spell checker on this
email!
LTC Christopher P. Coppola, USAF
Section Chief, Pediatric Surgery
Wilford Hall Medical Center
_______________
Thank you for publishing " Oops, Did I Do That?" [Jan/Feb 2008.] What a well written article on a subject that is long over due to be addressed.
As a long time reader of Unique Opportunities who has worked in Physician
Services (physician relations, recruitment and etc,) for more than twenty
years, this addressed issues that physicians many times overlook.
As a certified medical staff recruiter and a physician services professional who
has completed a fellowship in medical staff development I support Therese's
article. The in-house recruiter's major responsibility is to ensure that the
proper mix of medical and surgical specialists are available to meet the
healthcare needs of the communities that we serve. Our job is to develop and
execute the medical staff development plans of our healthcare delivery systems
in such a manner as to recruit quality physicians to serve our community
through a process that meets industry and "legal" standards. Most in-house
recruiters are part sales person, clinician, lawyer, accountant,
negotiator/mediator, medical practice manager, advertising agent, realtor,
community advocate and match maker. The "stakeholders" that look to us as the
"keys" to their success are truly varied. The in-house recruiters’ candidates/medical staff members bring the revenue that provides the "profit"
for our institutions to be successful, so we can continue our mission. It
should be noted that the in-house recruiter "lives" with his or her
"placements" as opposed to a recruitment firm that moves on to the next
community. Physicians need to understand how vital the interactions with the
in-house recruiters are to their future. Many of us have literally built
medical staffs for our communities. If doctors want to come and build
successful practices many times their first contact, the in-house recruiter,
will be the most vital to their short & long term success.
David Andrick, CMSR/FMSD
Director of Physician Recruitment
Wilson Memorial Hospital, Sidney,Ohio
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||||||||||
|
career development Articles + Physician JOBS and Opportunities
Unique Opportunities magazine mails bi-monthly to 80,000 targeted physicians in all specialties
.
UO provides an exceptional editorial environment in which physician recruiters can
reach 80,000 targeted physicians.
Unique Opportunities® The Physicians Resource The Magazine for Physician Recruitment
Call 1-800-888-2047. UO Magazine is published by UO Inc. © 2009
|