Career and Life Planning Guidebook for Medical Residents

Communication: Candidates who communicate and connect with each interview team member will position themselves apart from those who do not. Remember, most employers hire by team consensus and meeting up to a dozen people on an interview is not uncommon. Authenticity: Candidates who are down-to-earth- sincere, authentic, warm and kind- are the candidates an employer envisions as part of their medical staff, their community, and as a physician to whom patients are drawn. Compensation: Employers are often turned off by candidates who focus on compensation during a first interview. Some employers will review the compensation details and others will not. If the employer brings up compensation, you are welcome to ask questions, otherwise, wait to discuss compensation until you speak with the employer during the interview follow-up. Asking for the job: Candidates who use the onsite interview to confirm that they want the job can facilitate an offer by confirming their interest and asking the employer what the next steps are. Great references can make all the difference: The better the job, the more professional the organization, the stiffer the competition, the more likely that your referenceswill be contacted. If you’re being screened by a physician recruiter, prepare your references for a phone call with thorough feedback elicited. Be careful whom you ask to sing your praises; that “ideal” person might do more harm than good. (6) R E A D : Understanding the Lay of the Interviewing Land The interview process represents an interesting dynamic: a two-way street that combines the desires of two parties (physician candidate and employer) to ultimately achieve a win-win outcome (the best fit). Your desire is to find a job and organization that meets your needs and expectations, whereas the employer is looking foraphysicianwhofits their job requirements and the culture of the organization while contributing to the bottom line in a positive manner. Both parties find themselves on a “FACT-FINDING MISSION” during the interview process. By the end, both parties should feel confident to make a final decision (to hire/accept). On the flip side, one or both parties may determine that this is not be the best fit after all. It’s fine to come to this conclusion; if you do, address the situation and move on. Be prepared to communicate who you are, what you value, and what you bring to the table. The Interview 251 WWW.PHYSICIANCAREERPLANNING.COM