| Frequently Asked Questions
- What are the Different Types of Practice?
- What is the difference between a retained
and a contingency recruiting agency?
- What are the responsibilities of the Physician
Recruiter?
- Should a physician recruiter send a CV to
a client without the physician's permission?
- As a physician, I receive many phone calls,
mailings, and view numerous advertised positions on-line and in
medical journals. How do I decide which opportunities to explore?
- I have decided to work with a recruiter
firm for practice opportunities. What can I do to prepare myself
for my initial recruiter phone contact?
- What information should I expect the recruiter
to provide to assist me in deciding whether to set up a phone interview
with a prospective employer?
- How can I maximize my relationship with the
physician recruiter who is representing me?
- What is the difference between an income
guarantee and a salaried position?
- Can you define the following income productivity
definitions?
- I have just accepted my ideal position
and am ready to relocate. What should I do first?
What are the different types of practice?
* ACADEMICS - Your teaching role continues, similar to residency
or fellowship.
* ASSOCIATION - Similar to a partnership, however the business
portion of the practice is separate including expenses, coverage,
and staff.
* HMO - A desirable option for the physician who doesn't wish
to run a practice or be in a private practice multi-specialty group.
* INDUSTRY - This type of position is best suited for the physician
interested in preventative primary care or quality control in a
large industrial environment.
* MULTI-SPECIALTY - You are employed by one business entity,
however you are provided all the aspects of a medical community.
* PARTNERSHIP - A business arrangement where as the new physician,
you attempt to gain equity in the practice and after one to three
years are offered partnership.
* SINGLE-SPECIALTY - One specialty is represented among physicians
who have agreed to be in business together.
* SOLO - The best option for the physician who desires complete
control over his/her practice. Often times the area hospital provides
economic support to aid in setting up practice.
What is the difference between a retained and a contingency
recruiting agency?
With both types of agencies, the client pays the recruiting agency
a fee for a physician to be placed with them. Under the retained
agreement, the client pays the agency an initial "retainer" under
the understanding that an appropriate physician will be placed
with them before a determined date. The remainder of the fee is
usually paid upon the physician's start date. Under the contingency
agreement, half of the fee is typically paid when the physician
signs a contract with the client, the other half is paid upon start
date of the physician.
What are the responsibilities of the Physician Recruiter?
A Physician Recruiter continually works to find the best candidates
for positions available with his/her clients. To accomplish this,
the recruiter is paid a fee by the client to screen and select
from a pool of eligible physician candidates, present the opportunity
to the candidates, introduce the client to the candidate, schedule
interviews, arrange itinerary and travel plans, assist in contract
negotiations, and maintain a relationship with the candidate and
the client during the recruitment process. This process is complete
only when a physician begins practice with the client.
Should a physician recruiter send a CV to a client without
the physician's permission?
The Standard Policy for Radiologistsonly is to never send a CV
to a client without the physician's permission. During our initial
contact with you, we can establish clear guidelines as to what
we expect from each other during the recruitment process.
As a physician, I receive many phone calls, mailings,
and view numerous advertised positions on-line and in medical
journals. How do I decide which opportunities I want to explore?
Find one recruiter that you believe is competent and experienced
enough to help you. Allow him/her to find the ideal opportunity
for you based on the confidential information and practice parameters
that you disclose.
I have decided to work with a recruiting firm for practice
opportunities. What can I do to prepare myself for my initial
recruiter phone contact?
* Determine the geographic region, state, city, etc. you are
willing to practice in. Be as Specific as Possible.
* Determine the Practice Type you are looking for.
* Determine your Acceptable Salary Range.
- Determine your unique needs and any special requirements.
- What is the written offer that you will accept?
What information should I expect the recruiter to provide
to assist me in deciding whether to set up a telephone interview
with a prospective employer?
The physician recruiter should be able to provide you with the
initial information about the prospective employer:
* Where the position located
* The size of the community
* The area climate
* The kind of practice (i.e. solo, multi-specialty)?
* The call coverage?
* Whether the position is a salary or income guarantee
- The compensation and benefits package
- Basic Facts about the Practice and some Practice Statistics.
How can I maximize my relationship with the physician
recruiter who is representing me?
* Try not to work with multiple recruiters at once. Find one,
possibly two recruiters that you believe are competent and knowledgeable
and let them know about each other so efforts are not duplicated.
* Return phone calls promptly. The recruiter needs to be able
to reach you if a client has expressed interest.
* Be honest about your background information and motivation
for job searching. It is best to address any problems before a
site visit or reference check reveals them.
* Notify the recruiter of ANY changes that affect your job search,
if you have accepted a position through other means, or if you
have stopped your search efforts
* Allow the recruiter to handle your negotiation efforts for
you. Be certain to communicate clearly what your requirements are
and be reasonable and realistic in what you are asking for.
What is the difference between an income guaranteed and
a salaried position?
A guarantee is the dollar amount that a hospital will pay in
your first year or two of work. A salary is a fixed amount that
will be paid over a specific time frame. This is addressed further
in our Negotiating the Income/Benefits Package section.
Can you define the following income productivity definitions?
* Gross Productivity - Total charges for all physician provided
services based on the group's fee schedule.
* 3rd Party Adjustments - Physician specific 3rd party adjustments
affecting individual physician's gross productivity (i.e. Medicare,
Medicaid, Blue Shield, HMO's).
* Collectible Productivity - Gross Productivity minus 3rd Party
Adjustment
* % of Total Collectible Productivity - The ratio of individual
physician's collectible productivity to group's total collectible
productivity.
* Physician Draw - % of physician's productivity times a certain
% of cash receipts.
I have just accepted my ideal position and am ready to
relocate. What should I do first?
There many important things that you must do; get an immediate
start and get the ball rolling by obtaining the following:
* State Licensure - can take up to six months for a license to
be issued. It depends on the State.
* DEA Number - can apply for immediately after applying for a
state license
* State Controlled Substance Permit - not needed in all states.
The state licensing board will have the information you need to
obtain this.
* Attorney and Accountant - choose reputable professionals who
have experience working with physicians
* Hospital Privileges - must have credentials before you can
admit and/or work at the hospital
* Professional Affiliations - to keep abreast the recent happenings
in your field, join the local, state and national medical society/specialty
organizations
The electronic mail addresses listed on this web site are for
Radiologistsonly Inc. business only, and are not intended for commercial
use.
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