Physician Job Search Playbook

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Welcome to your physician job search. Whether this is your first job search or one of several during your career, the Physician Job Search Playbook offers a comprehensive, structured approach to ensure your next position meets your most important professional and personal priorities. Enclosed is everything you need to launch a successful search, including:

  • Preparing for Physician Job Search Success
  • Elements of a Great CV and Cover Letter
  • Working with Physician Recruiters
  • How to Conduct a Smart Job Search
  • Interviewing Best Practices
  • Maximizing the On-site Interview and Community Tour
  • Navigating the Job Offer
  • Conducting Your Own Due Diligence
  • Physician Contract Negotiations
  • Compensation Considerations

 

Jackson-Physician-Search-2021-job-search-playbook

 

Try Our Interactive Physician Salary Calculator

Today’s physician compensation models are like the healthcare industry: highly dynamic and increasingly complicated. Many doctors find it challenging to assess how the compensation package will align with their personal and professional priorities. Try our salary calculator to:

  • Easily access customized physician compensation data
  • Drill down by specialty, state, and type of location
  • Get instant results and have your report emailed to you

3 Ways JPS Recruiters Simplify Your Job Search

  • Nationwide Reach. We open doors to opportunities across town or across the country.
  • Insider Access. We have established relationships with administrators and in-house recruiters. We even know about job opportunities before they’ve been made public.
  • Save Time. We review your CV, prep you for interviews, and guide you through contract negotiation.

Parting Words of Wisdom from the Expert Recruiters at Jackson Physician Search:

  • Do your homework
  • Trust your heart
  • Include your family
  • Be a smart negotiator
  • All relationships take work
  • Every location has positives and negatives

The team of experienced physician recruiters at Jackson Physician Search wishes you the best on your physician job search journey and will be there with you every step of the way. If you’re ready to pursue a new physician job opportunity, reach out to Jackson Physician Search.

 

Thriving in the First 90 Days: Seven Tips for Physician Job Success

To set yourself up for success in this fresh chapter of your personal and professional life, check out these seven tips every physician should put into practice in the first 90 days of a new role…

Five Ways Professional Coaching Helps Physicians Turn New Jobs into Long-Term Success

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Start Your Job Search

Click the Search Jobs button to browse our current openings.

Thriving in the First 90 Days: Seven Tips for Physician Job Success

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There is a lot at stake in the first 90 days of any new physician job. Not only are you taking on a new professional opportunity, but you’re also likely navigating a relocation. Uprooting your family to a new community can add a layer of stress to what otherwise is an exciting time in your physician career.

When your first day arrives, you’ll be introduced to a new workplace culture, a roster of patients, your leadership team, fellow physicians and providers, and more. To set yourself up for success in this fresh chapter of your personal and professional life, check out these seven tips every physician should put into practice in the first 90 days of a new role.

1. Maintain a Focus on Learning and Growth

Yes, you spent many years in medical school studying and working impossibly long hours throughout your residency, but you still have a great deal to learn. Approach this opportunity with the intention of absorbing as much information as possible by nurturing a growth mindset. Not only will you improve your physician skills, but you’re also more likely to experience increased motivation and a higher likelihood of enjoying your new job.

2. Develop Strategies to Help Manage Your Workload and Stave Off Feelings of Physician Burnout

Like any new job, you will be very busy in the first 90 days as you navigate everything from learning protocols and responsibilities to remembering your colleagues’ names. During this time, nothing can be more detrimental to your success and efficiency than being disorganized.

Sure, chaos at times is normal and expected, but how you handle that chaos will be what sets you apart. From day one, find ways to stay organized and efficiently manage your time. This process looks different for everyone, but a great place to start when it comes to managing your workload is to write out goals and to-do’s for yourself, categorizing them as either short-, immediate-, or long-term. By doing this, you’ll have a tangible list to tackle that you’re able to cross off as you go.

Setting goals also helps you to own your schedule, which is critical to minimizing the risk of burnout. When physicians are asked what is contributing to their chaotic schedules, many cite the amount of clerical work and documentation that they are required to perform. If you find that your day just gets away from you, document your activities for a few days. Once you have determined where the time drag is coming from, you can work on a resolution. Your career as a physician means that you are a natural problem solver, and your time is an issue to be solved, not ignored.

3. Earn the Trust of Your Patients

Don’t underestimate the power and benefit of earning the trust and respect of your patients. A key element of success in your first 90 days is laying down the groundwork to foster a healthy, beneficial rapport with the community you care for. As a physician, people are coming to you in some of the most vulnerable moments of their lives. That’s why you must ensure they have a healthcare provider who will advocate for them, help reduce their anxiety, and empower them to make the best decisions regarding their health.

In doing this, you’ll reap the benefits of building an excellent reputation, earning top patient satisfaction scores, increasing patient retention, and having the ability to provide them with the best possible care.

Here are a few tips for building trust from the beginning, according to Pharmaceutical Journal’s Maria Allinson and Betty Char:

  • Demonstrate active listening without interruption to ensure patients feel their concerns are heard and considered.
  • Practice using effective communication skills – both verbal and non-verbal – so your patients feel respected and empathized with when receiving information that may be difficult to hear.
  • Identify areas where you may need additional training, and don’t be afraid to seek out guidance or advice when you don’t know an answer.
  • Act with honesty and integrity, always making decisions with the patient’s best interest in mind.

4. Build Strong Relationships With Your Colleagues

In a high-stress professional environment, the ability to trust the people you work with and having them reciprocate that trust is a vital component of succeeding in your new role. When there is mutual understanding and respect among a team, you can expect higher rates of engagement, an alignment of goals, and an increase in motivation. So, from the beginning, it is in your best interest to build a strong foundation and put forth the effort to get to know each of your new team members.

Viewing your new role as one contributing part of a greater goal helps to create a more collaborative environment where everyone feels as though their hard work matters. You must respect the idea that every team member is essential and that you can’t be successful without their collective contributions.

It is just as important to also get to know your fellow physicians and work on building those relationships, as well. You will find that you need a strong support system to get you acclimated in your first 90 days, and your physician colleagues play an essential role in that. Having others who understand what you are going through and can be relied upon is a key ingredient to your success and fulfillment as a physician.

5. Make the Most of Your Physician Orientation

According to a recent survey, one in three physicians receive no formal orientation upon joining their employer – a huge issue that unnecessarily leaves many struggling to get acclimated in the first few months of their employment, which can lead to early physician turnover. A formal orientation helps to set expectations, explain policies and procedures, and assists physicians in assimilating socially with their staff.

If your new organization offers a formal orientation, you must take advantage of every aspect of it by writing detailed notes, asking thoughtful questions, and understanding the goals you need to meet to be successful.

However, if you find yourself as the one in three with little direction at the beginning, download your own onboarding checklist and communicate with your superiors to ensure everything from credentialing to setting up patient communications is handled properly. You’ll be glad you took matters into your own hands.

6. Practice Self-care

The first 90 days of any new physician job are bound to be challenging, stressful, and overwhelming. It is of the utmost importance to practice self-care and tend to your mental health, so you can be at the top of your game to avoid burnout and create a healthy level of work/life balance.

Practicing self-care looks different for everyone, so it’s important to find ways that help you de-stress and recuperate each day. When you have downtime, seek out activities that allow your mind to focus on things other than work, such as taking an evening walk with your family, reading a book before bed instead of scrolling on your phone, or doing a guided meditation.

Another important aspect of practicing self-care is getting an ample amount of sleep each night. After enduring long hours on your feet from school and residency, you may have to re-learn how to sleep, since you’ve likely become accustomed to not getting much rest on a day-to-day basis. Try creating and sticking to a routine that ensures at least 8 hours of sleep a night.

Remember: the better you take care of yourself, the better you can take care of your patients.

7. Seek Out a Mentor or Professional Coach

One of the most important things you can do in the first 90 days of your new role is finding a mentor or professional coach. Whether that is someone you formed a relationship with during your training or an experienced colleague at your new workplace, a trusted advisor can be invaluable to new physicians.

A professional coach or mentor has a leg up on things you may not know, as well as things you don’t know, you don’t know.

Having someone who understands what you are experiencing can help you overcome any anxiety you may be feeling in the beginning. A mentor can also help you develop the habits and systems you will need for long-term success. Plus, they can also be a sounding board during difficult times.

You have done an incredible amount of work to get where you are today, but it is just the beginning. The first 90 days in your new position can be used to develop the foundation that assures a long and prosperous career. Don’t underestimate the value of cultivating successful habits – without them, bad habits tend to take their place.

If you’re ready to pursue a new physician job opportunity, reach out to the physician recruitment professionals at Jackson Physician Search.

 

Take Charge of Your Career as a Physician

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Physician Compensation: Ask the Right Questions at the Right Time

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When considering a new physician job opportunity, it’s natural to be curious about the physician compensation package. With location, practicing setting, and compensation among the top concerns for many physicians, it’s tempting to ask for details early.

As a best practice, we recommend that you resist the urge to bring up the physician compensation conversation until your on-site interview, often the time when you and your potential employer have the opportunity to establish strong, mutual interest. Discussing compensation is a strong indicator that you’re interested in the position. Asking too early could leave employers feeling that compensation is your most important consideration, when in reality, finding a position that matches your personal and professional goals is priority.

Knowing what to ask regarding the compensation model is just as important as knowing when to ask. Your physician recruiter will likely give you a high-level overview of the compensation package, but compensation models can be complicated and confusing. Understanding the specific physician compensation model being used by the hiring organization will give you a much more realistic view of your total earning potential, and it will enable you to negotiate a package that is fair and aligned with your priorities.

Next time you find yourself seriously evaluating a job opportunity, consider the points below regarding physician compensation:

Structure

  • Ask how the model works. Specifically, find out what production, quality, and patient satisfaction metrics you must achieve to earn an incentive bonus.
  • Factor in the value of benefits, such as health insurance, PTO, CME allowance, disability and life insurance, retirement benefits, dues and subscriptions, licensure fees, and other reimbursable expenses.
  • Understand the payor mix, which is important if your compensation will be based on charges, collections, or revenue.
  • Malpractice insurance is expensive, so explore that topic, too. Employment agreements should state whether coverage is provided and who is paying for it.

Incentives

  • Ask about first-year incentives, such as signing bonuses, student loan repayments, and reimbursement for relocation, licensing, and board certification.
  • Find out if there are bonuses related to achieving retention milestones or if ownership shares are an option down the road.
  • You may also be compensated with an hourly or daily stipend for taking call or serving in a medical director capacity.

Transparency

  • Your prospective employer should be able to explain how the compensation models work and provide a worst and best-case scenario for your first and subsequent years.
  • It is “fair game” to ask to review the practice’s financials. You may also ask how much current physicians are making and how long it took them to ramp-up to that level.
  • To ensure clear expectations, decisions related to compensation and benefits should be written into your employment agreement.

How Location Affects Physician Compensation

Geographic region and market size significantly influence compensation and how far your income will stretch. Adjust for the cost of living in dollars and assess the location with your lifestyle expectations in mind. Work schedules, after-hours activities, vacation coverage, and weekend shifts influence work/life balance. It’s important to know what a future employer expects, and how they assist physicians in managing stress, avoiding burnout, and cultivating career satisfaction.

With all of the complicating factors contributing to compensation, physicians must do their homework to determine which opportunity offers a fair package, a satisfying work environment, a strong cultural fit with the organization, and a happy life outside of work.

Physicians who are ready to find their best, next opportunity should turn to a trusted leader in physician recruitment and placement, Jackson Physician Search. Our team of experienced healthcare industry professionals has the network and tools to help you take your physician career to the next level. Contact us today and learn how.

Reputable Physician Compensation Data Sources

Physician compensation data can be derived from various sources, some being more accurate and reliable than others. Overwhelmingly, compensation data found through MGMA is considered the “gold standard” as a data source. Many healthcare administrators utilize the information published by MGMA as their benchmark for compensation data.

It is wise to pay attention to other sources for a complete picture, including the annual surveys conducted by American Medical Group Association (AMGA). To focus on compensation for a specific metro area or location, it is helpful to cross-reference salary data found at Doximity.com. Be aware that the data found at Doximity is self-reported and may or may not include benefits. Regardless, it can be useful in determining what you might expect in an offer within specific localities.

Five Resources for Physician Salary Data

Some of the resources listed above require you to purchase the data, while others are published free of charge. Another great tool is the Jackson Physician Search Salary Calculator, found here.

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Physician Job Search Tips: Six Red Flags to Watch Out for During the Interview

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Dr. T shook the hospital administrator’s hand at the end of the interview. It went well, she thought. She spoke eloquently, gave thorough answers, and asked good questions too. However, something felt off. Her interviewer revealed that the opening was a result of a physician departure – after only six months in the job.

She’d been assured the situation was unusual, however, when she asked about the longest-tenured physician in the department, her interviewer had appeared almost embarrassed to admit the most senior member had been there just three years. It was a little concerning, and yet, the location and compensation were exactly what she was hoping for coming out of residency. And, the people she met spoke positively about the organization, giving her the impression that she would fit well with the organizational culture. Still, she said thank you once more and left the office, trying to shake off the nagging feeling in her stomach.

Should Dr. T take the job? Possibly. After all, what is a red flag to one candidate may look like an opportunity to another. However, if she’s working with a good physician recruitment firm, her recruiter will advise her to explore that nagging feeling. Perhaps there is a reasonable explanation for the turnover in the department, but she should seek to find out more through a series of open-ended questions before accepting an offer and signing a contract.

Most assume the high demand for physicians gives them the upper hand in the physician job market, and in some circumstances, it does. However, all too often, physicians excitedly accept positions without taking time to fully understand the red flags indicating the position may not be an ideal fit for their unique professional and personal goals.

As a result, approximately half of physicians coming out of residency spend less than five years in their first job, and half of those walk away in just two years. These physicians either change their minds about what they wanted, find themselves in a job that didn’t turn out as expected, or simply realize that they aren’t a match with the culture. While the former scenario is tougher to plan for, the latter two can often be avoided if physician candidates pay attention to the following red flags during the physician interview process.

1. High Turnover

If no one in the department or at the practice has been in the job for more than a few years, you need to find out why. High turnover may be a sign of a less-than-ideal work environment possibly due to weaknesses in the culture, little work-life balance, or a poor compensation model. Ask questions of other physicians in the group. Be direct about your desire to understand the limited tenure. Perhaps the productivity model was restructured in a way that benefited newer physicians, and the older physicians chose to leave rather than adapt. Maybe the environment in the department was toxic, and the newer physicians are a result of hospital leadership hitting the reset button. There could be several reasonable explanations for the limited tenure. Ask enough questions to fully understand.

2. Negativity

How do the interviewers talk about other physicians in the group? What is their tone when referring to office support staff and the patient population? While every practice or department will have its issues, if your interviewer overtly complains about colleagues or discusses challenges in a way that places the blame on other physicians (past or current), you should take pause.

3. Productivity Imbalances

For most physicians, some part of their compensation is based on productivity, so what does productivity look like in the practice or group you are considering? Dr. Eve Shvidler, writing for KevinMD, says that if one or two physicians stand out as top producers in a large practice, it could be a sign that new patients and referrals aren’t distributed fairly.

4. Insufficient Technology

Does the group own or have access to the latest technology? The American Medical Association emphasizes the importance of technology in measuring and improving quality and cost performance. From Electronic Medical Record systems to telehealth tech to IT support, if your employer cannot provide access, it could be that much harder for you to succeed in an increasingly digital world.

5. Unclear Terms

Whatever the issue at hand – from on-call coverage to partner buy-in terms to the non-compete clause – if the terms in the contract are unclear (or not addressed), you should be concerned that the gray area does not benefit you. Keep asking questions until you have a clear understanding of the contract. A reputable physician recruitment firm can assist you.

6. Vague Answers

Many of the red flags we’ve listed here aren’t necessarily signs to stop the process altogether, however, they do indicate that you should ask more questions. In some cases, there will be extenuating circumstances to consider or some other explanation you can accept. However, if your questions are consistently passed over, or you receive vague answers, it may be time to pursue other opportunities that more closely align with your goals.

While some of these red flags are more obvious than others, in most cases, physicians will sense something is off, even if they can’t pinpoint exactly which “flag” it is. In our opening scenario, Dr. T knew the answers she received regarding department turnover weren’t ideal, but instead of exploring the issue with others in the department, she waived away the feeling of uncertainty and focused on the positives.

However, if she was working with a good physician recruitment firm, her recruiter would make sure she had all the facts before making a decision. One of the most important objectives of a physician recruiter is to facilitate a long-term, cultural match between a candidate and an employer, so recruiters will be eager to help you find the right fit.

A physician recruiter can make all the difference in your physician job search. Top physician recruitment firms like Jackson Physician Search not only have access to physician jobs nationwide, but they also have inside information on the employers they work with, so they can help you find answers while guiding you through the physician interview process. Contact us today or search open physician jobs now.

The Right Recruiter Can Make Your Physician Job Search Stress-Free

Partnering with a well-respected and well-connected physician recruiter can increase your exposure and guide you through the entire process…

Completing Your Medical Residency in 2022? It’s Time to Start Your Physician Job Search.

While we hope you celebrate your upcoming completion of medical residency, now is the time to start your physician job search…

Start Your Job Search

Click the Search Jobs button to browse our current openings.

Completing Your Medical Residency in 2022? It’s Time to Start Your Physician Job Search.

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Disney’s iconic 1987 Super Bowl campaign, “What are you going to do next? I’m going to Disney World!” is forever etched into pop culture. It represents a well-deserved celebration of victory that could only come after a lifetime of hard work, perseverance, and sacrifice. While your training as a physician is obviously different than that of a pro-football player, there’s no doubt it required the same level of dedication, talent, and heart. And, while we hope you can celebrate your upcoming completion of medical residency with a getaway, now is the time to start your physician job search.

The Physician Job Market is Bright

MGMA recently asked healthcare administrators about their plans to hire for new physician positions in 2021. An overwhelming 72% confirmed that they do, in fact, plan to hire. Of those, the specialties that are most in-demand include: Family Medicine, OB/GYN, Orthopedics, Internal Medicine, and Pediatrics. Considering how the pandemic affected the physician job market over the past year, this is welcomed news for residents starting their first job search.

Another factor contributing to a bustling job market includes the projected wave of upcoming physician retirements, including those that were expedited by the pandemic. The AAMC noted last year that more than two out of five physicians are approaching age 65 within the next decade and will soon leave their profession behind. With the strain of the pandemic, MGMA also polled healthcare practices to learn how many had experienced an unexpected retirement this past year. Results showed that 28% reported losing a doctor to an unplanned retirement, with nearly half of those related to the pandemic. Retirements are creating additional vacancies that residents will have access to.

Late in 2020, Jackson Physician Search surveyed physicians and found 54% said COVID-19 changed their employment plans. Of those, more than half are seriously considering leaving their current employer for another. In addition to physician burnout and low engagement contributing to this potential increase in physician turnover, some have discovered that their job didn’t turn out to be what they imagined.

Avoid the Curse of the First Job

Estimates show that more than half of new physicians leave their first job within five years, and more than half of that group walk away within two years. Those who wait to start their job search too often find that the best positions go quickly, and they’re left to accept jobs that aren’t the right clinical or cultural fit for them.

Getting ahead of the physician job search curve will position you to secure a fulfilling practice opportunity, one where you fit, will succeed, and will want to stay. Ideally, you should start your search 12 (or more) months before your training is complete. It may seem like an eternity, but this timeline is typical:

  • Months 1-3: Review the overwhelming information available, talk to recruiters, network with colleagues and mentors, apply to jobs, and settle on a handful of opportunities and locations to explore.
  • Months 4-5: Participate in on-site physician interviews and possible second interviews to meet the hiring physician, prospective colleagues, practice or hospital administrators, and human resources staff. Take ample time to conduct a community tour as well.
  • Months 6-8: Receive, consider, and negotiate offer letters and preliminary contracts. Whether it’s a large health system with layers of bureaucracy, or a small practice with fewer resources to keep the process moving, it can take considerable time to finalize the employment contract.
  • Months 9-12+: Several months are often required to get through the licensing and credentialing process. This timeline varies widely depending on the state, hiring entity, and practice site, but it’s not uncommon to push back a start date because of holdups in licensing and credentialing. If you’re relocating for your position, you’ll need time to move as well.

Friendly Reminder: This Isn’t Real Estate and Location Isn’t Everything

One common mistake that newly trained doctors make is to focus their job search on a particular location. Interestingly, more than 55% of residents practice medicine in the same state in which they completed their training according to the AAMC. In some cases, physicians insist on a certain location to be near family and the community where they grew up, rather than focusing on finding the practice setting and culture that offers the best fit.

That narrow of an approach could force you into a job you don’t love. We surveyed physicians and found that when “location” was the top priority in their first job search, they were more likely to leave within five years than those applicants who had chosen “quality” as the top priority. And, who knows? A rural practice opportunity could be the perfect fit for you.

Finding Physician Jobs

In our digital world, there are a myriad of tools available to help you find job opportunities for which you’d like to apply. Let’s explore.

Leverage Social Media

  • Doximity – If you only passively use physician-centric sites like Doximity, it is time to increase your activity. Reach out to colleagues and ask them to provide recommendations. Take advantage of everything that is available on the site, including the careers section and job board.
  • LinkedIn – While not dedicated to physicians, LinkedIn is a site for professionals, including executives, administrators, and others who can aid in your job search. There are also more than 2,000+ “groups” dedicated to physicians and various medical specialties. Find a few that relate to your specialty and start making connections. Many positions are also posted on LinkedIn, so be sure to check the job board.

Visit Online Job Boards

Make it a habit to check online job boards for the latest postings and set up alerts to be notified when something relevant is posted, including:

Network, Network, Network

  • Update your social media pages and post relevant content frequently.
  • Join your medical association chapters at the state and local level and attend networking events and conferences.
  • Subscribe to industry trade journals and take advantage of publishing opportunities.
  • Watch for networking and social events hosted by hospitals and healthcare organizations.
  • Attend career fairs sponsored by associations and healthcare systems.
  • Inform your personal and professional network that you are actively searching, as an unlikely connection is often the key to a new opportunity.

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Start Your Job Search

Click the Search Jobs button to browse our current openings.

The Five Most Important Components of Your Physician CV

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Whether you are actively seeking a new physician job opportunity or simply keeping your eyes open if the right one comes along, never under-estimate the importance of your physician CV or curriculum vitae. In fact, it may be the most important factor to get you out from the screening pile and into the initial phone interview.

Often, when an exciting job opportunity crops up unexpectedly, you are left scrambling to update your physician CV or physician resume. Don’t fall into that trap, because it may lead to sloppiness. Below are the essential components and tips to make sure your CV gets noticed.

The Five Most Critical Elements of Your Physician CV

Your CV serves as an introduction to who you are, how you got there, and what you have been doing. And, it should flow accordingly.

  1. Contact Information. At the top in big, bold letters, include your name, address, phone number, and email address. This information is important, so make sure it stands out from the page.
  2. Education and Qualifications. This section is where you highlight how you got to where you are today. Include your years of study and where it occurred. Start with the most recent and work backward chronologically. Include special qualifications or distinctions you may have earned during your studies.
  3. Employment History. Next, explain how you have been using your education. Include dates and relevant places of employment. Unless it directly ties to the job you are interested in, there is no need to mention your years as a server while you worked your way through medical school.
  4. Clinical Experience. Here, you will want to add the clinical experiences you have had. Include dates and locations, and briefly state the knowledge you have gained.
  5. Certifications and Licensure. This is an opportunity to share classes, workshops, and other continuing education that led to certification. Identify your licensure followed by any certifications earned in chronological order.

“I have often seen clients turn away candidates due to sloppy, inconsistent, and incomplete work on their CV. Address any significant gaps in training/work if appropriate, include relevant dates of employment, spell/grammar/format check, and keep it pertinent.” – Tara Osseck, Regional Vice President of Recruiting

Nice to Haves

Other sections you can add, include:

  • Honors and awards
  • Personal interests (as a means to provide insight into you as a person)
  • Published articles
  • Teaching experience

The Do’s and Don’ts

There are many potential pitfalls and potholes that can get in the way of landing your perfect physician job. Here is a list of do’s and don’ts when it comes to your physician CV.

Always Do These Things

  • Be Grammatically Correct. Proofread your CV to make sure you catch any potential spelling or grammatical errors. Taking the time to create a clean, accurate CV shows a level of detail that is vital to being a successful physician. Having a friend or relative proof your CV is highly recommended.
  • Be Concise. Another common mistake is thinking that volume equals impressive. In many cases, the individual reviewing your CV will never make it past the third page. By keeping your information brief and relevant, you are maintaining the reader’s interest.
  • Be Yourself. Find ways to demonstrate your personality. When hiring, administrators are looking for qualified candidates who are also a good fit for their organizational culture. For example, sharing details about charitable work provides them with a glimpse of you, the person, not just the physician.

Avoid These Pitfalls

  • Each job opportunity is unique, which means your CV should not be a boilerplate for every position that shows up in your email. Avoid sending off the same CV for every physician vacancy. Instead, find ways to tailor your information to the position and remove information that isn’t relevant.
  • We have already mentioned brevity, and one way to do that is to avoid listing every single article you have ever published. While it is important to highlight your credentials, it is also possible to take it too far. A better idea is to create a personal web page with all of the details you want to share, and simply provide the link to that page. If the employer is interested, your page will be visited at the appropriate time.

Just like your eyes are the window to your soul, your CV is a window to you as a physician. Taking the time to keep your information current and accurate, while tailoring your experiences to the requirements of the job posting will go a long way to secure your place outside of the screening pile, or worse, the circular file.

Jackson Physician Search has a team of healthcare industry professionals who can help guide you toward finding the perfect job opportunity. Our physician recruitment team has a nationwide network and unique industry insights to help you discover your next career opportunity. Contact our team today and learn how we can make a difference in your career.

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Infographic Guide: Four Steps to Advance Your Physician Career

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Start Your Job Search

Click the Search Jobs button to browse our current openings.

[Infographic Guide] Four Steps to Advance Your Physician Career

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If you’re looking to take your career to the next level and want to be in the best position to achieve your goals, learn four helpful steps to advance your physician career.

 

4 Steps to Advance Your Physician Career:

1. Build Your Professional Network

  • Join associations like the American Medical Association or the Medical Group Management Association
  • Get involved by actively networking at conferences and serving on committees within your facility and professional associations
  • Develop relationships with physician recruiters

2. Boost Your Digital Footprint

  • Keep your social media profiles up to date
  • Check the privacy settings on your accounts
  • Don’t rely on a single source for your online professional presence

3. Seek Professional Publication

  • Be original
  • Be cost-conscious
  • Be a rule follower
  • Be persistent

4. Serve Your Community

  • Volunteer for local causes in your community and within the healthcare industry
  • Consider medical mission trips
  • Mentor medical students, residents, and newer physicians

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Primary Care Slated for Potential Boost in 2021 Physician Compensation

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The Covid-19 pandemic of 2020 has proven to be the ultimate test of the strength and resilience of the American healthcare system, and the backbone of highly skilled physicians and clinicians upon which it is based. And when it comes to physician compensation, the challenges created by the pandemic may have many physicians wondering what to expect in 2021, when the global and local impact of the pandemic hopefully begins to wane. The social distancing, quarantining and telehealth precautions and procedures adopted almost instantaneously, nationwide, in March of 2020, meant that elective surgeries came to a standstill and office visits dwindled to a trickle.

As a result, American healthcare systems saw furloughs, layoffs and staff reductions to an extent we couldn’t have predicted. According to the American Hospital Association, health systems and facilities in the U.S. lost more than $200 billion in the first quarter of 2020; MGMA research suggests that physician-practice income fell by as much as 55%, as clinics closed or patients chose to delay their visits.

The pandemic has surfaced questions about the efficacy of some of the existing compensation models and their ability to react to major systemic disruptions, while still providing physicians with the income they have come to depend on.

Major Issues in Primary Care

Primary care providers – family medicine, internal medicine, pediatrics, and OB/GYN – were hit hard by 2020’s first round of clinic closures and service disruptions, especially those operating on a fee-for-service schedule.

A study conducted by Healthaffairs.org suggests that over the course of the year, primary care practices are expected to lose almost $68,000 in gross revenue, per provider, due to pandemic issues – leading to total systemic losses of more than $15 billion. And the number could be double that, they say, if CMS policies fast-tracking payment for telemedicine are only a short-lived fix.

Adding to the issues is the reality that primary care continues to experience a shortage of qualified physicians, for a variety of reasons. Even at the medical school level, some students are actively steered away from pursuing a career in primary care as medical specialists can and do, on average, earn twice as much as their primary care counterparts. And given the huge burden created by medical student loan debt, which has come to exceed $200,000 per physician on average, the incentive to pursue primary care after medical school has dwindled considerably.

According to Kaiser Health News, of 8,116 internal medicine residency positions offered to graduates in 2019, only 41.5% were filled by American medical students – and many of those may elect to ultimately pursue a fellowship in another specialty. As a result, the American Association of Medical Colleges predicts a shortage of 21,400 to 55,200 primary care practitioners by the year 2033.

CMS Proposes Long-due Changes that Increase Reimbursement for Primary Care

One particularly bright spot has appeared that might help to ease the financial burdens and ultimately entice more physicians to choose primary care. The 2021 Centers for Medicare and Medicaid Services Physician Fee Schedule, set to be finalized December 1 and put into effect in 2021, proposes an array of changes aimed at addressing primary care issues, including higher reimbursement rates for evaluation and management (E/M) services such as office visits and care management services, as well as a renewed emphasis on telehealth procedures.

Primary care procedures and treatments ranging from electronic home visits to outpatient or prolonged virtual office visits have all been permanently added to Medicare’s lists; rest home visits, emergency visits and even psychological testing are also covered during the duration of the Covid-19 public health emergency.

Further, streamlined EMR documentation requirements for primary care doctors also mean more face-to-face time with Medicare-covered patients, lightening the bureaucratic burden and upping patient numbers. According to the American Association of Family Physicians, the increase in total allowed charges for primary care doctors is now slated for 13%. Given that Medicare spending grew by 6.4% in 2018 to $750.2 billion and Medicaid also grew by 3.0% to $597.4 billion – some 37% of national health expenditures in the entire country – the CMS changes represent a significant reinvestment in primary care.

Admittedly, other specialty areas are less enthused by the CMS’s proposed changes in priority. In order to pay primary care providers more, cuts in payments to surgery and other specialists have been made, in an effort to maintain budget neutrality. The proposed ruling calls for a 9% cut to cardiac surgery, 7% to vascular surgery, 7% for general surgery and 6% to ophthalmology procedures, versus 2020 rates.

Organizations such as the American Medical Association are urging the CMS to treat all physicians fairly, and are upset that radiologists, pathologists and anesthesiologists could be impacted by the realignment of fees, with further delays in treatment, compounding the disruptions caused by the pandemic.

Other Compensation Trends in 2021

With so many specialists facing the reality of lower incomes in 2020 as a result of lower patient volumes, both physicians and facilities have also used this year’s rollercoaster ride to reexamine the fee-for-service model. According to the National Law Review, the long-term fallout of the Covid-19 pandemic is likely to prompt a greater move toward value-based metrics as part of physician compensation.

“The new approach to physician compensation will mimic what we have seen in recent Medicare models, such as accountable care organizations. Outcomes-based, quality-based and population-based compensation arrangements will become more common,” the magazine notes.

Other Financial Benefits and Perks are on the Table

Primary care physicians looking for a new practice opportunity should also keep in mind that salary is just one component of a larger compensation package, as employers look to remain competitive and build long-term relationships to encourage physician retention.

Add-on features ranging from student loan forgiveness and housing allowances to sign-on bonuses are now part of the perks offered to help attract and retain the right physician candidates. Low-interest loans, deferred compensation, personal financial advisors or even time for sabbaticals and research projects are all on the table, as healthcare employers seek to build a happier and more productive workplace for their physician employees.

The Only Thing That is Certain is Change

 2020 has definitely been a challenging year, in so many different ways. Doctors are not only saving the world, quite literally, but many are making less money as a result of the pandemic, and working incredibly long, stressful hours. At the end of the day, you have to decide what you want for yourself and your family. Does that require a relocation to be closer to loved ones? A move away from a role as a self-employed practitioner, or decision to strike out on your own or become a medical practice partner? Reimbursement rates and compensation models will continue to change as the industry searches for a solution to the financial complexities that is healthcare.

If you’re looking for a new position, things are picking up in terms of physician recruitment after a six-month lull in the market. This means you have more access to positions that are a better fit your career, and your lifestyle. To connect with a nationally recognized physician recruitment firm, reach out to the healthcare industry professionals at Jackson Physician Search today. You can also search our open positions here.

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Take Stock of Physician Burnout, Well-being on World Mental Health Day

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World Mental Health Day falls this year on Saturday, October 10th, and organizations worldwide are raising awareness about mental illness and removing the stigma of seeking mental health treatment. World Mental Health Day was first recognized in 1992, and with the COVID-19 pandemic still impacting communities across the globe, this year’s events seem more relevant than ever.

Considering the chaos and challenges of the past eight months, a critical aspect to consider is how the pandemic has impacted the physician burnout rates, well-being, and mental health of our healthcare heroes, including physicians, nurses, and other providers serving on the frontlines.

In the United States – pre-COVID-19 – 45% of our physicians reported experiencing feelings of burnout at least weekly, and some studies show the rate is actually much higher. Also, an article reported that 20% of medical residents struggled with depression, further supporting the troubling trend of physicians having the highest rate of suicide compared to other professions. In fact, it’s estimated that 300 physicians die by suicide each year in the U.S.

Sadly, physicians rarely seek treatment, or they opt to self-medicate. A 2019 paper in Missouri Medicine, The Journal of the Missouri State Medical Association and published on the National Center for Biotechnology Information site explains that a little over 27% of medical students showed symptoms of depression but only 15.7% reached out for professional treatment.

While a mental health illness and physician burnout aren’t one in the same, both have devastating effects on physicians, their patients, and their families. And with 7.5+ million COVID cases and 210,000+ deaths to date, the lasting effects on physicians and other healthcare workers will not be known for some time. From providing care to wave upon wave of those infected, to worrying about having adequate PPE, to being concerned about exposing loved ones, physicians are at risk of experiencing Post-Traumatic Stress Disorder (PTSD).

Take Stock of Your Mental Health Through a Self-assessment

During this week leading up to World Mental Health Day, it is an important time for all physicians to do a self-assessment and seek appropriate treatment if you’re experiencing symptoms of depression, suicide ideation, other stress disorders, or PTSD. Symptoms may include:

  • Recurring dreams, flashbacks, thoughts, or constant reminders of traumatic experiences.
  • Not being able to share your thoughts or feelings about the trauma, or avoiding situations that remind you of it.
  • Noticeable negative thoughts about yourself or the world around you. Feelings of irritability, hopelessness, and being emotionally numb.
  • Having feelings of detachment, memory lapses, and a lack of interest in activities you would typically enjoy.

An Ounce of Prevention May Stave Off Feelings of Depression

With so much about the COVID-19 crisis still unknown, and with no clear end in sight, physicians should continue to monitor levels of depression and stress – even if you’re currently coping well. Additionally, consider the following pro-active steps to counteract the negative impact the pandemic may have on your mental health and overall well-being.

  1. Talk about your feelings. One of the simplest, but most often ignored ways to relieve stress and anxiety is to talk about it. Whether you sit down with a mental health professional, a trusted colleague, a professional physician coach, or a loved one, speaking freely about how you are feeling can be a release from your internal struggles.
  2. Practice what you preach. In the past, how many times have you counseled a patient to find ways to get more rest, employ a healthier diet, and engage in regular physical activity? Now, more than ever, these basic coping strategies should be implemented into your daily routine as much as practical.
  3. Turn off social media. Just as you might tell your teenager to cut back on screen time, you should follow suit yourself. Today’s political and social environment means that just spending a few minutes scrolling through social media sites can be enough to raise your stress levels. If you have a few minutes of downtime, use your smartphone to read a chapter of your favorite book or listen to music.
  4. Take a break. If possible, take your scheduled vacation, even if it means a staycation. Reconnecting with loved ones and relishing in your hobbies can bring feelings of much-needed normalcy.
  5. Take solace in the importance of your work. While the past eight months may feel like more than you signed up for, you were called to medicine for a reason. Through the frustrations, challenges, and worries, the practice of medicine is a noble and worthy pursuit. Take a moment to remind yourself of the importance of your work and recognize that the sacrifices being made by yourself and your colleagues are invaluable.
  6. Finally, do not self-medicate. Trust a healthcare professional to assess your symptoms and prescribe a course of treatment. Getting past the fear of judgment or negative stigma associated with mental illness may be difficult, but it has been documented that non-depressed physicians make fewer errors – and you’ll feel better.

While World Mental Health Day is a good reminder to highlight the mental health of physicians during this pandemic and have empathy for those who are struggling, the feelings of depression, burnout, stress, and fatigue are not going to magically disappear once COVID-19 becomes a historical discussion, much like H1N1 and SARS. Physicians will be dealing with the aftereffects of this crisis well beyond, making it vitally important to take appropriate actions now. Practice self-care and also be mindful of the mental illness warning signs in your colleagues. Sometimes it takes an uncomfortable – but brave – conversation to save a life or a career.

Resources for Anonymous Help

Remember that you are not alone, and there are resources available to help you through these troubling times. Physicians can call the Physicians Support Line at (888) 409-0141 for free, anonymous counseling. Another free resource providing peer-to-peer programs designed to provide support, connection, encouragement, and skill-building to help physicians combat burnout, is PeerRxMed. Finally, physicians and others in crisis can always contact the National Suicide Prevention Lifeline at (800) 273-8255, 24-hours a day, 7-days a week.

If, upon reflection, you decide now is the right time to explore new career opportunities, Jackson Physician Search has a team of healthcare industry experts who can guide you every step of the way. We have the experience, network, and nationwide reach to work with you in finding a practice setting that gets you closer to achieving your career and life goals. Contact our team of physician recruitment professionals today and find out how we can make a difference for you.

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[Infographic Guide] Physician Do’s and Don’ts for the On-Site Interview and Community Tour

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Congrats! You’ve landed the coveted on-site interview and community tour. To make the most of this important part of the process, learn the Physician Do’s and Don’ts.

 

Physician Do’s and Don’ts for the On-Site Visit

5 Do’s:

  1. Do Have a Game Plan and Conduct a Background Check
  2. Do Prepare Questions
  3. Do Make the Best Impression
  4. Do Research the Community
  5. Do Establish a Strong Relationship with a Recruiter

5 Don’ts:

  1. Don’t Spend Too Much Time on Compensation
  2. Don’t Leave Your Family Out
  3. Don’t Forget to Have Fun
  4. Don’t Hesistate to Chat With a Neighbor or Someone at the Local Coffee Shop
  5. Don’t Overlook the Details

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Click the Search Jobs button to browse our current openings.