By Michael P. Broxterman, COO, Pinnacle Health Group
Edited by Terry Lane
Let’s face it. A two-hour interview is a very short period of time in which to determine whether a candidate will be successful and satisfied in your opportunity over the long-term. Even if you meet with a candidate several times, how sure can you be that you are making the right choice? The key is to understand what the candidate needs, and to be prepared to answer his or her questions accurately and honestly.
The candidate will not only be interested in the specifics of the opportunity, they will want to see the community. If the candidate has a family, they also need to visit the community and make sure it provides for their special needs, such as special education programs. The following list provides basic questions that you should be able to provide to the candidate prior to the interview:
The Basic Questions
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- Do they have special requirements for schools for their children?
- Do they need land for horses?
- Do they have specific religious needs?
- Does his/her spouse’s career affect his/her decision?
- Are athletic and/or arts programs essential to his/her family?
- Are there specific health concerns that require him/her to live near a metropolitan area, i.e., in always-warm climates, etc.?
- What is the practice situation (solo, multi-specialty, etc.)?
- What is the compensation?
- What is the patient base/type?
- What is the community like? Basic questions about community should address the needs and interests of the candidate and his or her family. For example:
Once the basic questions have been answered, and the candidate is satisfied that the opportunity is a good match for him or her, you are ready to conduct the interview. At the interview, it is important to provide answers to some essential questions:
Essential Questions
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- Can you prove that you need a physician? You should be able to prove to the candidate that there is an established need for a physician. The physician is concerned that you may offer him/her a guarantee that eventually will run out, leaving him/her on their own. They want to ensure that patients are going to continue coming to them. They may ask you why you need a physician. The best answer is that there are more patients than can be adequately treated, the draw area is growing, existing physicians have waiting lists-you may want to provide the physician-to-population ratio, describe how the area is currently being serviced, and how referrals are handled.
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- What is the position going to entail?
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- How established is the referral pattern?
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- What is the call coverage?
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- Where will the physician be working? Where is the office location? What equipment, staff, and support are provided? How much travel is required? What is the distance between the office and the hospital? What is the hospital affiliation?
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- What about malpractice insurance and tail coverage?
- What is the relationship with the hospital? The physician will want to meet with the administrator and understand their vision for the community. Is it a well-thought out plan? Are the physicians friendly? Is the hospital administrator supportive of the physicians?
Miscellaneous Questions
- Vacation Pay, Sick Time
- Cost of Moving
- Pay for Public Speaking, Publishing, Conferences
- Bonuses, College Loan Payment
By the time the physician candidate meets with you in the interview, they should already be leaning very heavily to a “yes” decision. The interview really isn’t intended as the meeting where either of you will decide yes or no to the contract. By the time you reach the interview stage, both of you should be fairly certain that the opportunity and the community is the right match. At the interview, you will iron out loose ends, see if you have chemistry, and see how the physician interacts with other personnel. Your recruiter can help you get the information you need and can act as a liaison between you and the candidate to resolve any concerns either of you may have. In short, by having all of the information in advance, you will be able to give the candidate a clear picture of the opportunity, and help the recruiting process to move along efficiently and successfully.