• I graduate next year; should I begin my job search now?
• Should I take my spouse and kids with me on my interview?
• Why is it that recruiters only seem to have access to positions in unattractive locations?
• My spouse was recently promoted and is being transferred to California. I am a pediatrician. Since I know the city we are moving to, is it better if I just contact potential employers directly or should I go through a recruiter?
• Should I expect the client to pay for my relocation fees?
• My child has special needs. At what point do we tell our recruiter about our needs as a family?
• My spouse works in the financial industry. Is there a way to research his opportunities while also researching my own?
• I recently spent a lot of time and money to fill a position and my new physician does not seem to be happy. What can I do?
• I have made an offer to a candidate. A week has passed and the candidate says he is still trying to make up his mind and will get back to me. What should I do?
• My candidate has an interview with me, but he called to say that the hotel room where he had a reservation cannot find a record of the reservation and they do not have any more rooms available. What do I do?
• Assuming that you would like to practice in a state where you are not licensed, how long does it take to get licensed in a new location?
• Why should I use a recruiting firm?
• How do I find out about opportunities with PHG?
• As a full service firm, how do you differ from contingency firms?
• As a physician visiting an opportunity, do I ever pay travel costs or any other fees associated with the visit to the prospective employer?
• Do you specialize in any specific areas in the country?
• Do you recruit for all specialties?
• What makes PHG my best resource for finding a new opportunity?
• I am a physician interested in a position in the Southeast. I have never worked through a recruiter before. What information or documentation will you need from me to begin my search?
• I'm thinking about using PHG's services to fill a position at my facility. Tell me why I should use PHG rather than do it myself.
• Will using a firm lower my salary?

Q: : I'm a second year resident at University Hospital in Cleveland. My expected graduation date is next year. Is it too early to start looking for a job? Is it too early to meet with your staff and give you information on where I would like to practice?

A: This is a very good time to start your search. Although many of our current opportunities may have immediate needs, this is a good time for a recruiter to start to get to know you and your needs-such as practice type, geography, amenities, and so forth. We also suggest that you check our web site (www.phg.com) on a regular basis. You will be able to keep up-to-date with postings on positions and topical news about physician employment issues.

Q: Should I take my spouse and kids with me on my interview? I have heard that other physicians have taken their families, but I don't know how to arrange this.

A: According to Pinnacle's Search Consultant, "We recommend that the entire family comes along on the first interview-let's face it, physicians have incredibly busy schedules. It will save the candidate time and money to bring everyone on the first trip. In addition to bringing children over the age of six and a spouse/significant other, candidates should also bring anyone else influencing the decision, such as elderly parents or college-aged children. Typically, the client coordinates school, church, and community visits for the spouse/significant other and family while the candidate is interviewing at the hospital or group. Older children, especially teens, can stop by the schools, sports facilities, and entertainment venues. Moving is most difficult for middle school-aged children who have, by this age, developed very close relationships to friends. The client's administrative assistant or in-house recruiters generally work with the recruiter using the Candidate Assessment Form to develop an itinerary. Additionally, it is important to note that the candidate is often expected to pay for the trip up front, and is reimbursed after the interview is completed. This saves the client time and expense in case the candidate's visit is cancelled later."

Q: Why is it that recruiters only seem to have access to positions in unattractive locations? They do not seem to have any jobs in large metro areas?

A: Michael P. Broxterman, COO, explains: "Often, clients hire recruiting firms because of the difficulty in finding the right candidate for the job. Large cities tend to have large numbers of candidates as well as more than enough physicians to serve the population. Sometimes, recruiters are hired to do screening or because a situation is otherwise unique. Some clients try to recruit on their own, some use firms, and some use a combination of outside firms and in-house recruiters. In general, our distribution of clients is heavier in medium-sized cities and communities surrounding large metropolitan areas because these areas are growing faster than needed services. Large recruiting firms such as Pinnacle Health Group have opportunities throughout the country-in large metropolitan cities and in small rural towns. It is most important to find the best match between the opportunity and the physician. It is also important not to overlook the unique qualities that a smaller town or rural area offer-such as lower crime, higher compensation, less competition, and the satisfaction that you may be working in an underserved area."

Q: My spouse was recently promoted and is being transferred to California. I am a pediatrician. Since I know the city we are moving to, is it better if I just contact potential employers directly or should I go through a recruiter?

A: Michael P. Broxterman, CEO, says "go through a recruiter. It doesn't cost you anything and they do the work for you - they have already built the relationships in the city you are moving to. They know what is there. Also, they can present you professionally, help with licensing issues, advise you in contracts and compensation. You should definitely take advantage of these services."

Q: Should I expect the client to pay for my relocation fees?

A: Recruiter Heath Ponder: "About 85% of the time a client will pay the relocation fees. Discuss this with your recruiter when your financial package is being put together. This should be verified up front so there are no surprises down the road (pun intended!)".

Q: My child has special needs. At what point do we tell our recruiter about our needs as a family, and how do recruiters take this into consideration when helping to place you?

A: Michael P. Broxterman, Chief Operating Officer, Pinnacle Health Group, explains: "Each time we get a new opportunity, we physically go there, we see what's there, we take time to become familiar with the community. If the physician has a special needs child, we find out what kinds of schools and resources are available in the community. We ask the hospital for referrals, and do our own scouting. We also work with local professionals to set up interviews at schools and child care facilities. This doesn't cost the physician a thing. We want the transition to be smooth and we want the entire family to be happy with the decision.

Q: My spouse works in the financial industry. Is there a way to research his opportunities while also researching my own? How do you typically handle this?

A: Michael Broxterman, Chief Operating Officer of PHG, replies: "Typically, the hospital or practice you choose will help your spouse find a job and will have good direction as to what type of opportunities are available in the community. We have also been approached by an organization called spousejobs.com and while I don't have any experience with them, they wanted to find jobs for the spouses of our physicians for a fee to the hiring organization. My advice is to go ahead and find your preferred job first as there will probably be opportunities for your spouse which can be identified and considered at that time. No one expects you to take a position where your spouse wouldn't also be happy and they should work hard to help with that."

Q: I recently spent a lot of time and money to fill a position and my new physician does not seem to be happy. I think they may be thinking about looking elsewhere. What do I do now?

A: Michael Broxterman, Chief Operating Officer, suggests "First, sit down and talk to him about how he is adapting. Ask him what he is not happy about. Encourage him to be specific, and once the reasons are known, decide how you want to proceed. You may ask the physician to give it some more time. Often, physicians don't begin to 'settle in' to a new position until after a minimum of three months have passed. You may be able to adjust circumstances to better fit the physicians' needs. If the physician sees that you are trying to accommodate him, he may be more willing to stick it out until he is more comfortable. Some clients have a 'retention plan' in place. A retention plan generally involves a more experienced employee who routinely mentors or contacts the newer employee in order to help him or her through the adjustment period.

Q: You've found the perfect candidate and you've made your offer. The two-day response time period you agreed upon has passed. Now a week has passed and the candidate says he is still trying to make up his mind and will get back to you. Meanwhile, your second and third choice candidates are being offered positions elsewhere. What do you do?

A: You have no choice but to continue interviewing as if you had not already made an offer. Let the physician know that you are actively interviewing and that you cannot continue to wait for an answer. Decide if you can live with your second or third choice candidate. If you cannot, you need to go back to the drawing board and reinitiate your search. If a candidate continues to put you off, it may reveal a situation where a physician is playing other offers against yours. A reasonable timeframe for an answer is 2 to 7 days. Two weeks is the maximum amount of time it should take to get an answer. You need to determine how long you are willing to wait and then move on. When you can make this kind of commitment and stick to it the candidate will either com back to you or he/she was probably not the right candidate in the first place.

Q: You have a candidate flying in from out-of-town with his spouse and two children. They arrive at the airport on time, but guess what? They just called your secretary to say that the hotel room where you had reserved their room just turned them down-they cannot find any record of the reservation. And even worse-their rental car was not available and now they are stranded at the airport without a room OR a car. What do you do?

A: The first thing you need to do is make your guests as comfortable as possible while you, or someone else, works to find them a reasonable hotel room and rental car. Depending on the time of day, you may want to take them out to eat, or bring them to your office. Enlist the help of office personnel and your travel agency to remedy the situation as quickly as possible. Pinnacle Health Group is on-call 24 hours a day, 7 days a week if there is ever an emergency and you need our assistance. A Pinnacle representative can almost always be reached within one hour. Pinnacle consultants are available to assist with any detail of your candidate's visit, including finding a hotel room and a rental car! So, remember to contact us if there are ever any problems or questions regarding your candidate visit. We want it to be a pleasant experience for BOTH of you!

Q: Assuming that you would like to practice in a state where you are not licensed, how long does it take to get licensed in a new location?

A: Our resident Licensure expert says that with the exception of Texas, you can expect to be licensed in another state within six to eight weeks. Texas can take anywhere from three to nine months. Additionally, some states may require you to take the SPEX Exam (Special Purpose Exam) if your board certification or existing license is older than ten years. To learn more about our Licensure and Credentialing services, click here.

Q: Why should I use a recruiting firm?

A: When you consider how time consuming a job search is, a recruitment firm is the best way to find a new job opportunity. If you are a physician, the service we provide is free! You can learn more about our opportunities by talking to one of our associates. Unlike most of our competitors, PHG's recruiting consultants visit every client's site so that they can accurately answer all of your questions and make sure that the client's needs are met. This can include anything from the payor mix to how big your office will be. The advantage for a physician using PHG is learning about opportunities in-depth without paying any fees. If you are a potential client, PHG sets itself apart by experience of our associates and quality of service. Our sales associates are the best in the business, some having up to 15 years in the business, with the average amount of experience being five years. This makes a huge difference in the success of your search.

Q: How do I find out about opportunities with PHG?

A: The best way to find out about our opportunities is to call 800-492-7771 and speak with an associate. Our team can tailor an opportunity to fit your unique situation. You may also contact us through email, search our easy-to-use database of opportunities, or submit your Curriculum Vitae online or via fax at 404-848-0212 or 404-816-7953.

Q: As a full service firm, how do you differ from contingency firms?

A: Contingency firms generally do not get all the particulars of an opportunity. Their knowledge of the opportunity is not as thorough because they do not take the time to meet with the client other than by telephone. They often place a physician even if the match may not be perfect. As a full service firm, PHG aggressively advertises each opportunity to find a number of candidates who may fit the client's profile. At PHG, with the client's permission, a large sourcing campaign is implemented. After receiving a tremendous response from the sourcing campaign, we screen each candidate and select only the ones that would best fit the opportunity. We are successful with promoting opportunities to the physicians because we take the time beforehand to perform an on-site visit, meeting with the administrator, hospital staff, etc. Since less than half of our fees are paid up front, there is a nominal risk to our clients, but in return, they receive better service and a success rate of over 80%.

Q: As a physician visiting an opportunity, do I ever pay travel costs or any other fees associated with the visit to the prospective employer?

A: No, our clients provide all travel, hotel, and meals. If you are interested in finding out about schools, churches, or community demographics and profiles, we can handle those requests also.

Q: Do you specialize in any specific areas in the country?

A: PHG has opportunities located throughout the continental US. Since we are located in Atlanta, GA, the home of one of the largest airports with destinations spanning all around the country, we can travel easily to meet with any client or physician. Many times, physicians fly to Atlanta just to meet with the recruiter face-to-face. Our recruiters have a typical workday of Tuesday and Thursday 9:30 AM - 9:00 PM and Monday, Wednesday and Friday, 9:30 AM - 6:00 PM.

Q: Do you recruit for all specialties?

A: Yes. PHG recruits for all specialties and often will search for specialized opportunities. If our Opportunities Database does not list an opportunity in a specific area you are interested in, please contact us for more information. We may have an opportunity for you that may not be posted. We often know where to find the kind of opportunity you are looking for and we are constantly receiving new information and making new contacts.

Q: What makes PHG my best resource for finding a new opportunity?

A: We are one of the fastest growing progressive firms in the recruiting business. We have been setting the pace for other placement firms for years with our extensive database and daily nationwide employer contacts. Your credentials are given only to potential employers, and always with your approval first. Best of all, there is never a fee for using our services.

Q: I am a physician interested in a position in the Southeast. I have never worked through a recruiter before. What information or documentation will you need from me to begin my search?

A: All you need to do is give us your specialty, your goals for practicing medicine and where you would like to live. We will take into consideration all of your needs and find an opportunity that best suits you. We can then contact you to find out specifics and help you find the right opportunity for you. At PHG, we understand that it is not just the type of professional workplace you want but that you are concerned about community surroundings, cultural activities, and other details that impact your family and your lifestyle. No detail is too small when it comes to finding your ideal practice environment. Register now for personalized service -- it's FREE!

Q: Why do clients use PHG?

A: When you take into account all that is involved with recruiting a physician -- from people resources to advertising expense and time -- you would easily exceed the fee of a recruiting firm. You not only save time, you save on expenses by using PHG for your sourcing needs. If a client tries to do it on his/her own, and hires a bad candidate, they lose a lot of money and time. Hiring a mediocre candidate is a big headache. Pinnacle Health Group takes the time and effort to make a match. We screen our candidates thoroughly and ensure a successful match. Otherwise, its just a shot in the dark.

Q: Will using a firm lower my salary?

A: No. PHG works with the client to develop competitive compensation. PHG will make sure that you receive a competitive rate for your particular specialty. This depends on the area of the country and individual practice specialty. We are dedicated to fully satisfying both our clients and physicians.