Successful Recruiting of Radiologists

Tips for a physician in getting the right job, part XV: selected interview points

The interview is usually a major determinant on whether or not a physician job applicant is hired. This article addresses a number of fine points for the interview not previously emphasized in this series of articles. For example, the job candidate needs to be careful that the questions he/she asks are not negative and show respect and sensitivity to the interviewer. Some types of questions should not generally be asked. One technique to get at information is to use neutral open-ended questions. The importance of personal observations is emphasized. However, if the interview does not seem to be going well, the candidate may want to directly address that. The spouse should also ask appropriate questions regarding the community and not reveal information on certain subjects such as how many other offers the job hunter has and any reservations they have regarding the job or the area.

Recruitment of new physicians, part I: preliminary steps

Organizations are judged largely by the quality of their people and their output. It is therefore critical to obtain the best possible new physicians in the recruiting process. However, getting the finest doctor for the job may mean looking for someone who brings more than expertise in a subspecialty field such as nuclear medicine. The group doing the hiring may also want an individual who has expertise in business, leadership, computers, or other areas. It may be the group wants someone who is a star in research or teaching or whose name is recognized internationally. Other groups may want someone who is very fast or is prepared to take much call. It is also important to pick a person who will be happy in the location and practice, and get along well with other people.

Recruiting new physicians, part III: Choosing and retaining the right person

The final phase of the recruitment effort is to make sure that the candidate fulfills the needs of the group and to try to make as sure as possible that the candidate would be happy in the new position. This means there must be a very candid exchange of information regarding the goals and expectations of the group and the individual, and how the group's expectations will be measured. It also means making sure that there is a good fit between the culture of the group and the desires of the candidate. Furthermore, a substantial effort should be made to make sure the candidate (and his family) will be happy in the practice location.