Adkisson Consultants offers its clients more than just finding a doctor. Adkisson Consultants will find you the doctor that best suits your needs. We have over 75 years combined experience in physician recruiting. Whether you are looking for a partner for a small group practice, a specialist for an academic setting or a medical director for a hospital, we know how to successfully recruit that unique person who will complement your organization.

Our experienced Account Managers will make an on-site visit to get to know you, your organization, and your recruiting needs. When we send you a candidate, you can be assured that this candidate not only fits the criteria for the position, but has also been thoroughly screened. We take the time to get to know a candidate before we send them for an interview, so you don't have to waste your time interviewing the wrong candidate. Our experience has given us the ability to match the uniqueness of the practice with the specific needs of the physician; as a result, our placed physicians have a 95% retention rate. We feel that communication is vital and will keep you up-to-date on the status of your search through phone calls, activity reports, and, when needed, face-to-face meetings. The goal of our experienced Account Managers is to establish a long-term mutually beneficial relationship between our clients and the physicians.

Our experience has given us the ability to match the uniqueness of the practice with the specific needs of the physician; as a result, our placed physicians have a 95% retention rate.

We feel that communication is vital and will keep you up-to-date on the status of your search through phone calls, weekly reports, and, when needed, face-to-face meetings. The goal of our experienced Account Managers is to establish a long-term mutually beneficial relationship between our clients and the physicians.

Interviewing

In preparing for your site visit, these are some items to think about and prepare to address in questions to the administration and physicians in the practice. Prepare your questions.

Interviews are hectic. Though it may seem overly formal, prepare a written list of questions. Ask for our Interviewing Guide. Fairly standard questions should address:

• Number of patients seen by existing physicians
• Percent of revenue derived from managed care
• Descriptions and evaluations by existing physicians of managed care plans
• Fees charged per office visit
• Percent of overhead
• Prevailing charges for patients in service area
• Percent of staff turnover
• Potential nepotism on staff
• Collection rates
• Other buy-in proposals
• Hours existing physicians work
• Physician to population ratio in the area (i.e., Potential competition)

Interviewing Tips:

Interviewing is a skill that can be improved by a few fundamental rules. Your success lies in the first impression with the Client. Here are some MUSTS for each interview:

• Wear a conservative business suit (men should wear ties) with polished shoes. Please DO NOT WEAR TENNIS SHOES.
• Personal Hygiene - Obviously you want to be as fresh as possible. Keep after-shave/cologne to a minimum, as you never know who may have allergies. Carry breath mints and DO NOT CHEW GUM.
• Be on time or even early.
• Bring extra copies of your CV and a notebook for notes. There will be much information and too much to remember.
• Body language - listen, listen, listen! DO NOT STARE DOWN YOUR INTERVIEWER - place your eyes on their eyebrows. Leaning forward as you listen shows your interest, and do a few nods to show you are listening.
• Ask for their business card. This will make it easier for you to write your "thank-you" notes.
• DO NOT BRING UP SALARY. Let the client bring up this subject. You can easily place yourself out of an offer by asking for too little or too much. Just let them know you are interested and that the compensation can be worked out.
• Ask open-ended questions such as:
1. How many patients would I be expected to see a day? 2. What is the percentage of managed care in the area? 3. How long has the group been in practice? 4. What is the group's medical philosophy? 5. What is the call schedule?
• Drink alcohol conservatively.
• Express your thanks for the interview. If you are interested in the job let them know by asking, "What is the next step, I really like what I see". If a second interview is necessary go ahead and discuss the dates with the client.
• Thank you notes show good-taste and manners.

Confirm Financials

Before making a site visit, the question of reimbursement & compensation should be discussed in a broad sense. It is unrealistic to expect the CMHC/ hospital/group to tell you, in advance of your visit, what they are willing to pay. A candidate that meets their requirements, appears enthusiastic about the opportunity, has the appropriate credentials and displays an acceptable work ethic will receive a different offer than one who is "just looking."

The income guarantee: Is it net or gross? Is there a "forgiveness period?" The salary: Does it include a production bonus, and exactly how does the bonus work? How does it compare with what your specialty is earning nationally and locally? The payor mix: Who are the patients and how do they pay?

Special Notes

• Always express your level of interest before leaving the site visit with Key decision makers.
• Always send a thank you note.

The CV: Presenting yourself professionally on paper

What is a CV and is it any different than a resume?

How should you organize your CV?

Remember to:

• Place your complete name, address and telephone number at the top of the page. You may also want to include an e-mail address. Make sure that the telephone number is the number at which you would like to be contacted. If you don't want your current employer to know you're looking for another job, then do not put your current job phone number down as the contact number.
• Think carefully before including a second "permanent" address. This can be confusing to employers who will not know where to contact you.

After the contact information, you should strongly consider the following headings:

Education

• Start with your most recent educational experience first (this is called reverse chronological order).
• For each degree you have obtained, spell out the full name of the degree (i.e. "Bachelor of Science in Pharmacy" "Doctor of Pharmacy") and the full name of the university. Then note the year of graduation. If you are currently working on a degree, put the word "candidate" after the name of the degree, spell out the full name of the university, and note the expected year of graduation.
• If you have no degree from your pre-pharmacy coursework, then it is acceptable to use the words "Pre-pharmacy studies."
• Residency, fellowship, and certificate information should be included under the "education" heading.
• Do not include information from/about high school.

Specialized Training/Certification

• This includes CPR, ACLS, BCPS, immunizations, emergency contraception-any similar professional certification you have earned.
• Use the full certification name and note the year the certification was earned. You can include a short description of the certification if you feel it is not self-explanatory.
• Understand that certification is not the same as a certificate. If you are certified in some area, it means you have received specialized training in a particular skill and that you have shown you can perform that skill at a pre-specified level. A certificate involves more coursework and qualifies you to work in a particular area - not to perform a specific skill.

Experience

• Use the heading "Professional Experience" if you have any pharmacy or other professional health care experience.
• Include related jobs, rotations, and volunteer experience.
• Start with your most recent experience first (reverse chronological order).

Information to include:

• Time interval employed (list start and stop month/year; use year only if you held the job for more than a year)
• Position title
• Name and location of employer
• Name and contact number of a supervisor
• Non-pharmacy or non-professional experiences can go under the category of "Other Related Experience." Be sure to describe only transferable skills (i.e. skills you gained at other non-pharmacy jobs that would enhance your value to a pharmacy employer. Any jobs involving teaching, triage, or interaction with members of the public may involve skills transferable to the pharmacy profession. It all depends upon how you present the skills on paper).
• A short description/list of projects you completed or notable activities performed while on the job is a nice touch; it is probably not necessary to list your standard job duties unless they are out-of-the-ordinary.
• Rotations are good to list when you don't have much else to place on the CV. If you're more than a couple of years out from school, drop the rotation information unless skills that you learned at a particular rotation may play a direct role in the job you are applying for. Include the same information as for a job; and avoid site-specific rotation descriptions (e.g., instead of "white medicine," use the easy-to-understand "adult internal medicine"). Spell out names and do not use abbreviations (for example, heme/onc is wrong, Hematology/Oncology is correct-also be sure to spell out terms like Medicine Service, and University Hospital and Medical Center).
• If you have experience teaching courses that you want to highlight, you may include "Teaching Experience" as a third experience heading.

Presentations

• Include the presentation title, name of group presented to, and year. The location of the meeting (city and state) is optional.
• If you have several presentations, you can separate out poster presentations, invited oral presentations, inservices, class lectures-whatever works.
• Don't list contact names for the presentation, but have a copy of all handouts from the presentations ready to present during an interview.

Publications

• Don't include site-specific newsletter publications-these should be listed with job or rotation as projects.
• If you have more than four, divide them into peer-reviewed and non-peer-reviewed.
• Cite the published material using the official citation method noted in the "Uniform Requirements for References in Manuscripts submitted to Biomedical Journals," except list all authors (not just the first three).

Related Awards and Activities

• For awards, list title and year granted. You may describe the award briefly if you think it will not be self-explanatory.
• For Dean's List, cite the quarter(s) and year(s).
• For committee memberships (general and ad hoc), list committee name and time spent in committee.
• List any association offices held.
• Professional Affiliations
• List all professional associations of which you are currently a member. Spell out the full name of the associations-do not use abbreviations.

Licensure

• List name of state and type of license only.

What things should you avoid putting on your CV?

Leave all these things off your CV:

• Social security number
• Marital status
• Description of health
• Citizenship
• Age
• Pharmacist or intern license number
• Irrelevant awards, publications, scholarships, associations, and memberships
• Recreational activities or hobbies
• Personal references
• Travel history
• Previous pay rates
• Reasons for leaving previous jobs
• Components of your name which you really never use (i.e. middle names)
• The words "References available upon request."

What do employers look for on CVs? While each employer will have an ideal candidate in mind, the following are traits that most employers will look for and/or be cautious of when reviewing a CV: Things employers look for:

• Signs of achievements
• Patterns of stability and career direction
• Specifics in job descriptions
• Willingness to work hard
• Completeness of resume
• Neatness/Professional presentation (including grammar and spelling)

Things that can worry employers:

• Pattern of job hopping
• Lengthy descriptions of education
• Obvious gaps in background
• Irrelevant personal information
• Overabundance of qualifiers, or statements about achievements that are inconsistent with the job description.
• Typos and grammatical errors

What is considered standard for formatting and layout?

• Choose high quality paper in white or off-white
• Have the final version professionally reproduced in a single-sided format
• Use a laser printer-handwriting, typing and dot matrix printing look unprofessional

Font case and size:

• Times New Roman is recommended
• 12 point font size will be the easiest to read; do not use smaller than 10 point font
• Do not use more than two fonts on your resume
• Use bullets to aid organization, but be careful not to overuse them. Too many bullets lead to a cluttered appearance

What about grammar?

• Use past tense, even for descriptions of currently held positions, to promote consistency.
• Do not use personal pronouns
• For the most part, use short, simple phrases that begin with action verbs.

What if your CV will be scanned?

• Simple, sans-serif typefaces should be used. Courier and Helvetica are most easily scanned by computers.
• Use 10 to 14 point font size
• Use bold only if letters do not touch
• Use traditional resume formats such as those outlined above
• Use white space to separate sections (i.e. double space)
• Avoid graphics, parentheses, brackets, shading, and underlining

Closing thoughts:

Job Opportunities

Adkisson Consultants is in a partnership with 11 physician recruiting firms. To view our available jobs please go to:

www.Jobs4Physicians.com