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Welcome to Farr Healthcare, Inc. Physician Employment Specialists.

Practice Search Tips

A practice search is a time-consuming process. Help from Farr Healthcare, Inc. helps economize time in this process. We do this in a number of ways to include providing a large number of available opportunities, serving as an extra voice to support you to the opportunity and keeping the practice mindful of your interest in their opportunity.

Curriculum vitae

First, a curriculum vitae is necessary. A sample curriculum vitae may be found under the tab Sample Curriculum Vitae. It should be clear and concise. For example, make the headers of education bold such as Medical School, Residency, and University. The curriculum vitae should be 1-2 pages if you're finishing your residency and a few pages if you're a practicing physician. If you have a longer curriculum vitae, include the basic information in a few pages and then offer an addendum to include information such as publications when the opportunity begins discussions.

You may want to have 2 versions of your curriculum vitae if you're pursuing opportunities in academics versus private practice, for instance. A curriculum vitae for academics would include information such as research and publications whereas the curriculum vitae for private practice opportunities would not include this information.

I do not recommend that you provide your cv to any recruitment firm or employer unless you've previously been provided with fairly comprehensive information about an opportunity. Once you release your cv to an entity, you have no control as to who they might provide it to without your knowledge.

An entity might provide it to doctors who you wouldn't want to know that you're considering practice opportunities. Although they shouldn't, a recruitment firm might provide it to entities without your knowledge.

The inclusion of some personal information is optional. Farr Healthcare, Inc. recommends the inclusion of some personal information because it sets you apart from other candidates, personalizes you to the opportunity which makes you more than just a piece of paper to the opportunity thereby causing the opportunity to consider you before other candidates.

Do not include references on the curriculum vitae. This information may be abused by recruiters and practice representatives who might bother your references. You should always know who's contacting your references. Be prepared to provide names, addresses and phone numbers if/when an opportunity asks for references. Ask for a few days to then tell your references that a practice representative will be in contact and inform the references of any specifics of the practice requirements. The reference will then be able to inform the practice representative about your relative features and this discussion will enhance your chances for consideration.

Categories such as Publications, Certification should be included if they pertain.

Cover letter

A cover letter is only beneficial if you use it to include information not on your curriculum vitae.

Preparing for the interview

Most practices pay the travel and other expenses for the interview. Don't plan to take a spouse or significant other to the first interview unless the opportunity requests you to do so. Do not take children. If the opportunity is interested after the first interview, there is usually a second interview at which time the opportunity invites your spouse/significant other. Learn the names and positions of the people you'll be meeting. Think of the questions the interviewers will ask and prepare your answers. Be an active participant in the interview by using any opportunity to highlight your features.

QUESTIONS TO ASK DURING AN INTERVIEW

1. What has been the history of the position?
2. What are the benefits? I wouldn't ask this until late in the interview or after the first interview.
3. How long on average does it take for the doctors to become partners?
4. Is there a restrictive covenant in the agreement? Again, I wouldn't ask this as the first question.
5. How many procedures per day? And more questions about the responsibilities
6. How much competition is there?
7. How efficient are collections?
8. What is the current wait time for a patient to get a procedure? Said another way, is the need for services there or do they plan on the new doctor developing the practice
9. Where do the patients come from?
10. What is the practice's philosophy - business-wise, patient-wise, etc.?

Negotiations

Know beforehand what points are negotiable. It is important that all the dates are correct such as for education and employment. If they do not follow consecutively, please include a short explanation as to why/what you were doing.

Important Links

http://www.fsmb.org
http://www.salary.com
http://www.homefair.com