Provided by: Jennifer Kirschenbaum, Esq.
November 13, 2024
It’s that time of year, when our residents and fellows are considering their placements. Some are on this newsletter, so we’re going to take today to go over some basic reminders on how to approach interviewing for a new position. First a note on compensation - it’s unusual to see a new role fall substantially far off the standard compensation scale. Certainly, we have to be concerned that an offer is in the range of what’s reasonable in the geographic area. But, once we’ve checked that box, what’s most important looking for a new role?
My advice - that answer has to be whether or not the candidate is a good fit for the employer. Critical factors to consider include: the practice’s approach to clinical care, the offered work-life balance, staffing, technological and supply support. Now, these categories are not easy ones to get answers on by direct questions. So, the best way to discern whether an opportunity will be the right fit for you is to spend time at the potential role and with the people that will be your colleagues. Take the time for an in person interview. Perhaps ask if you can shadow for a morning. While with the potential team you will have time to observe and inquire. Use that time wisely to evaluate a good fit. Learn about the role. Are you replacing someone? Are they creating a new position? Do your research; check patient reviews for the employer and the lead physicians. Ask questions about staff retention.
I’m sure my employers that are reading would confirm that interest from the candidate is a critical component to being an interactive candidate.
Once you have identified a fit, then we will worry about the contract details. Be sure to call for a review BEFORE you start negotiating so we do not miss our opportunity to identify and prioritize key points for negotiation…
My advice - that answer has to be whether or not the candidate is a good fit for the employer. Critical factors to consider include: the practice’s approach to clinical care, the offered work-life balance, staffing, technological and supply support. Now, these categories are not easy ones to get answers on by direct questions. So, the best way to discern whether an opportunity will be the right fit for you is to spend time at the potential role and with the people that will be your colleagues. Take the time for an in person interview. Perhaps ask if you can shadow for a morning. While with the potential team you will have time to observe and inquire. Use that time wisely to evaluate a good fit. Learn about the role. Are you replacing someone? Are they creating a new position? Do your research; check patient reviews for the employer and the lead physicians. Ask questions about staff retention.
I’m sure my employers that are reading would confirm that interest from the candidate is a critical component to being an interactive candidate.
Once you have identified a fit, then we will worry about the contract details. Be sure to call for a review BEFORE you start negotiating so we do not miss our opportunity to identify and prioritize key points for negotiation…
Have a question for Jennifer? Email is best. You can reach her at Jennifer@Kirschenbaumesq.com.
