Transition to Practice: Interviewing

Transition to Practice: Interviewing. Presented by: Brenda Thompson, MA Physician Educator.

Disclosure Statement. Graduate Medical Education Building a Strong GME Community to Increase Physician Happiness and Improve Patient Safety Outcomes FOR RESIDENTS FOR GME COMMUNITY FOR COORDINATORS WELL NESS I N ITIATIVES FOR RESIDENCY CANDIDATES MEMOIR & CALL TO ACTION 01 "A comprehensive book for medical students, trainees, physicians. and GME stakeholders." Brenda Thompson, MA, Physician Educator.

CV Writing & Formatting Contract Negotiation Interview Techniques Physician & Admin. Wellness ms4 – What GME Program Directors look for in a candidate IMPORTANCE OF professional identity.

Career Planning. Decide what type of practice setting you prefer: employment or independent private practice single or multi-specialty setting, outpatient, inpatient, government, academic small or large hospital/health system Location: working AND living environment Practice culture Practice economics & growth Compensation – do your research & know what’s fair.

Power of the CV First impression of you. How you developed your skills How you formulated your professional identity What your focus and passions in medicine are.

How long does an employer look at your CV for the first time?.

CV Basics. • • • Components of a CV Contact Information (full name, address, telephone number, and email) Objective/Profile (optional - make it tailored to the position you are applying for) Education and Training Professional Work Experience Licensure & Certifications (include Board Certification or Eligibility) Academic Positions (if applicable) Committee Involvement Honors/Awards Research Experience Presentations and Publications Professional Memberships and Organizations Additional Information: Citizenship Languages Voluntary Work.

First Impression… is it QUALITY ?. 7 seconds: you will be judged at least 11 times ! Voice & Body language gets transmitted as a visual.

Phone Interviews:. The Initial Phone Interview Recruiter They’re looking to see if your skill set and interests match the position you’re applying for Second Phone Interview (If Applicable) A decision maker: A CEO, colleague, medical director, or department chair More “technical” interview – looking to see if you’re a good clinical fit in addition to how well you will fit in with the practice culture Can the candidate thrive in our culture.

When is it OK to talk about salary & benefits?. Yes, you can ask upfront Do not ask anyone other than recruiter Be prepared: Recruiter might ask you what are your ‘salary expectations’ You can ask them what compensation range they have budgeted for Do your research and know what’s a reasonable salary to ask for S pecialty and location are important factors.

Got an Interview – Ask before you Go:. . ASK: Accommodations (paid for?) Travel (paid for?) On-site/community guides i.e. tours, real estate, schools Lunch/Dinner arrangements and who with Agenda/Schedule with directions Spouse/Family accompanying you?.

Interviews: What to Expect. Covid-19 Interview process Interview Styles Panel Skype interviews Multiple people Be sure to ask for your agenda and have the interview styles clearly defined One-on-one Before contract is offered, a short visit to facility to meet & greets All day Lunch & dinner Community tour Community tour May be more than 1 day.

abstract. Candidate Cannot Be Ask:. Age Marital status Sexual orientation Children or children's ages Place of birth or present residence Citizenship Length of residence in a particular location Other languages spoken or written Childcare arrangements Disabilities Religious political or organizational affiliations Type of car owned.

Businesspeople in a meeting. Interviewing. “Why are you interested in the job?”.

Question “ Why are you interested in the job?”. Location Growth Opportunities Schedule Practice Environment Specialty Support Family Patient Volume Reputation Colleagues Employer Identity.

How to Answer Behavioral Health Questions: SAR. S= Situation : The detail of the situation you were in or the task you needed to accomplish A= Action : What you specifically did R= Result : The result of the situation and what was accomplished or not as a result of your actions.

How to Answer Common Questions. Pencils. Tell me a little bit about yourself? WHAT I am + WHO I am =WHY I am a good candidate for this role. What is your biggest weakness? State weakness + how you overcome it, compensated for it, or working on it (use little elaboration and use term CHALLENGE instead of their term weakness.) Where do you see yourself in 5 years? Describe personal career growth, goals, and ambitions WITH the hospital you are interviewing for..

Be prepared to explain your answers…Behavior questions:.

Questions You Might Encounter. How many positions are you interviewing for and where does our opportunity rank? When are you looking to make a final decision and sign a contract? Are you a team player, and do you like working on a team? If not, why? Are you open to taking on additional responsibility outside of just seeing patients?.

Questions You Might Encounter. How would your Program Director describe you? Tell me what contribution you think you could make to this organization/hospital/clinic? Describe your most meaningful work/volunteer experience and why? Why are you the most qualified for this position? How does your training set you apart from others? Do you have leadership experience or desire to be in a leadership role?.

Questions You Might Encounter. Are you considering a fellowship at anytime? What career rewards are most important to you? Are you willing to join committees? Would you take a rural position to help with your career? Do you want to work FT, PT, IC. Open to working nights if needed?.

Something to Consider…. Expect the unexpected – there is no way to be 100% fully prepared Employer will likely ask random, personal questions to see how you handle the unexpected: be authentic and genuine!.

Do You Have Questions for Us?. Don’t be afraid to ask questions You need to decide if the job is right for you. Schedule additional time if needed Take a list of questions with you It is important to ask questions that show a response to what you have learned from the employer.

Questions for You to Ask. How do you encourage your employees to keep current with professional development/CME? Can you describe your training program for new physicians, and do you have a formal orientation process? What is a typical career path for someone who has been in this position? How have doctors coming right out of training done in the position? What is the time frame for advancement? What is the retention rate for physicians in this position? What is the tenure of the team/program/department? Why is there a current opening and how long has it been open? Are there opportunities to do more outside of the position than just see patients? Are there plans to grow and expand the department? How is it to work with the nursing staff or other specialists? What is a typical day like for the team? How do you see me fitting in with the current team and how can I contribute most effectively coming in as a new physician being right out of residency?.

“What is the next step in the process?”. Business handshake.

After the Interview…Send a THANK YOU. Send a Thank You Letter or Email: Thank you letters and emails are used to express appreciation and strengthen your candidacy. Rule of thumb: send within ONE business day Send to recruiter, all you interviewed with, person who coordinated all your interviews/schedules/accommodations They show that you are courteous and professional and gives you a chance to sell yourself once again and emphasize your good points. Ask for a business card or contact information (phone call, email or text) Do not use shorthand, follow grammatical rules, use proper spelling and format your letter or email appropriately..

CONTACT @. Brenda Thompson, MA GMEpundit@gmail.com.