Kevin McMullan Health Professional Recruiter New Mexico Health Resources kevin.mcmullan@nmhr.org 505-260-0993/www.nmhr.org

“Network” interview versus a job interview How to prepare for a phone interview Interview questions Behavioral interviewing Interview tips Interview follow up The job offer

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A ‘network” interview is not an “interview” in the traditional sense. It is essentially an introduction to an organization (or practice) that you might be interested in “learning more about that organization.”

Your motivation is to learn about the organization and its hiring authority with the possibility of developing an employment relationship in the future.

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Example-you go to lunch, meeting , party or conference with someone on a “casual” basis with your desire to introduce yourself to the organization.

Your goal is to gain their interest in you and show you are knowledgeable about them.

The organization may not even be hiring today,

but you are developing a list of possible employers through networking to find out what employers are looking for and their future plans.

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Network interviews are to be treated by you as a formal job interview with respect to what you do and how you act. The “rules” (which will be covered shortly) for a formal interview are the same in a network interview.

Make it a point to have more information about

an organization than when you started the day. Try and find out who the hiring authority is, the best time to call or the best way to get in contact with them.

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If you have identified an organization or someone you want to work with, then get your resume in front of that organization even if they are not looking for someone now.

Medical organizations have turnover, retirements, and expansion of sites and volume increases. The need in the future will not be decreasing. An organization may be not be actively looking now for someone, but a good organization will always be recruiting for talented physicians.

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Attend meetings (hospital medical staff, county medical association, Independent Practice Association, doctor’s lounge, anywhere physicians congregate).

Research organizations and learn the names

of the human resources director and the hiring authority. Find a way to meet them and make a connection. Ask for an interview. 7

You have a network of people you know. Those people know other people who know others including the decision makers and hiring authorities.

Your network is something to be cultivated and plugged into since almost 75-80% of new hires occur as a result of knowing someone.

New Mexico Health Resources is a network that can and should be utilized for New Mexico healthcare positions.

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The Voice Mail Message Include your name, phone number, and that you

are currently unavailable to answer the phone. Ask the caller to leave a message with name, number and date/time they called and that you will call them back. Speak clearly and sound professional on the message.

There should not be any background noise, music or “cute” messages on your recording.

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There is non-verbal communication with most phone interviews (though this is changing with tele-interviews done with video conferences or Skype) so your voice has to be your body language.

Before the call, confirm all arrangements such as the date, time, and who you will be talking to.

Write down the names of the people on the call and try and put a name to a voice during the interview and use that person’s name when they ask a question.

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Phone interviews are often used to screen candidates in order to narrow the pool of applicants who will be invited for on-site interviews.

Usually the phone interview is where the mistakes are made, but also the interview that has the greatest potential to do very well.

Phone interviews typically last no more than an hour, but an employer often can quickly tell if you are a possible fit and if you communicate well.

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Must be in a quiet place with no distractions, other phones, pagers, TV, kids, pets, doorbells or background noise. Consider a land line to ensure no dropped calls.

It is not recommended to use a cell phone. If you do, pause before you answer. Speak slowly and enunciate clearly.

Have note cards with information that might be asked about your knowledge of the position and what you want from take away about the organization.

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Have your resume and a glass of water in front of you.

Stand while you speak. Your voice may project better.

Rehearse your phone interview the same way you would an on-site interview.

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Employers use the phone interview to gauge your level of interest in them and to fill in any blanks from your resume.

The tips for what to do after the phone interview is over are the same ones for an on-site interview.

Note your appreciation for the opportunity to interview , write a thank you note, and follow up with a request for an on-site interview. 14

What are your long-term goals? Where do you see yourself in 10 years?

What is your greatest strength?

What is your greatest weakness? (Employers want to know if people recognize their own weaknesses.)

If you could structure the perfect job for yourself, what would you do and why?

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Tell me about yourself (THE KEY QUESTION). Summarize key points of your resume ,but go beyond your resume. TWO MINUTES MAXIMUM ANSWER of a summary of your experience and why you are a great candidate.

Why are you interested in practicing here?

Why did you choose ____as your specialty?

Why should we hire you?

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Tell me about your training and with whom you worked.

What is important to you in a practice?

How would you describe your style of medicine?

Are there any particular types of patients that you would like to care for or not care for?

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Do you have any particular special interest or skills that you could contribute to the practice?

What are your compensation and benefit expectations?- (YOU SHOULD KNOW THE SALARY RANGE BEFORE YOU INTERVIEW. Ask the recruiter or initial contact person to get you this information).

What do you do in your personal time?

How do others describe you?

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Are you a U.S. citizen? How old are you? Do you have any children? What are your

child care arrangements? What clubs or organizations do you belong

to? Have you ever filed a workers' compensation

claim? What is your maiden name?

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Why are you looking for someone?

What type of candidate are you looking for?

What are the long-term goals of the practice with regard to type of practice, number of physicians and type of patients?

How would the practice describe its style of practice?

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Is there a mentoring program beyond orientation?

How is the practice thought of in the community? By other physicians? By patients?

What is the evening and weekend call schedule?

What is the typical patient load for each physician?

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How are the decisions made in the practice?

What type of facilities does the medical

practice have?

What type of medical equipment is available for your use?

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What types of third party payment

arrangements do the patients have?

Are other specialists readily available for referral to and from you?

Ask questions that show you have researched the employer.

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Remember you are interviewing the employer as well as the employer interviewing you.

There needs to be a fit with what you are needing and what the employer is needing.

Ask yourself what your personal and professional goals are and if the employer meets those goals.

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A type of interview questioning that is based on the idea that the best way to predict future performance is to examine past and present performance in a similar situation. It focuses on experiences, behaviors, knowledge, skills and abilities that are job related. With the behavioral interview employers predetermine which skills are necessary for the job for which they are looking and then ask very pointed questions to determine if the candidate possesses those skills.

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Describe a time when you made a mistake. How did you deal with it?

Tell about a situation when you needed to learn a new skill or set of information to accomplish a task. What did you do to initiate your own self-development in this area?

Have you ever discovered a physician or hospital employee who made a critical error, seriously jeopardizing a patient’s health? How did you handle it?

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Tell about a time when multiple deadlines were given to you by different people. What did you do?

Can you tell me a time you’ve gotten angry at work and how you handled it?

Tell me about a time you were prevented from doing something, and how you handled it.

Give me an example of the most difficult thing you ever had to do in your job and tell me how you dealt with it.

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Answer these type of questions with a focus on the background that lead to a particular situation, an explanation of what you did and the communicated results/outcome of your action. You must have an action orientation with a specific example of your behavior. Give the interviewer something to remember about you.

Your resume would be a good starting point for

an employer to develop behavioral interview questions.

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Research the position.

Arrive on site five to ten minutes early, but not thirty minutes early. Know in advance where you need to be.

Contingency plan any logistical problems.

Dress conservatively, but not too uniform.

Make sure your fingernails are clean.

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Every interaction counts. Any person in a community is fair game for feedback and can be part of the “interview.”

Do not be curt of rude to anyone (especially in an elevator). That person could be your next interview.

Treat everyone (especially the receptionist)you talk with as part of the interview team.

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SMILE ,but do not be a smiley-face.

Keep eye contact.

Most important, RELAX and be yourself!

Wait to take a seat after the interviewer does and then sit as close as possible to the interviewer. 31

Don’t have any negative words come from your mouth about anyone. No mugging or cursing. No “opinions” unless asked.

Be prepared to ask some questions ,but wait until you are asked about your questions.

If you do not understand a question, say so and ask for clarification. Do not guess at an answer.

Listen carefully . You do it every day now with patients.

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Pause and think before you answer. No outbursts.

Answer the question and then STOP!!! Do not “over-answer” or volunteer any information that does not tie to the question. No rambling!

Turn OFF the cell phone.

Watch your seating posture. No slouching.

Do not say “like,” “you know,” or “um.”

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If the interview involves a restaurant, do not get any alcohol or order anything that might end up on your clothes (no spaghetti), or result in your needing a toothbrush.

Do bring something (notebook or briefcase) that can hold ten copies of your resume and a pen and pad, and your written questions.

Remember in a social setting your behavior does not change . You are still being interviewed.

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An interview is a sales presentation. Show how your skills and experience will assist the employer solve their needs.

The interview is NOT about what you want with a position, but rather about the values, knowledge and skills you bring to the employer.

If you are sold on the position before you leave, ask for a formal offer. If you are not sure, give it a few days before you make any decision. 35

Spouses/significant others do get interviewed though they may not know that they are being interviewed.

Make sure your “answers” are consistent between you so prepare your answers jointly in advance.

Have your spouse or a friend critique your answers and your body language. You want to appear confident ,but not arrogant.

Practice with a mirror or record yourself to see what your body language is like .

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The day of the interview write a “thank you very much” personalized note of three to four sentences written on personal business stationery (that matches your resume). No e-mail. Send it out within twenty four hours ,but make sure it is legible with no abbreviations.

Note what you liked in about the organization, the position ,and the people you met as well as thanking them for the time they spent putting the interview together. STATE YOUR INTEREST if you are interested.

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Send a note to everyone that interviewed you.

Proof read your notes before you mail them.

While you were just interviewed, you need to decide if the position is the right fit for you.

If you are not certain of the fit, but do not have other interviews scheduled, then do not close the door too quickly. Get more information.

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Often there is a second on-site interview followed by an offer letter and possibly an employment contract. Sometimes you will be given a short period (72-48 hours or less) to accept the offer. DO TRY AND FIND OUT WHAT THE NEXT STEPS ARE BEFORE YOU LEAVE.

It may be days/weeks before you hear anything. If you do not hear anything in ten days, write about your continued interest in the position.

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Do not discuss compensation with a hiring authority unless they bring it up. Wait for them to do so.

Often there is a standard employment contract that you receive.

DO NOT SIGN IT UNLESS YOU READ AND UNDERSTAND IT.

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Get an attorney if you need interpretive assistance.

Do you know restrictive covenants, non-competes, or Stark compensation requirements?

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So what are you worth??

There are thirty-one different elements to compensation. There is much more to compensation than salary.

Employment Contract 101 covers these elements

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Examples of what could be investigated for verification. Undergraduate through professional degrees

Training programs (internship, residencies, and

fellowships)

Complete licensure verifications

Staff affiliations or employment verifications

Drug Enforcement Agency registration

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Examples of what could be investigated for verification.

License and Board certification

Office of Inspector General exclusions list

(Medicare/Medicaid)

GSA excluded providers list

Malpractice coverage / claim history

National Practitioner Data Bank

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Social Security trace/validation and alias

name search and address verification

County level civil and criminal court records

Federal civil, criminal and bankruptcy records

Statewide criminal record searches

National sex offender registry search records

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Driving record history

Credit score

Proprietary databases, such as a multi-state

criminal database search

DO NOT BE OFFENDED. The practice will be investing a considerable sum in your employment. Due diligence on their part is expected.

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Cultural fit is VERY IMPORTANT.

“ Turnover in the first two years after a physician joins a practice was 14 percent, followed by 11 percent for the next two years, and more than 8 percent between years three and five. Once a physician has stayed at a practice for five years, the physician is more likely to stay.”

from American Medical Group Association’s 2011 Annual Physician Retention Survey

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Becoming a physician is hard.

Finding a job does not have to be.

Call New Mexico Health Resources if you need help (505-260-0993).

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