Archive for March, 2019 RSS Feed
Resumes tell us what the person has done and if that were the only criteria for hiring, no one would have to interview. Will they challenge the group or ease comfortably in; will they grow with the position? Do they have the leadership qualities needed to corral the team? Will this innovator who says he loves to think outside the box feel stifled in a structured environment? Recruiters with strong emotional intelligence understand there’s more to a successful hire than a skills match, they look for traits that will complement the group as well as the candidates.Read more
It’s time to look for a new job. That could mean you’ve finally earned your degree and been certified, or you’re relocating, or you just don’t see a way to grow in your current job. There are a lot of unknowns inherent to seeking a new job. Where? Why? When? You can never completely know everything there is to know about a company, no matter how thorough you research a position. Some fields are becoming so crowded that you may not have much choice, and the job chooses you. Whatever the case, compensation must be discussed – no one’s favorite task of coming on board a new company.Read more
Finding a new job can feel overwhelming— you have to consider the impact on your career, uprooting your family, novel work-place politics, and the list goes on. Figuring out how to organize your search can seem like a shot in the dark, especially if you are at a transition point in your career, want to cast a wide net, or are unsure of the job market.
The job search is where physician recruiters shine; they have years or decades of experience managing these painful— but rewarding— transitions, and can provide you with valuable insight. After you’ve done your research and chosen a reputable recruiter, he or she will go to bat to help you land the job you want…Read more
Doctors, especially long-established doctors, are tempted to treat their junior partners like children. It’s a variation on the “what do you want to be when you grow up?” and senior physicians are self-appointed gurus for how you should practice medicine. It’s not dictatorial or mean-spirited, however. You must remember an established practice has a good reputation for good reasons. Nevertheless, senior physicians expect their subordinates to be obedient and productive and not upset the course of the practice.
When intolerable limitations aren’t known before committing to a practice, they can brew like an ugly abscess, inflamed and painful. It’s no fun being the foreign body that initiates a practice’s innate immune system against you. This is a psychological burden that is unexpected while you’re trying balance risks vs benefits, follow a therapeutic flow sheet, or even concoct an empiric regimen. Can this burden be avoided? Just what are the warning signals?Read more
When you are a new doctor jumping on board an established practice, it is expected that you subscribe to a way of doing things. Maybe these ways are right or maybe they’re wrong. Can you abide them or can the practice abide your not abiding them? You’ve always dreamed of how you would treat, educate, and relate to patients, and a well-oiled machine (i.e., an established practice) invites no torpedoes. Sometimes you must draw the line right away if you think there are dangers to patients or unethical practices. When your moral compass points south, it takes no time before you walk out the door. Other times you assimilate without difficulty; at some point, however, you will want to be your own person, your own doctor. Will you be a torpedo or an additional gear in the well-oiled machine?Read more
Institutions must strive for an environment that promotes respect for all staff – regardless of their position in the hierarchy. From maintenance personnel to rainmaker physicians and administrators, every employee’s role is critical to the operation of the institution, and every employee must be treated with professionalism and dignity. Lawsuits are costly, as is turnover, but the damage to an institution’s reputation and brand may be a cost that no healthcare provider can afford. Without the trust of the community, institutions may struggle maintain their position as a leading provider their area.Read more
The average cost to turn over a physician is $1.2 million. In addition, the physician candidate pool is steadily decreasing. Effective onboarding is not just another task to add to everyone’s already hectic schedules. It is not just another meeting that needs to be attended. It is an essential process that improves productivity and helps to reduce turnover, ultimately increasing revenue and enhancing physician satisfaction and engagement. It is a necessary part of the recruitment and employment process that cannot be ignored or forgotten.Read more
Complementary and Alternative Medicine (CAM) refers to any therapy that is not a part of standard Western medicine. Despite increasing interest from patients – up to a third of Americans use some form of CAM – western medicine has historically vilified these practices as not evidenced based and without much merit. Despite this, many CAM practices are beneficial to patients and can safely be integrated into your medical practice.
Read on to see why your practice should start incorporating CAM…Read more