- Physician Jobs Board - Physician Recruitment - Physician Employment -Physician Practice Opportunities -
 
Home Physician Jobs Physician Services Client Services Articles Of Interest About Us
Post Your CV Post Job Opportunities Contact Us FAQs Site Map Locum Tenens
               
LogOut

FREQUENTLY ASKED QUESTIONS (FAQs)
 

Q. What does it cost me to work with a recruiter?
Q. How does the recruiter work? What's the process?
Q. Why is a relationship with a recruiter better than, say, searching and posting on an Internet job board?
Q. Will my information be used without my knowledge?
Q. What about confidentiality? I don't want anyone at my present facility to know I am looking.
Q. What steps do I take to begin a relationship with a recruiter?
Q. How often can I expect to hear from a recruiter once I send my information?
Q: Should I take my spouse and children with me on my interview?
Q: Why is it that recruiters only seem to have access to positions in unattractive locations? It seems that they do not have any jobs in large metro areas
Q: My spouse was recently promoted and is being transferred to Texas. I am an OB/GYN. Since I know the city we are moving to, what should I do, contact potential employers directly or go through a recruiter?
Q: Should I expect the client to pay for my relocation fees?
Q: Our child needs a Special School and has some other needs. At what point do we tell our recruiter about our needs as a family, and how do recruiters take this into consideration when helping to place you?
Q: My spouse is a nurse. Is there a way to research her opportunities while also researching my own? How is this typically handled?
Q: We recently spent a lot of time, energy and money to fill a position. We have reason to believe that the new physician is not happy? I think they may be considering looking elsewhere. What do I do now?
Q: You have found the candidate that you want and you have made yourr written offer. The two-day response time period you agreed upon has passed. Now a week has passed and the candidate says he is still trying to make up his mind and will get back to you. Meanwhile, your second and third choice candidates are being offered positions elsewhere. What do you do?
Q: Assuming that you would like to practice in a state where you are not licensed, how long does it take to get licensed in a new location?
Q: Why should I use a recruiting firm?
Q: How do I find out about Physician Practice opportunities with JS Medical Group?
Q: As a full service firm, how do you differ from contingency firms?
Q: As a physician visiting an opportunity, how do I handle interviewing expenses?
Q: Do you specialize in any specific areas in the country?
Q: Do you recruit for all specialties?
Q: What makes JSMG my best resource for finding a new opportunity?
Q: What do you need from me?
Q: Why do clients use JSMG?
Q: Will using a firm lower my salary?
   


Q. What does it cost me to work with a recruiter?
A. There is never a fee for candidates. The "cost" to a candidate, however, needs explanation.

Without exception, our search process necessitates a relationship between recruiter and candidate based on honesty, trust, and cooperation. Candidates must be willing to invest in the process for it to have a successful outcome.

"Investing" means making time to interview, preparing for interviews (aka "doing your homework"), being honest with your feelings and opinions, keeping your recruiter updated on your other job leads. Our goal is to ensure both candidate and employer win.

[Top]


Q. How does the recruiter work? What's the process?
A. Our process is focused on preparation. We know the opportunity, the decision makers in the search project, the culture of the organization, the reputation the facility has in the marketplace.

We leverage that understanding to prepare and coach our candidates throughout the interview process. Our process is geared to ensure that from beginning to end, surprises and odd turns are kept to the absolute minimum.

[Top]


Q. Why is a relationship with a recruiter better than, say, searching and posting on an Internet job board?
A. Put simply, our relationships involve people working with people. We do not rely on technology to "match" a person's interest, motivations and goals to a position. A trained, experienced professional makes informed decisions based on an understanding of your needs.

[Top]



Q. Will my information be used without my knowledge?
A. Our policy to contact prospective candidates before sending resumes to interested employers.

[Top]



Q. What about confidentiality? I don't want anyone at my present facility to know I am looking.
A. Our database is propiertary and is not acessible through common web spidering technology. Candidates can profile themselves and that information is entered directly into our database for use by only the recruiters onsite with our firm.

[Top]



Q. What steps do I take to begin a relationship with a recruiter?
A. To begin a relationship, we instruct candidates to first review our current search and practice opportunity listings. Once they identify a position(s) that they are qualified for and have interest in, we ask them to submit their contact information and resume via our candidate form.

[Top]



Q. How often can I expect to hear from a recruiter once I send my information?
A. The nature of our business dictates that we must talk to, and network with, large numbers of people to identify the proper number of qualified, motivated candidates ready to accept a new position.

We often cannot touch base with every candidate submitting their information. Our firm utilizes email frequently to continue communication and to stay in touch with our network of candidates. We urge all of our candidates to stay in touch with their recruiter and continue to visit our web site.

[Top]


Q: Should I take my spouse and children with me on my interview?
A: JSMG highly recommends that the entire family comes along on the first interview. If they can't make it on the first interview, by all means they should accompany the Physician on the second or follow-up visit. The best strategy would be to carefully select and interview only at those positions that are of interest and make your choices wisely. Two heads are always better than one. A full itinerary is to be expected for both the Physician and Spouse/Significant other.


The most common scenario is that the Physician meets with the Medical Staff and those individuals he/she will be working with on a day to day basis, as well as administrative and support staff. The Physician will be touring the facility and most likely be meeting key decision makers and referral sources that are vital to the success of his/her practice. The spouse or significant other should hook up with a realtor and investigate housing and the community finding out about the housing and residential market, schools, churches, recreational and cultural facilities and other ammenities of interest.
Usually an interview dinner is planned whereby all can get to know each other better at that time. The spouse and children can usually, and most certainly do, compare notes at the end of the evening and when they return home to further evaluate the opportunity.

The Physician may be sent his/her tickets, accommodation information and itinerary several days before the visit or have it presented to him immediately upon his/her arrival. In other cases, the candidate is often expected to pay for the trip upfront, and is reimbursed after the interview is completed. This saves the Client time and expense in the event the Physician candidate elects not to visit

[Top]


Q: Why is it that recruiters only seem to have access to positions in unattractive locations? It seems that they do not have any jobs in large metro areas
A: Not true as is the case for JS Medical Group opportunities. Because of our knowledge, expertise and trackrecord, we have opportunities in major Urban Locations (New York City, Philadelphia, Chicago, Boston, Atlanta and Dallas) Large Metro areas (as per above and many more, such as Seattle, Denver, Houston, New Orleans, Washington, D.C.), Suburban, Semi-Rural Areas, Rural Areas, Academic Medical Centers as well as International. Check our practice opportunity listings for yourself; our positions are everywhere, a lot depends on the Market for Physicians at the time, demographic and needs factors and a host of other things. We have an aggressive and on-going marketing strategy and new positions and opportunities are turning up every day in all kinds of locations and markets.

Clients hire recruiting firms because of supply and demand and the difficulty in finding the best candidate for the position. Large cities tend to have many Physicians to chose from or simply not enough. It may be a very competitive environment and outside candidates must be brought in due to limited supply in that geographic market.

Many clients try to recruit on their own, some use firms, and some use a combination of outside firms and in-house recruiters. Our Clients are throughout the country in all kinds of areas, but we see a heavy distribution of clients is in medium-sized cities and communities surrounding large metropolitan areas because these areas are growing faster and the demand is more intense for physicians in these high growth areas.


What matters most is to find the best match between the opportunity and the physician. It is also important to consider the unique qualities that a smaller town or rural area offer - such as lower crime, higher compensation, less competition, less managed care and the satisfaction that you may be working in an underserved area. You can be a Big Fish in a Small Pond with easy access to the larger metro areas when and if you want it.

[Top]


Q: My spouse was recently promoted and is being transferred to Texas. I am an OB/GYN. Since I know the city we are moving to, what should I do, contact potential employers directly or go through a recruiter?
A: We say go through a recruiter; it will save you a lot of time and energy. It doesn't cost you anything and they do the work for you - we may have contacts and opportunities in the area that you are relocating to. We know what is there. We can present you professionally, help with licensing issues, advise you in contracts and compensation. A good recruiter has excellent opportunities that you don't know about and has many contacts and a network contacts and resources if they have been around a while and know their stuff.

[Top]



Q: Should I expect the client to pay for my relocation fees?
A: About 90% of the time a client will pay the relocation expenses. They usually put a caveat that the relocation expenses be fair and reasonable, preapproved in advance and are part of your contract with the facility.

[Top]
 
Q: Our child needs a Special School and has some other needs. At what point do we tell our recruiter about our needs as a family, and how do recruiters take this into consideration when helping to place you?
A: The candidate should communicate these issues immediately to us. If the physician has a special needs child, we will factor that into consideration when looking at suitable practice opportunities. We will find out what kinds of schools and resources are available in the community. We ask the hospital for referrals, and do our own scouting. We also work with local professionals to set up interviews at schools and child care facilities. If nothing is available that meets those special needs, we simply advise not to consider the opportunity. Don't waste time.

[Top]
 
Q: My spouse is a nurse. Is there a way to research her opportunities while also researching my own? How is this typically handled?
A: Typically, the hospital or practice you choose will help your spouse find a job and will have good direction as to what type of opportunities are available in the community. We suggest that find your preferred job first or the person that you think will have the most difficulty in finding a position and work from there in both finding opportunities that would be suitable. There are many cases when one person can find a job but the other cant. We would not expect you to take a position where your spouse wouldn't also be happy and we will do our best to find that person a position as well.

[Top]



Q: We recently spent a lot of time, energy and money to fill a position. We have reason to believe that the new physician is not happy? I think they may be considering looking elsewhere. What do I do now?
A: We suggest that you sit down and talk to the Physician about how he/she is adapting. Ask him quite frankly what is the problem and what he is not happy about. Encourage him to be specific, and once the reasons are known, decide how you want to proceed. You may ask the physician to give it some more time. Often, physicians don't begin to 'settle in' to a new position for about three months or so. You may be able to make some changes to better fit the physicians' needs. If the physician sees that you are trying to accommodate him, he may be more willing to stick it out until he is more comfortable. Others have a 'retention plan' in place. A retention plan generally involves a more experienced physician, employee or individual who routinely mentors, monitors or contacts the newer employee in order to help him or her through the adjustment period.

[Top]


Q: You have found the candidate that you want and you have made yourr written offer. The two-day response time period you agreed upon has passed. Now a week has passed and the candidate says he is still trying to make up his mind and will get back to you. Meanwhile, your second and third choice candidates are being offered positions elsewhere. What do you do?
A: You have no choice but to continue interviewing as if you had not already made an offer. Let the physician know that you are actively interviewing and that you cannot continue to wait for an answer. Decide if you can live with your second or third choice candidate. If you cannot, you need to go back to the drawing board and reinitiate your search. If a candidate continues to put you off, it may reveal a situation where a physician is playing other offers against yours. A reasonable timeframe for an answer is 2 to 7 days. Two weeks is the maximum amount of time it should take to get an answer. You need to determine how long you are willing to wait and then move on. When you can make this kind of commitment and stick to it the candidate will either get back to you in a timely manner or he/she was probably not the right candidate in the first place.

[Top]
 
Q: Assuming that you would like to practice in a state where you are not licensed, how long does it take to get licensed in a new location?
A: Based on our many years of licensing and credentialing, it is safe to say, that with the exception of Texas, you can expect to be licensed in another state within six to eight weeks. Texas can take anywhere from three to nine months. Additionally, some states may require you to take the SPEX Exam (Special Purpose Exam) if your board certification or existing license is older than ten years. It is best to check first with the Individual State licensing Boards and find out from them what their specific requirements are and expected timeframe. They vary a great deal-some may be very easy and fast, while others make take a while.

[Top]



Q: Why should I use a recruiting firm?
A: If you consider how time consuming a job search is, a recruitment firm is the best way to find a new job opportunity. If you are a physician, there is no cost to you. You can learn more about our opportunities by talking to one of our associates.

Unlike most of our competitors, JSMG's recruiting consultants visit every client's site so that they can objectively and honestly present the opportunity and answer all questions. We act as a functional extension of our Clients providing a value service that they don't have the time and resources to do. We can provide you valuable information and data that you are free to evaluate and verify on your own about an opportunity in an effort to ensure that you make a good decision. You can learn about many positions and opportunities that are not advertised that are truly excellent and unique.

If you are a potential Client, JSMG distinguishes itself from our values, methodology, quality and experience.

[Top]


Q: How do I find out about Physician Practice opportunities with JS Medical Group?
A: The best way to find out about our opportunities is to call or email us and speak with an associate. We can tell you about positions that meet all of your requirements or act as your agent to find one for you. We take a very proactive, hands on, no nonsense approach to get the job done. We hope to make the process Fast, Easy, Efficient and Fun. You may also contact us through email, search our easy-to-use database of opportunities, or submit your Curriculum Vitae online or via fax at

[Top]
 
Q: As a full service firm, how do you differ from contingency firms?
A: Contingency firms generally do not get all the particulars of an opportunity. Their knowledge of the opportunity is not as thorough because they do not take the time to meet with the Client other than by telephone. They often place a physician even if the match may not be perfect. As a full service firm, JSMG aggressively advertises each opportunity to find candidates that fit the client's profile and are a good match. JSMG will undertake a thorough and comprehensive sourcing campaign. We usually have an excellent response from our sourcing campaign; we then carefully screen and select only those candidates that would best fit the opportunity.

We are therefore very successful promoting opportunities to physicians because we take the time to perform an on-site visit, meeting with the administrator, hospital staff and key staff. We know the opportunities better than anyone and communicate that information to you. Since only a small portion our fees are paid up front, there is a low risk to our clients, but in return, they receive better service, top quality candidates and a success rate of 100%..

[Top]


Q: As a physician visiting an opportunity, how do I handle interviewing expenses?
A: Our Clients provide all travel, lodging and meals. As stated above, they can be coordinated in advance or reimbursed after the on-site visit.

[Top]
 
Q: Do you specialize in any specific areas in the country?
A: We have opportunities nationwide as well as International. As indicated above, they are Urban, Major Metro Areas, Suburban, Semi-Rural and Rural. New positions come in daily in all types of settings and locations. We do have staff members that have Geographic Specializations. We visit Clients nationwide in both major metro areas and small towns. We have Clients and Physicians visiting us in our corporate office.

[Top]
 
Q: Do you recruit for all specialties?
A: Yes. JSMG recruits for all specialties and often will search for specialized opportunities. If our Opportunities Database does not list an opportunity in a specific area you are interested in, please contact us for more information. We may have an opportunity for you that may not be posted. We often know where to find the kind of opportunity you are looking for and we are constantly receiving new information and making new contacts.

We have recruiters that do specialize by area and geographic location.

[Top]


Q: What makes JSMG my best resource for finding a new opportunity?
A: Simply put: Quality, Experience, Efficiency, Knowledge and Speed.

[Top]



Q: What do you need from me?
A: If you are a Physician, please send us your current and updated CV and take the time to complete our Practice Preference Form, informing us of your interests, prefernces, goals and geographic prefernce(s). We will consider all of your parameters and find an opportunity that meets all of your requirements. Register now for personalized service -- it's FREE!

[Top]



Q: Why do clients use JSMG?
A: When you consider how labor intensive Physician Recruitment and Placement is -manpower,advertising expense and time and energy, -- you would easily exceed the fee of a recruiting firm if you did it yourself. You not only save time, you save on expenses by using JSMG for your sourcing needs. If a client attempts this on his/her own, and hires a bad candidate, they lose a lot of money and time. Hiring a inferior or mediocre candidate is not worth the time or energy. JS Medical Group takes the time and energy to make a great match. We screen our candidates thoroughly with the ultimate goal of a good fit and long lasting placement.
Many Hospitals and Physician Practices choose to utilize recruitment firms rather than setting up a department which sits idle much of the year. The use of recruitment firms has proven to be efficient and cost effective.

[Top]


Q: Will using a firm lower my salary?
A:
No. The fees that are paid to recruitment firms are budgeted items and do not impact the physician's salaries or income guarantees. Salary and Compensation to a great extent depends on the specialty, geographic location and experience.

[Top]

 
Send questions or comments to information@jsmg.com. Copyright © 2000 J.S. Medical Group. All rights reserved.