does it cost me to work with a recruiter?
does the recruiter work? What's the process?
is a relationship with a recruiter better
than, say, searching and posting on an
Internet job board?
my information be used without my knowledge?
about confidentiality? I don't want anyone
at my present facility to know I am looking.
steps do I take to begin a relationship
with a recruiter?
often can I expect to hear from a recruiter
once I send my information?
I take my spouse and children with me
on my interview?
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
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?
I expect the client to pay for my relocation
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?
spouse is a nurse. Is there a way to research
her opportunities while also researching
my own? How is this typically handled?
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?
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?
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?
should I use a recruiting firm?
do I find out about Physician Practice
opportunities with JS Medical Group?
a full service firm, how do you differ
from contingency firms?
a physician visiting an opportunity, how
do I handle interviewing expenses?
you specialize in any specific areas in
you recruit for all specialties?
makes JSMG my best resource for finding
a new opportunity?
do you need from me?
do clients use JSMG?
using a firm lower my salary?
What does it cost me to work with
A. There is never
a fee for candidates. The "cost" to
a candidate, however, needs explanation.
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.
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.
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.
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.
Why is a relationship with a recruiter better
than, say, searching and posting on an Internet
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.
Will my information be used without my knowledge?
A. Our policy to
contact prospective candidates before sending
resumes to interested employers.
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.
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
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.
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
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
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.
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
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
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
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.
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
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.
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?
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.
Should I expect the client to pay for my
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.
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?
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.
My spouse is a nurse. Is there a way to research
her opportunities while also researching my
own? How is this typically handled?
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.
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.
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?
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
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?
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
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.
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
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
As a full service firm, how do you differ
from contingency firms?
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%..
As a physician visiting an opportunity, how
do I handle interviewing expenses?
Our Clients provide all travel, lodging and
meals. As stated above, they can be coordinated
in advance or reimbursed after the on-site visit.
Do you specialize in any specific areas in
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
Do you recruit for all specialties?
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
What makes JSMG my best resource for finding
a new opportunity?
Simply put: Quality, Experience, Efficiency,
Knowledge and Speed.
What do you need from me?
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!
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
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.
Will using a firm lower my salary?
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.