Hiring Process


Before you begin, prepare for your job search by having these things updated and available:

  • A current CV/Resume
  • Production numbers or equivalent
  • Letters of Recommendation
  • References
  • Current schedule for yourself and anyone else that will be included in this process (i.e. spouse) for the next 30 – 45 days with specific times that you will be available by phone for telephone interviews or to travel for in-person interviews.
  • Information about any current or pending offers, and what specifically you are seeking to include in future offers of employment.


Your initial contact with a recruiter will involve a detailed discussion of your job search criteria. Some things to consider as you prepare to contact your recruiter for the initial conversation:

  • What geographic regions are you considering?
  • Are you open to Metropolitan, Suburban, or Rural areas?
  • Do you require employer sponsorship for a Visa?
  • Do you speak any languages that would make you an asset in the areas you are looking?
  • Do you have a spouse, significant other, and/or children relocating with you? If so, will your spouse be seeking employment? Do you have any specific academic, recreational, or religious considerations that will be necessary to consider as part of your search?
  • What are your salary expectations? Do you prefer a salaried position, or would you like to be paid based on revenue or production?
  • Are you seeking positions that offer loan repayment?
  • What are your long and short term professional goals?
  • What are the three most important criteria of your search?
  • Are you board certified?
  • Do you hold a current and active license to practice in the areas where you are searching for employment?
  • Are there other areas that you would consider, given the right opportunity?
  • Are there employment benefits that you must have as part of a new position?
  • What is your timeline for making a decision?
  • When are you available to begin work?
  • Do you have flexibility in your current schedule that would allow you to interview for possible opportunities in the next 30 days?
  • Do you have a home to sell in your current location? Is it on the market? Will you require the assistance of a realtor to show you housing prices and availability in the new area?


Telephone Interview

  • Have 15 – 30 minutes of free time available to conduct the phone interview
  • Be in a quiet place with no distractions so you can give your undivided attention to the person you are speaking to Be prepared with a few general questions about the position, for example:

    • How many other physicians are in the practice?
    • What are their backgrounds?
    • How long have they been affiliated with this group?
    • What types of procedures are the current physicians doing?
    • What procedures would you like the new practitioner to do?
    • What is the patient draw area?
    • How many patients are the current physicians seeing per day?
    • How many patients are you expecting the new doctor to see?
    • Is there more than one opportunity available?
    • Are you hiring more than one candidate?
    • What is the call schedule for this position?
    • Is this primarily outpatient or inpatient?
    • Do you have any future expansion plans?

    What is the town’s populations?
    Who are the major employers?
    Are there private schools available?
    What is the closest metropolitan city?
    What is the community like?
    What is the diversification?
    What are the schools like?
    What is the median home price?

  • Prepare to offer available dates for an interview no more than 30 days out


In-Person Interview:

The goal of the interview is to come away with an offer or contract!

You also should know that often times everyone you meet with will be asked for feedback on whether you would be a good candidate to hire. Whether they are a receptionist, nurse, physician or administrator, they all need to be treated with the same amount of respect.


Therefore, when meeting and/or leaving a person you need to do the following; 

  • Look them straight in the eyes (this is critical - it suggests sincerity and respect)
  • Smile ( Huge factor in overall hiring decision-interviewer wants to know that you are happy with what you see)
  • Offer them a firm hand shake(no matter whether it is a man or a women)
  • Provide a pleasant greeting (i.e. it’s nice to meet you)


On Your Exit:

Do the exact same things as above, except your exit greeting should;

  • Thank them for taking their time from their busy schedules to meet with you.
  • Tell them that you are impressed with what you have seen so far of their community and opportunity.
  • Tell them that you hope to see them again in the near future.


One of the key judging criteria that an administrator uses to decide whether to hire a candidate is how that candidate interacts with others. They have a big financial risk to take in hiring a provider and they have to be convinced on the interview that the candidate has a good chairside manor and will be able to build a strong rapport and following with patients.


Remember: You can not refuse or accept an offer, until you are made one


After the interview 

  • Send thank you notes to each person that you met with, remember to thank them for taking the time to meet with you, mention something memorable from the interview, and reiterate your interest in joining their team.
  • Follow up with your recruiter. Your recruiter will be able to provide you with invaluable feedback from the client and will want to speak with you in regards to your opinion of the interview and the opportunity. Without this feedback your recruiter will be unable to assist you to their full capacity
  • Understand that employment offers generally have a 7 - 14 day expiration period so it is important that you provide your feedback immediately upon completion of your interview.