5 Great iPhone Apps for Medical Providers

With the release of Apple's  iPhone 5, we decided to do a roundup of some recommended iPhone apps for medical providers. Here are 5 great iPhone apps to try out:

1) English - Spanish Medical Dictionary by Word Magic Software (Paid - $5.99)

 
With translations for both English and Spanish, this is a great tool for medical travelers and those working with a Spanish speaking population of patients. It even detects misspellings and provides natural-sounding pronunciations.

2) ICD 10 Lite 2012 by iPremiumApps (Free)

ICD 10 Lite puts the complete, latest ICD 10 CM & ICD 10 PCS on your iPhone or iPod Touch or iPad. Easy to customize, share, print and even favorite certain codes.

3) Med-Mal by Cunnigham Group (Free)

Medical Malpractice Insurance Resources for physicians, medical groups and healthcare professionals. Search for medical malpractice quotes by specialty and state and find out how to lower med-mal costs.

4) Medscape by WebMD (Free)

Medscape (by WebMD) is a leading medical resource for physicians and other healthcare providers for news and clinical information. This app features safety information for prescribing, CME tracking, article databases and much more.

5) DG Apps by Doctor's Guide Publishing Limited (Free)

If you want to search for medical apps by your profession, then this is the app for you. Enter your areas of interest and DG Apps will compile a list of apps for you to consider indexed by popularity and featuring the latest apps available.


If you're a healthcare professional, share some of your favorite medical apps by tweeting us @MedestarLocums or by leaving a comment below.

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The Benefits of Locum Tenens to Fight Physician Burnout

burn·out/ˈbərnˌout/:

1. Physical or mental collapse caused by overwork or stress.

 In a recent study published in the Archives of Internal Medicine nearly half of physicians suffer from at least one symptom of burnout. The study used the psychological measurement of the Maslach Burnout Inventory (MBI) to test physician exhaustion, cynicism, and inefficacy. Some physicians are tired, worn out, cynical. The increasing uncertainty of the future of healthcare coupled with a growing need for health services can lead to a sense of defeat or hopelessness. The study presents glaringly dismal findings, but there is hope: locum tenens. 

Locum tenens is Latin for “holding/possessing/maintaining the position." In the healthcare industry this term refers to a physician who is filling a temporary assignment. In March of this year, on the physician blog, kevinmd.com, Dr. Duane Gainsburg details how switching to locum tenens was his own personal solution to burnout. (Read more here.) Here are some simple benefits to practicing locum tenens:

No more practice management: Several physicians choose to switch to locum tenens because they no longer have to worry about managing their own practice. Dealing with insurance, hiring and managing employees, worrying about compliance  - all stressors that disappear with locum tenens practice.

Less work, more leisure: The study published in the Archives found that physicians work 10 more hours a week than the average working adult. Locum tenens practice grants physicians the freedom to schedule vacations whenever, travel throughout the country, and work as little or as much as they like - all while benefiting financially from typically higher earnings than salaried employees.

Your time and skill is rewarded: One of the main differences between locums work and permanent work is the way physicians are compensated. Their money is not tied to productivity measures but simply their ability to practice medicine and efforts to be made available. The rates are generous, and the appreciation is sometimes more readily felt.  

Are you a locum tenens physician who escaped burnout? Share your stories with us by commenting below, writing on our Facebook wall, or tweeting us @MedestarLocums. 

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Test your Critical Thinking Skills: Tough Interview Questions

As recruiters, we are always looking for ways to ensure our placements are lasting hires. There's a lot we can do prior to an interview to make sure the candidate is qualified and has a strong interest in the job, but what are we doing during the interview to test their fit?

Glassdoor.com recently collected data from over 80,000 job seekers to find the toughest companies for job interviewees. (Read the article: 25 Toughest Companies for Job Interviewees) The top companies subjected interviewees to brainteasers, timed tests, and skills assessments to determine their fit within the company.
A sample question given was "How many hotels are there in the United States?" (In case you are curious, you can find the actual answer here.) The point of a question like this is to see a candidates' critical thinking skills and his or hers ability to think quickly under pressure. When interviewing someone for a medical provider position, we recommend the following question to gauge this: Describe a clinical situation that didn't go as planned and how you resolved it. The second part of that question is important because you want to know that the provider can find solutions to problems, not just get through them.

Here are some more healthcare interview resources:
Physician Interview Tips
Interview Questions for the Physician
Tips for the First Interview
Top 7 Behavior Based Interview Questions

Did our recruiters make the cut? See how we answered some of the tough questions and test yourself:



What's the craziest question you have been asked on an interview? What are some examples of great interview questions?

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Honesty Throughout the Recruitment Cycle

We’ve all heard the saying “honesty is the best policy”. It sounds so elementary but it’s actually profound. Throughout my 6 years of recruiting, I’ve found that if honesty isn’t obvious from start to finish within all aspects of the recruitment cycle, it’s likely to leave all parties involved unhappy and unsatisfied. I have found that honesty makes for long lasting and trusting relationships, builds respect and rapport, and ultimately leads to a smoother and faster business process from start to finish. I wanted to share a few honest tips that physicians should do themselves and what they should be looking for during their next recruiting experience.

• Be honest with your recruiter or agency. Be upfront and provide documentation explaining all malpractice cases, losses of privileges, suspensions, as well as any other issues that may show up during the credentialing process. This will save all parties involved time and frustration. This will also preserve your reputation. Each facility or practice is different in what they are willing to accept and approve. If any issue or event is not presented upfront, the facility or practice will mostly feel that the physician or agency was trying to hide the issue.

• Be honest with yourself about what you are willing to do and how you are willing to compromise (travel time, location, rate). Look at the big picture more than just money or location. Are you making yourself more marketable for future opportunities by compromising? If yes, I feel you are making the right decision for yourself.

• Look for honest answers. The recruiter may not have all the answers but did they follow-up in a timely manner? Did they answer your question for you so you could make an informed decision?

• Look for honest follow-up. Sometimes the information that needs to be shared is positive and sometimes it’s negative. A good and honest recruiter will make sure you are fully informed on both positive and negative feedback.

• Look for honest and upfront full disclosure. By this, I mean how the recruiter describes themselves, the agency, the service they provide and the jobs they represent. Did they do what they said they were going to do?

• Build trust with honesty. Trust is the foundation of a strong working relationship between you and your recruiter and can lead to your success or failure in a job search. Make sure you trust who you are working with.

• Go with your gut. It’s your choice who you decide to work with. I’ve found normally if you feel you can’t trust someone or get a bad feeling about someone, most of the time it was right.
___________________________________________________________
Todd Cadenhead is a Senior Physician Recruiter at Medestar.
Connect with Todd:
Biography
LinkedIn
Email  

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What is your stance on the Patient Protection and Affordable Care Act?

After the release of the Supreme Court’s decision last Thursday to uphold the Patient Protection and Affordable Care Act, Americans clearly had mixed feelings about the new law. This decision was met with both excitement and disappointment nationwide.

One week after the Supreme Court’s 5-4 ruling, one public opinion poll reported that 54% of American voters wanted the law repealed. MDLinx surveyed U.S. primary care physicians after the court ruling and found 64% of the physicians do not believe the Affordable Care Act will be able to achieve 100% effectiveness of health care coverage for Americans. The MDLinx survey revealed that 45.7% of primary care physicians are skeptical of the decision, whereas only 22% think the act will result in an extremely positive impact for their practices. However, KevinMD’s physician blogger Kevin Pho, M.D., stated that the court decision is one everyone should be happy with. Physicians can expect lower Medicare and Medicaid reimbursements. KevinMD also states the benefits of for patients, not only uninsured but also those most vulnerable in the U.S. He suggests that the benefits will be tangible for more than just progressive Americans.

What is your stance on the Patient Protection and Affordable Care Act? Visit our Facebook page to weigh in. Are you in support of or against the ruling? Tell us why.

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Should You Use a Recruiting Firm to Help with State Licenses?

Image: FreeDigitalPhotos.net

As a locum tenens provider, having multiple state licenses can help you be more marketable for job opportunities. In obtaining multiple licenses, every state has different processes, timeframes and requirements so it may be beneficial to find a recruiting firm, such as Medestar, that will assist you with the process. Licensing and credentialing experts at recruiting firms typically provide services that include:

- Assisting with completion and submission of the state board application.
- Requesting all necessary verifications from entities such as your medical school, any post graduate training programs, hospitals you have previously been credentialed in, and other state medical boards you are currently licensed with or have inactive licenses with etc.
- Following up with those entities listed above to ensure the necessary verifications are being processed in a timely manner.
- Acting as a liaison between you and the state board.
- Making the process as easy for you as possible so you can focus on other things.

Applying for state licenses can be tedious and frustrating, however having a knowledgeable person assisting you can help alleviate the pains of the process.
_______________________________________________________________
 Lisa Burrow is the Director of Operations at Medestar.
Connect with Lisa:
LinkedIn 
Email

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Tips for Streamlined Licensing and Credentialing

     When working locum tenens assignments, you may be required to fill out multiple credentialing applications for the different facilities in which you plan to work. Every hospital or clinic has their own credentialing process; however, many will require some of the same documents. Below are some of the standard documents you will need for credentialing in almost every facility.

1. Copies of Licenses, Drug Enforcement Administration (DEA) registration, as well as your Controlled Substance Registration (CSR): Make sure to have all your currently held licenses ready as well as all those you have previously held.
2. Copies of schooling certificates: Be sure to include your undergraduate degree, medical degree, as well as any post graduate training such as internships and residency programs.
3. Educational Commission Foreign Medical Graduate (ECFMG): If applicable.
4. CV, updated: Facilities like to see CVs that are up-to-date and in a month/year format. Make sure all gaps in time on your CV are accounted for (since medical school) to side-step any possible hiccups in the credentialing process and to help ensure a faster credentialing time.
5. Board certification: If applicable. Be sure to provide proof of your board certification, or proof of plans to take the boards (such as a registration confirmation).
6. TB Test: Physicians and other hospital employees are often required to be tested for TB annually, so have the most recent results available.
7. Photo of yourself: The picture needs to be of you by yourself.
8. Copy of driver’s license or passport.
9. Uniform application for physician credentialing: This applies to certain facilities in Alabama, Colorado, Georgia, Louisiana, Ohio, Oklahoma, Oregon, Texas, and Washington.
10. Proof of completed Continuing Medical Education (CME): Include records for at least the previous two years.
11. Detailed explanation for any background issues including malpractice claims and payouts, suspended or revoked licenses, etc: Blemishes on your record do not necessarily mean you will not be able to be credentialed. Being honest up front about any background issues is better than having a hospital or facility find out by doing their own digging!
12. Miscellaneous Certifications: This could include Advanced Cardiac Life Support (ACLS), Pediatric Advanced Life Support (PALS), Advanced Trauma Life Support (ATLS), etc.

     Finding and preparing all of these documents can be a time consuming and overwhelming. It is a good idea to compile all of the pertinent information and have it in a central location for future credentialing or licensing.
______________________________________________________________
Megan Hernandez is part of the Operations team at Medestar.
Connect with Megan:
Email

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FCVS-What is it and Should You Have it?

     As described by their website, the Federation Credentials Verification Service (FCVS) is a service available for medical providers that keeps a record of everything from diplomas to a list of hospitals a provider has received credentials in. Applicants who complete the FCVS process establish a permanent, lifetime portfolio of primary-source verified credentials that can be used throughout the applicant's career for state licensure, hospital privileges, employment and professional memberships. This service is extremely valuable for physicians and for those graduating from medical schools outside the United States or Canada, where verification is often time consuming, costly and difficult. Finally, should the applicant's related programs close or records be permanently lost or destroyed, the FCVS records become invaluable for future credentialing verification needs.

     International medical school graduates are aware of the cost and time associated with obtaining verifications from their medical schools. As FCVS obtains the necessary verifications from your medical school and stores the information permanently in your Physician Information Profile, the time and cost to provide this verification will be reduced. FCVS has collaborated with the Educational Commission for Foreign Medical Graduates (ECFMG) to provide verifications for physicians who were ECFMG certified after July 2004 within a few days.

     Hospitals and insurance providers can also use the FCVS profile in their credentialing process. FCVS meets the standards set by The Joint Commission and the National Committee for Quality Assurance (NCQA). Once your profile is established, this allows for hospitals and insurance applications to be processed quickly. 

     Some of the advantages of having a completed FCVS packet are as follows:

• Once FCVS has obtained the primary source verifications, the cost and time required for processing is reduced. Please note that any updates (i.e. additional training or completion of training that was previously in progress) will require additional processing time.
• Records are stored in a central location for ease of access.
• Emergency/disaster preparedness—meaning you won’t lose your verifications and information in case the original record is somehow destroyed.
• Records are available in the event of program closure (more than100 programs close each year).
• License portability—FCVS makes it easier to obtain multiple state licenses.
 __________________________________________________________________
 Carolyn Magilley is the Executive Director of Account Managing and Scheduling at Medestar. 
Connect with Carolyn:
LinkedIn
Email

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5 Tips for Spotting a Bad Boss

A good boss can make you feel engaged and empowered at work while simultaneously identifying and helping to grow your strengths and improve your weaknesses. A bad boss, however, can quickly make your job unbearable, even when the job seems perfect on paper (and in salary). A study conducted by Baylor University further notes the effects of a bad boss by stating stress and tension caused by an abusive boss, “affects the marital relationship and subsequently, the employee’s entire family.” With these findings in mind, it is even more important to spot a bad boss before you sign on to work for them. Here are five tips to help spot a bad boss:

1.) Pronoun usage- John Brubaker, performance consultant, reveals that the pronoun choice and context a boss uses is the biggest verbal tell in an interview. For instance, using the term “you” in regards to negative information (“you will deal with a lot of ambiguity”) shows the boss will not be a mentor. Choosing “I” to describe department success is a big red flag as is saying “we” when talking about a particular challenge the company has faced. These both could indicate the boss is prone to deflecting responsibility and placing blame.

2.) Personal questions - This one can be tough because the line between genuine relationship building and fishing for information is a blurred one. Interviewers can’t legally ask about your family situation, religious background, or other personal matters, but sometimes this may come up in general conversation. Use your best judgment and remember it is ok to decline to answer something you are not comfortable with sharing.

3.) They’re distracted-In this day and age, the age of smartphones and email, many people have developed disrespectful communication habits in the name of work. Business norms often include reading email on your phone while in a meeting, checking messages on your smartphone while on a conference call, etc. However, your interviewer should be striving to make a good impression on you just as much as you are trying to make a good impression on them. Making a good impression includes shutting down technology and giving undivided attention. If your interviewer answers calls, emails, etc. during the interview, don’t expect them to make time for you if you take the job.

4.) They can’t give you a straight answer-Human Resources professor, Caren Goldberg, Ph.D. says vague answers to your questions is a key “tell.” Be sure to listen for pauses, awkwardness, and overly-generic responses to your questions, especially if you ask about the person previously in your position or why the position is available. For instance, if the previous person was “a bad fit,” this could mean the workplace doesn’t spend much time on employee development. Asking about turnover rate is also an excellent way to find out about the boss and the position alike.

5.) They’ve got a record-Don’t be afraid to ask the potential boss how long he or she has been at the company, in that particular role, or where they worked before this company. This can help you get a feel for their management style and if you will respond to it. For instance, leading at a large corporation then switching to a smaller corporation can indicate a formality in leadership style.

To read further, review this article. 
______________________________________________________________
Arthur Cooper is the Chief Executive Officer of Fidelis Partners as well as the Chief Operating Officer of Medestar. 
Connect with Arthur
LinkedIn
Email

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Some Practical Advice on Reviewing a Contract

     You are at that stage in your job search where you have found the position you’re interested in, you have made the trip to the community, met with the key decision makers, spent the afternoon with the realtor and you now have an offer in hand. Unless you minored in contract law while you were completing your medical training or have a spouse who practices law, you are now facing a rather daunting task of wading through the twenty plus pages of an agreement. The goal is to make certain all the things promised to you have made it into the document.

     So, what is a highly educated individual inclined to do? The first thought is usually to have the contract reviewed by an attorney. At some point, that course of action may make sense. However, I would like to offer up a bit of practical advice that should help you save some time and a few dollars.

Image: FreeDigitalPhotos.net

     First, if you are just beginning the process and have set up a time to interview, ask them for a copy of their agreement. Most places will be willing to send a copy without any numbers in it. This is often referred to as a boilerplate version. By having the document in advance you will be able to read through it and prepare some questions. Once on the interview, you will have a chance to ask those questions to the appropriate person. Questions regarding the contract are almost always easier to cover in person.

     Another resource that may not come immediately to mind is that friendly recruiter who initially introduced you to the job. Hopefully they have stayed engaged in the process and have been helping out along the way. Over the course of a year, that recruiter will help coordinate anywhere from 50 to 100 interviews. If they have been in the business of recruiting for more than a few years they will have read through hundreds of different physician contracts. Through necessity and sheer volume, they have likely become very proficient and knowledgeable in this area. By asking your recruiter to help you review and understand the contract, you will be saving both time and money.

     This process will help you narrow down the major areas of concern. In some cases you may find a lawyer will not be needed and in other cases you will be able to take specific concerns to your attorney for their advice. By having them review specific concerns, instead of the entire contract, you will be reducing the amount of time they spend on your behalf. This will save you money.

     Analyzing an offer can seem daunting from the start. Utilizing the expertise of those individuals who work in health care staffing on a day-to-day basis can save you time, unnecessary worry, and also a few dollars.
___________________________________________________________
Chris Cross is a Senior Search Consultant at Fidelis Partners. 
Connect with Chris:
LinkedIn
Email 
Biography

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Preparing for an Interview

     Interviewing can be a stressful and trying experience. You will most likely be traveling to a new area you are not familiar with, meeting new people you do not know, attempting to make a good impression on the people you are meeting, all while trying to gather information so you can make an informed decision. It can be a daunting objective, even for an experienced interviewer. Here are some helpful tips to help you prepare for a successful interview:

     Be familiar with the practice and community – Do research on the practice and community prior to your site visit. If you are working with an experienced recruiter, they will be happy to review the practice details and community information with you prior to your interview. This can be especially helpful if you are interviewing in multiple locations.

Image: FreeDigitalPhotos.net

     Ask questions – One of the main purposes of an interview is to gather information in order to determine if a position is a good fit for you and your family. A great way to gather information is to ask questions. Do not leave the interview with lingering questions that will inhibit your ability to make a decision.

     Take notes – Make sure to document the information you are gathering. At the end of this process you will want to sit down and review everything you have learned, so it is helpful to have notes about specific details you might otherwise forget. You are going to be meeting with a lot of people and learning a lot of things – don’t expect to remember everything.

     Withhold negative comments – It is important not to pass judgment or offer advice on how to ‘fix’ things during your interview. You are being evaluated as well, so don’t volunteer feedback that can put you in a negative light in the interviewer’s mind.

     Dress and behave professionally – Wear a suit. Be early or at least on time to your meetings. It might seem old fashioned, but it is something that will be noticed and appreciated. Many interviews will include a dinner with other physicians or administrators. Feel free to enjoy a glass of wine, but don’t overindulge. Avoid conversation topics that could be perceived as divisive or inflammatory.

     Show interest – It is important to put yourself in a position to receive an offer after an interview. This gives you control over deciding whether to accept or decline the position. In order to receive an offer, your potential employer must get the impression that you are interested in the opportunity. Be engaged, ask questions, take notes, be professional, etc.

     Following these simple tips can not only alleviate some of the stress associated with interviewing, but can also help you gather the information you need.
______________________________________________________________
Dan Jones is a Senior Search Consultant at Fidelis Partners.
Connect with Dan:
Email 

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How to Bring a Physician to Your Hospital

     A hospital recruiter’s toughest job is to bring physicians into the community. I have found the oldest rule in the book applies: People work with people they like. Doctors are no different. Yes they are enticed by the latest technology, good schools, and attractive locations but what ultimately seals the deal is the recruiter working with them. Just think about when you are trying to choose between competitors. Would you not pick the person who makes you feel more important? Physicians are no different. Engaging them in conversation, discussing their interests, and making them feel like they are needed at a hospital go a long way. I have found the most engaging recruiters to be the most successful. Here are some tips to help attract the best physicians.

     Tip #1 – Be enthusiastic – When speaking with a potential candidate always be enthusiastic about the facility and the people working there. A recruiter is the first impression a potential candidate has of a facility; therefore it should be a good one.

Image: FreeDigitalPhotos.net

     Tip #2 – Focus on interests – When speaking with a potential candidate, take the time to find out what they are interested in. If their hobby is biking, make sure and focus on what bike paths are in the area. If they have children make sure to let them know about schools in the area. Acknowledging what is important to a candidate before they tell you, shows you truly care about their wants and needs.

     Tip #3 – Send a thank you card – After speaking with a candidate or after a site visit, send the physician a handwritten card thanking them for their time. Personal notes go a long way.

     Tip #4 – Follow up – Always follow up with the provider after a call or a site visit. Continue to do so every few months as well. Just because they may not have been interested in the opportunity at first, situations always change and you want to be the person they think of when theirs changes.

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