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.
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Todd Cadenhead is a Senior Physician Recruiter at Medestar.
Connect with Todd:
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• 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
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