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.
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Todd Cadenhead is a Senior Physician Recruiter at Medestar.
Connect with Todd:
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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.
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 Lisa Burrow is the Director of Operations at Medestar.
Connect with Lisa:
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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.
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Megan Hernandez is part of the Operations team at Medestar.
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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.
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 Carolyn Magilley is the Executive Director of Account Managing and Scheduling at Medestar. 
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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. 
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Arthur Cooper is the Chief Executive Officer of Fidelis Partners as well as the Chief Operating Officer of Medestar. 
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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.
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Chris Cross is a Senior Search Consultant at Fidelis Partners. 
Connect with Chris:
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