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Working with Residents/Fellows
Karen GliarmisResident/Fellow LiaisonVidant Medical Group Greenville, [email protected]
What’s important to Residents/Fellows?
Resident Fellow Liaison –VMG
Build relationships to recruit & retain Recruitment Dept.- 5 Recruiters 100+ openings with VMG & ECU
Presentations to residency programs on job search
One-on-one CVs, Job search, Interviewing, Contracts, MGMA
salary range
Monthly Newsletter– VMG opportunities, Moonlighting
Business of Medicine Series- experts Loan Repayment, Credentialing, Insurance,
Contracts Source Candidates - inhouse & websites
Resident Fellow Liaison- VMC Graduate Medical Education (GME)
Two primary roles: Build relationships to recruit & retain
Participate in GME activities Orientation, Graduation, Meetings,
Research Day Edit & Produce GME Newsletter – photos,
news Coordinate spouse group events
Provide Education Seminar Series, Lectures, One-on-One
Advise GME on Residency recruitment Website, Residency Fair Booth, Give-
Aways
VMC/ECU Residencies Vidant Medical Center (VMC)- Level 1
Trauma Ctr. 1.4 mil. people in 29 counties in eastern NC
13 Residency Programs 15 Fellowship (ACGME accredited)
Programs 7 other Fellowships (not ACGME
accredited) ~ 400 Residents/Fellows in 35 programs
VMG Resident Retention
J-1 waivers- 3-5 /yr. Make sure facility has kept up HSPA designation
3 year commitment now 75% of docs with MD degree from BSOM and do their
GME training at VMC stay in NC 30% VMC residents stay in our 29 co. service area/year
• Post –Match Supplemental Offer & Acceptance Prog. - SOAP (former Scramble)
• 1,000 more U.S. grads – 3 new med schools and enrollment expansions
2013 Match -Your future recruits
More competition for available spots +317 D.O.’s +816 IMG’s (U.S. citizens) +740 IMG’s (non-U.S. citizens)
+332 Primary Care matches (FM, IM, Peds)
2013 Match- Your future recruits
Video- What residents are looking for
PREFACE 6 Residents interviewed
IM, 2 Intv’l Card, FM, OB, FM
Filmed in Jan.
Prior to evening seminar
Most Important Factors• Practice Setting
• Well run practice• Capable Ancillary Staff• Collegial Atmosphere• Partnership
• Experienced, strong Mentors• Location/ distance to Family• Student Loan Repayment• Compensation• EMR
Student Loans vs. ?
Median medical school debt- $180,000 payable in 10 yrs. vs.
mortgage payable in 20-30 yrs. Specialty (FM vs. Cardio)
Procedures Salary Location Spouses job/ family Amount & Repayment period
MY Observations
Most welcome help with CV
They use Facebook, other social media
They want to know that they will be able to be busy (provide marketing, qtrly #s of other physicians)
Recruit Early – some 2-1.5 years out
Recruit EARLY
Offer Stipends during Residency $4800- $50,000
Offer Away Rotations PD and GME approval required Supervising Physician- commitment required Application Justification- what interest
residents variety of pts., rural exp., EMR, career decision
Moonlighting Registering on websites - specifics
Identifying Jobs
• Residency/Fellow Liaison
• Specific hospital websites • Physician Opportunities vs. Careers
• Journal Ads/ websites JAMA-jamacareercenter.com NEJM- nejmjobs.org
• Cold calling
• Networking w/alumni, friends, faculty WOM from colleagues
• Professional Assoc. website & meetings
• InternetPracticelink.comPracticeMatch.comCareermd.comHealthecareers.com -rep. many AssocMedicalstaffrecruiters.comPhysEmp
• Job Fairs- CareerMD
• Office of Rural Health • Nat’l Health Service Corps.
medically underserved communities
• Search Firms
Recent trends
Employment Agreement – most popular Sign on Bonus + “Commencement Bonus” + Student
loans Private Practice - less
no tail insurance Non-compete- 2 years
Recruitment Agreement/ Relocation Agreement Existing Practice- OB mostly, Psych, FM, Neph Start- ups out of residency
Neph, Derm, Psych, FM
What turns them off
• Asking to do credit check before interviewing
• Complicated Salary structure & lengthy contract
• Unhappy office staff
• Heavy patient load
• Letters of Intent – prior to interview
Email from ResidentHi Karen,
I was wondering if you had some time for me to stop by or if I could send you a letter of intent that a job opportunity is asking me to complete. I'm a little concerned about it.
Basically, I have had two phone conversations with this group who is opening a practice where I am looking to move. I signed a disclaimer already, but now they want this "letter of intent" in which I am agreeing to 4 years with salary, etc included. I haven't met anyone there, the letter is very vague, and the actual facility does not exist yet.
It all seems a little sketchy to me, but I'd like to talk with you before I give them a response.
More turn offs Last minute Itinerary changes
Flow of interview day
Unengaged Interviewers Interviewers not looking at their CV
Complicated Reimbursement for Interview Expenses Be sure to clarify prior to travel
Red Flags Salary /partnership not spelled
out
Term of contract unappealing
Not meeting all the partners-
Pressure to sign contract
Pushy recruiter
Positives Comments from Residents
As a young physician I was more in need of strong mentoring. I was very impressed with the medical director and inspired by his vision for the department.
Ability to easily connect with recruiter in the beginning.
Ability to quickly schedule interview in order to make a decision so soon.
Positives Highly engaged staff and excited
My area of interest generated a lot of discussion and it was pretty clear that I could continue to grow and develop.
Chance at ownership and voice in the way the practice is run.
Staff in the office were much happier where I am going.
In Summary Residents are eager, but
inexperienced in the job search world
Don’t assume they know
Your help will mean a lot to them
Questions?
