Physicians spend years learning and training to become highly skilled medical experts, but they may not be prepared to negotiate an employment contract. Throughout the hiring process, recruiters can guide candidates, explain opaque contract language and set expectations for all parties.
Here are four ways recruiters can help candidates during job negotiations:
1. Knowing how physician specialties are valued in the market
Recruiters are in the unique position of understanding how different specialties are valued in the marketplace. This is especially true for scenarios where an established physician looks for work in another city or state. Compensation can vary greatly depending on the cost-of-living for a given region and employment saturation, as well as the policies of individual groups.
Though physician job seekers should perform their own due diligence by researching and comparing potential employers, they lack the resources and experience that recruiters have to offer. During job negotiations, recruiters can educate candidates on what fair compensation looks like for their specialty and geographic region.
2. Becoming a living resume for recruits
A CV is a valuable tool in any job search, but recruiting physicians takes more time and information than many other types of careers. Recruiters should strive to learn as much as they can about the candidates they select, then leverage that knowledge during negotiations.
During the initial screening process, recruiters and candidates need to have an open dialogue as they form a strategy for the first round of employer interviews.
3. Understanding contract language
Physicians are highly educated individuals, but their expertise often doesn’t extend to the legal arena. High-level physicians may hire an attorney to go over employment contracts before agreeing to anything, but recruiters can play a role here as well.
For example, recruiters can request a letter of intent from employers which outlines how the candidate will be compensated if they get the job. Physician recruiter Bo Clayton noted that letters of intent are non-legally binding, but are often easier to understand because they use less legal jargon. This helps everyone understand what’s at stake.
4. Setting expectations for both parties
There’s room for misinterpretation in any negotiation, and it’s up to the recruiter to make sure candidates and employers clearly understand one another. Throughout the screening process, recruiters should be upfront and honest about job duties, compensation and other benefits. When interviews begin, recruiters can stress which aspects of the job are most important to candidates and set reasonable boundaries.
Now that you’re more prepared to provide holistic guidance to your healthcare job seekers, find your ideal candidate by posting your next listing at myHealthTalent.com today.