Available CV Practitioner Resume

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Intelli-Source

® and our national network of search partners represent only organizations which are recognized as “Preferred Employers” in their specialized markets.   

Finding the right physician to join your organization involves a careful and complex process. When you have a position to fill, answering a few questions may help you define the kind of service you will need:     

• What is my time-line for filling the position?
• What internal assistance (e.g., a human resources department) can I commit to the process?
• Is my organization’s culture and work environment so specialized that candidates need particular assistance in understanding the opportunity?

 Your answers may point you in the direction of a recruiting firm that is paid on a contingency basis or a search firm that is paid an up-front retainer fee. Either way, you want to find a firm that will take your search seriously and will represent your organization in a highly professional manner.

Contingency Firms Operate Differently from Retained Firms

A National Association of Physician Recruiters (NAPR)* survey revealed that contingency recruiting had an average fill time of 109 days, compared to an average of 120 days for a retained search. The NAPR survey also found that contingency agreements tended to be a little more expensive. Filling the position expediently may reduce revenue lost during a physician vacancy; however, the position must be filled with the right candidate. A quick placement can be costly if your new physician does not thrive and you are forced to resume your search.

Some health care organizations use several contingency firms when they want to fill a position. Since a contingency recruiter is paid only when a candidate is hired, this approach may cause recruiters, facing competition, to funnel in many CVs, as quickly as possible. Rick Whitley, Vice President of Intelli-Source© commented, “Some hospitals and groups are just looking for a CV clearing house. A good contingency firm will still prescreen and prequalify candidates, but the approach may be a little more hurried and less careful when speed and competition become an element.”

Using several contingency recruiters may be an appropriate method, if your organization has a department that can sift through many CVs and evaluate each candidate’s qualifications. Some organizations prefer this process, allowing their own human resources department to select candidates from this large pool of CVs.

Every recruiter has access to the same candidate pool, however, the quality of the selection of candidates that the firm provides depends on your recruiter’s understanding of clients’ and candidates’ desires. A practice consisting of a few physicians might not have the time or expertise needed to evaluate dozens of CVs. Such a group may feel more secure with the personal relationship and individualized attention provided by a retained search firm, which provides a panel of qualified candidates for them.

Retained Search Firms Helpful with Specialized Positions

An advantage of working with a retained search firm is that the recruiter, having been paid an upfront fee, devotes more time to understanding your particular and specialized needs. The process may be slower, but when you must fill a high-level or specialized position, the quality and compatibility of the candidate you choose may be more important than the speed with which you make your final selection.

Because you have paid a fee up front (usually nonrefundable), you should feel free to demand more of your recruiter. You should be justified in asking not just for CVs, but for CVs of a particular type and quality. You will have less sorting and evaluating to do, because your recruiter will have done it for you. You will know that your search firm is committed to finding the best candidate for your particular situation, even if finding that perfect candidate takes a little longer.

Once you have decided on the kind of service you need, it makes sense to shop around. The cheapest rate may not be the best deal. Ask some of the following questions:

• How long has your firm been in business?

• How specialized are your consultants, and how long have they been in the industry?

• How do you qualify or check references on your candidates?

• Can you provide a list of satisfied clients?

• Is your firm a member of the NAPR?

Once you contract with a firm, continuously assess the quality of the service. Are you receiving ongoing communication throughout the search? Are you consistently seeing excellent candidates? Is the firm’s approach professional? Are they respectful of your time? Are they making the process easier for you? If you are unsatisfied with the recruiter or the process, select a new firm, or request changes in the firm’s approach. Finding the right physician is critical to your organization, so you should be thoroughly convinced and comfortable that the service you receive and candidates you meet are top quality. 

Whether you choose a retained search firm or a contingency firm depends upon your needs. You may find that one retained firm saves you time and frustration. Or you may develop relationships with a few reliable contingency recruiters. The cost differences vary by the firm, but Rick Whitley, Vice President at Intelli-Source© suggests that, “No matter what the costs are, if you have confidence in the firm and recruiter and they provide you with a quality service, cost shouldn’t be an issue.”

In either case, a good recruiter is an extension of you and your organization. He or she should take a personal interest in you and should accurately communicate your needs to the candidates. A well-informed candidate will approach the interview with a better understanding of your practice, the opportunity you offer, and the community you serve.

Finding the right physician is your goal. Either a retained search agreement or a contingency contract can accomplish your purpose. The choice depends on your particular organization, your specific needs, and your personal preferences.

Resumes or CVs found on this website “PractitionerResume” are candidates of Intelli-Source Healthcare Practitioner Search.   For more information on any of these candidates please send your inquiry to:  Physician_Jobs@Intelli-Source.com or contact us at 713-861-8656 x 121.

This website is not a “fee for access” database.