Q: Should I hire a lawyer to review my Indiana physician employment contract?

A: In general, yes. We are not lawyers and do not give legal advice. We have reviewed many contracts and can provide you with feedback as to what we have seen as standard. The choice of a lawyer is critical. Find someone well versed in medical contract law, as well as the state’s laws in which you will practice. Try to find an attorney recommended by someone else. Also, make sure the attorney has enough time to review the contract in a timely manner. Negotiations could be hampered by a slowed response time.

Q: If I am a resident, when should I decide upon accepting a position?

A: As a general rule, the earlier the better. The more time you have to work on license applications, hospital privileges, finding a new home and moving arrangements, the less stress you’ll encounter. Many hospitals recruit for summer positions in the fall and early winter. Don’t think all of the “good” Indiana physician jobs are taken by the end of winter. We assist physicians throughout the year because contract expirations occur throughout the year. Don’t worry. Have confidence that the right position will be available. Call us, we are here to help!

Q: Who handles negotiations, me or my recruiter?

A: Whenever possible, your recruiter should handle negotiations for Indiana physician practice opportunities. Having a liaison reduces the potential for heated arguments between two parties. Keep in mind, professional recruiters regularly perform this task.

1) Defining purpose. What you are looking for in a position? Some items to consider are: environment (rural, suburban or urban), practice set-up (group, partnership, employee, etc.), compensation plan for physician employment and rotation.

2) Preparation. Practice! Practice! Practice! Do your homework before interviewing. Anticipate possible questions concerning physician practice opportunities and write answers for each.

3) Punctuality. Not just on time, but a little early for each site and telephone interview.

4) Appearance. Arrive at the interview with a neat and clean appearance. Avoid being overly made-up. Dress conservatively and comfortably.

5) Body language. Eye contact is essential. If shaking hands, offer a firm handshake. Erect posture shows confidence. Sit down only after being offered a chair.

6) Portfolio. Plan ahead. Bring copies of necessary information (CV and references). A legal notebook for taking notes is always recommended. Formulate a list of questions to help you evaluate the opportunity.

7) Enthusiasm. Bring an absolutely positive attitude without being too familiar. Negativism is not allowed. Sell yourself. The difference between bragging and self confidence is enthusiasm.

Smile. A genuine heart warming smile can win over anyone…whether you interview for physician jobs or not.

9) Thank you. At the end of each interview, thank the interviewer for their time. Follow up with a thank you note highlighting various points discussed during the visit.

10) Use a professional recruiter. Have a professional recruiter handle the search process for you. The task can be overwhelming to organize and maintain.

Q: Should I hire a lawyer to review my Wisconsin physician employment contract?

A: In general, yes. We are not lawyers and do not give legal advice. We have reviewed many contracts and can provide you with feedback as to what we have seen as standard. The choice of a lawyer is critical. Find someone well versed in medical contract law, as well as the state’s laws in which you will practice. Try to find an attorney recommended by someone else. Also, make sure the attorney has enough time to review the contract in a timely manner. Negotiations could be hampered by a slowed response time.

Q: If I am a resident, when should I decide upon accepting a position?

A: As a general rule, the earlier the better. The more time you have to work on license applications, hospital privileges, finding a new home and moving arrangements, the less stress you’ll encounter. Many hospitals recruit for summer positions in the fall and early winter. Don’t think all of the “good” Wisconsin physician jobs are taken by the end of winter. We assist physicians throughout the year because contract expirations occur throughout the year. Don’t worry. Have confidence that the right position will be available. Call us, we are here to help!

Q: Who handles negotiations, me or my recruiter?

A: Whenever possible, your recruiter should handle negotiations for Wisconsin physician practice opportunities. Having a liaison reduces the potential for heated arguments between two parties. Keep in mind, professional recruiters regularly perform this task.

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Q: Should I hire a lawyer to review my Michigan physician employment contract?

A: In general, yes. We are not lawyers and do not give legal advice. We have reviewed many contracts and can provide you with feedback as to what we have seen as standard. The choice of a lawyer is critical. Find someone well versed in medical contract law, as well as the state’s laws in which you will practice. Try to find an attorney recommended by someone else. Also, make sure the attorney has enough time to review the contract in a timely manner. Negotiations could be hampered by a slowed response time.

Q: If I am a resident, when should I decide upon accepting a position?

A: As a general rule, the earlier the better. The more time you have to work on license applications, hospital privileges, finding a new home and moving arrangements, the less stress you’ll encounter. Many hospitals recruit for summer positions in the fall and early winter. Don’t think all of the “good” Michigan physician jobs are taken by the end of winter. We assist physicians throughout the year because contract expirations occur throughout the year. Don’t worry. Have confidence that the right position will be available. Call us, we are here to help!

Q: Who handles negotiations, me or my recruiter?

A: Whenever possible, your recruiter should handle negotiations for Michigan physician practice opportunities. Having a liaison reduces the potential for heated arguments between two parties. Keep in mind, professional recruiters regularly perform this task.