Perhaps you are a physician who is wondering how to handle an upcoming telephone interview with a representative of a healthcare
organization. Then again, you may be an executive looking for the best techniques to match a locum tenens physician with opportunities
at your group or institution.
Successful interviews let mobile providers evaluate facilities so they can make a more informed decision, choosing opportunities
that best suit their needs. On the other hand, administrators utilize this process in hopes of finding skilled physicians
to fill interim positions and to provide quality care for their patients. So what factors constitute a successful interview
and match?
INTERVIEW PREPARATIONS
Locum tenens services are often utilized when physicians in solo or group practices are absent on leave or on vacation. Independent
contractors also provide coverage during organizations' efforts to recruit permanent staff. In these instances, providers
are frequently assessed with a hopeful eye for temp-to-perm placement. No matter what the underlying reasons are for additional assistance, says Dan Burg, executive vice president of Locum Medical
Group in Cleveland, Ohio, a successful interview process is all about full disclosure. "With regard to the client organization,
full disclosure and reasonable expectations are important aspects. If a physician is expected to take call, for instance,
the client representative should make it known prior to the acceptance of a contract so there are no surprises once the provider
arrives at the institution."
On the physician side, full disclosure is essential to helping the credentialing process run smoothly. In fact, providers
frequently undergo two reviews—an initial evaluation by the staffing firm and an institution-specific evaluation in order
to obtain privileges.
Questions physicians should ask representatives of organizations
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Staffing company representatives act as liaisons, obtaining information from facility or practice contacts and fully discussing
the opportunities with interested physicians. Once candidates meeting the organization's criteria are selected, the interview
process moves forward. "We try to provide physicians all the parameters so they know what to expect," states Mr. Burg. If
they request additional information, recruiters may offer the names of other physicians within their specialty who provide
services at that particular facility. "If they have more institution-specific questions, we make sure the right persons from
the organization will be on the phone to answer them. Similarly, our staff has conversations with clients prior to interviews
with candidates, addressing any questions they may have about the doctors' submitted paperwork." STAFFING FIRMS:
Ensuring quality of candidates
To try and make a good "fit" for the opportunity, staffing company recruiters assess physicians' qualifications by collecting
documentation on medical degrees, internships, residencies, and/or fellowships; reviewing practice histories, licensure, and
prescribing authority for controlled substances; and performing primary source verification using the physician self-query
for the National Practitioner Databank. Explains Mr. Burg, "We check for any lapses in time, malpractice claims, or sanctions."
Doctors are made aware of all screening requirements and background checks and must provide permission for the release of
this information.
"In our company, three to five references from other physicians are used to help evaluate each provider's clinical aptitude,"
he continues. "If candidates have been working in solo practices, then they must obtain recommendations from physicians to
whom they have referred patients." Other important issues examined are availability, training, board eligibility or certification,
and recertification. "We also look at details such as customary patient volume. Are physicians used to seeing a few patients
a day or providing urgent care services to 40 to 50 walk-ins?" Another factor that helps to ensure positive outcomes, he notes,
is that providers, even if they are board certified, should have recent experience (within the last several months) in their
specialties. "Most staffing firms have a checklist of 15 to 20 questions that can help determine if a candidate is a good
fit for a locum tenens opportunity."
