Do your homework, and then simply ask each interviewer what the salary range is for hospitalists. “It doesn’t put me off to have these discussions [on compensation and benefits] early on,” says Dr. Harris.
You may be tempted to choose a job based on salary—but be careful: “Don’t always look at the amount of money as the deciding factor,” says Dr. Badlani. “If a job offers $5,000 or $10,000 more, what are they expecting for that extra salary? And consider how much of that additional money will go to taxes.”
As you gather information on these areas, you’ll need to keep it straight. Dr. Harris advises you to create a simple system that allows you to compare hospital medicine practices you’re considering. “Come up with a chart and list out everything,” she says. “It’s going to vary considerably” from practice to practice, and you’ll need a method to compare one job possibility with another.
How the Process Works
Here is how the interviewing process is likely to flow: “Generally, people send me their resumes, then I’ll have a phone interview with the best candidates,” says Dr. Harris. “If that works out, the next step is that they’ll come in for a tour of the hospital and meet some of the other folks in the group.”
Candidates are invited to call or e-mail physicians in the group with questions; the group will decide which candidate to hire.
That face-to-face meeting with members of the group is essential. “Spend time with other hospitalists,” advises Dr. Badlani. “See what their daily work looks like, including what kind of patients you’ll be seeing.”
You should ask those hospitalists some of the same questions you’ve asked your main interviewer, including questions about schedule, workload, and compensation. “Talk to as many people in the practice as possible,” says Dr. Michael-Anthony Williams. “They’ll give you an honest answer.”
If you like what you see and the group likes you, you’ll get a job offer followed by a contract to sign. “When we extend an offer, they have time to determine what they want,” says Dr. Harris, explaining that she realizes a candidate may be faced with several job options. “When they say yes, we’ll extend a contract and begin the credentialing process.”
The process is not over at this point; you may be months away from your first day on the job. “You need to become credentialed for each hospital you’ll work at, and for the group,” explains Dr. Harris. “At our hospital, that can take three to four months—other places take around two months. Just so you know that you shouldn’t be looking for a job in June and thinking you’ll work in July.”
You’ll have a part to play in the credentialing process. There will be paperwork to fill out, and you’ll need to provide your diploma and medical license and letters of support. “The credentialing committee at our hospital won’t proceed until [all of this] is 100% complete,” says Dr. Harris.
Find a Good Fit
The most important factor to consider in taking a job is simply, are you a good fit for the group? Finding a good match for the group’s values and mission is crucial to the success of the organization and the new hire.
When you meet with hospitalists in the group, “Ask what the mission or values are of the group,” says Dr. Michael-Anthony Williams. “Do they know what their mission is—and is it coherent? Coherence will lend stability over time.”
Dr. Panwala stresses finding a “like-minded” group. “You’ll work with them day in and day out. If you don’t mesh well, you’re going to be miserable,” he says. “You turn your patient over to another hospitalist at 8 p.m., and when you come in the next morning, you take over someone else’s patients. It’s very much a marriage.”