Login | Register

          Audrey Becker 
          2341 Seven Pines Suite 5
          St. Louis, MO 63146

Phone: 314.878.6888
Toll-free: 877.583.3255
Fax: 314.878.1827
Audrey@ObOnly.com

Your Questions

As the potential employer is assessing you, you are assessing the prospective practice. It is likely that you received a packet of information. Study it before you arrive. Even though you are fairly well informed, there will be things that you do not know. Ask. Listen. Nod. Take notes. Your questions will show interest, intent, and enthusiasm. You may want to know:

• What is the history of the group?

• Is there a philosophy that binds it?

• What is its legal structure?

• What are the short and long-range goals?

• What is the age range among group members?

• How long has each been with the group?

• Have any physicians left the group recently? Why?

• Are any retirements expected soon?

• Are any older members planning Gyn-only practices?

• How many deliveries, major procedures, minor procedures are handled? Are these numbers evenly divided among doctors, or do some have a particular focus?

• What is the C-section rate?

• How many births are induced?

• Are there plans to hire additional physicians?

• Is anesthesia administered by anesthesiologists or CRNA’s?

• Are epidurals always available?

• Where is the nearest NICU?

• Is there competition from other groups/providers?

• Which doctors refer to this group?

• How is the work week structured?

• How is the call coverage schedule structured?

• Are group members active in the community?

• Will you be permitted to be active in community politics?

• What role, if any, do physicians’ spouses play in the group?

• Who takes care of the day-to-day management?

• Are regular staff meetings held? Do all physicians attend?

• Is there a personnel manual?

• What are the group’s moral and ethical views?

• How is informed consent handled?

• What type of patient education is conducted? Is it taken seriously by the group?

• Does the group encourage attendance at specialty conferences?

• Are seminars or journal discussions held?

• Does the group encourage CME, teaching, hospital staff and medical society activities?

• What are the group’s financial policies?

• How is a patient informed about the financial policies? (Ask for a copy of the patient information brochure.)

• How is the fee schedule determined? (Ask for a copy.) Is it reasonable? How often are increases made?

• What is the group’s payor mix: Medicare, HMO, private pay?

• Does the practice use an automated or manual system for scheduling, billing and/or insurance filing?

• How are outstanding debts collected? Is a collection agency used?

• What is the group’s overhead percentage?

• Is chart information hand written or transcribed? (Ask to see some sample medical records.) Are the charts neat? Are they current?

• What system is used for filing charts?

• What type of marketing is conducted by the group?

These are just possible topics, not required discussion points. Some of these questions may have been answered in the written information you received. Some may have been discussed during the day’s meetings. Some may not be important to you.

At this time, there are questions which are not appropriate. Just as you wouldn’t ask a date, “How much do you weigh?” you shouldn’t ask a physician “How much do you earn?” In the interview, the subject of compensation is usually brought up by the potential employer. Sometimes it is left for the second interview. Many employers do not wish to discuss finances until they are sure they want you.

Concluding

Interviews usually have a wrap-up session, conducted by someone in authority. By this time, the group members have often shared with each other their initial reactions to you, and will (1) express definite interest, (2) inform you that they are not prepared to make a decision (perhaps because of other interviews scheduled), or (3) cut you loose. If they express interest, and if there is similar interest on your part, the topic of compensation might be broached. If you are asked, be frank about your financial needs. If you have educational debts, say so. Consider asking for a copy of their draft contract, if they have one. (This will contain no names or salary figures.)

Be generous in your gratitude for the opportunity to visit. Mention something (perhaps several things) that impressed you.

If you are interested in the position, inquire about the follow-up. Will they contact you if they would like you to return? Or will they wait for an indication of your interest?

Follow-Up

Send a thank-you letter, and do it promptly. It need be no longer than two or three paragraphs, but it should be gracious (even if you didn’t like the practice). Don’t burn bridges. If you are interested in the opportunity, say so and say why. Mention particular things that impressed you.

Your Spouse

Most practices understand that your spouse, partner or significant other is involved in your decision. If such an invitation was not extended at the initial interview, request that you be allowed to bring your mate the second time around.

Second Interview

This is the time to be specific. Find out what your life would be like if you joined this practice. You may want to ask:

• What will my hours be?

• What are the daily responsibilities of my position?

• Will I have managerial or administrative duties?

• What salary range can I expect?

• Are production bonuses offered?

• What type of general benefits package might I receive?

• Is partnership a possibility? How many years to partnership?

• Will a contract be forthcoming?

Reminders

• Smile.

• Don’t smoke or chew gum.

• Don’t have more than one drink.

• Don’t flirt.

• Try to relax.

Return