What Physicians Ask Recruiters Before Accepting an Interview

An interview takes time. Before saying yes, physicians want to know whether the opportunity is actually worth exploring.

Physicians don’t typically accept an interview just because a recruiter sends them a job description.

They have questions.

What does it pay? What’s the schedule? Why is the position open? What’s the culture like? And what’s the catch?

Those are good questions—and a good physician recruiter should be ready to answer them.

At TeedCo. Healthcare Recruiting, we believe physicians should have enough information to make an informed decision before investing their time in an interview. Here are some of the questions we hear most often.

1. What’s the Compensation?

Physicians want to understand the complete compensation package, not just a salary number.

That can include:

• Base salary or hourly rate
• Productivity and quality incentives
• Sign-on bonuses
• Relocation assistance
• Call or shift differentials
• Partnership opportunities
• Retirement contributions
• CME and other benefits
• Student loan repayment

The important question isn’t always, “What’s the highest salary?”

It’s “Does the compensation make sense for the workload, schedule and expectations?”

2. What Is the Schedule Really Like?

“Flexible schedule” can mean very different things from one organization to another.

Physicians may want to know:

• How many hours or shifts are expected?
• How much call is required?
• How often are weekends?
• How far in advance is the schedule created?
• Is there flexibility?
• How often do physicians stay late?
• Is there adequate coverage for vacations?

For emergency physicians, the questions may be even more specific: How many shifts per month? How long are the shifts? What’s the patient volume? How much physician and APP coverage is available?

3. Why Is the Position Open?

This is one of the most important questions a physician can ask.

Is the organization: Growing? Replacing a retiring physician? Expanding services? Or trying to replace someone who left?

The reason behind the opening can tell you a lot about the opportunity. A good recruiter shouldn’t dodge this question.

4. What’s the Turnover Like?

Physicians want to know whether other physicians are happy enough to stay.

Ask: “How long have the other physicians been there?”

And don’t forget about the rest of the team. Nursing, APP and support-staff turnover can have a significant impact on a physician’s day-to-day experience.

5. What’s the Culture Really Like?

“Great culture” isn’t enough. 

Physicians want specifics.

• How involved are physicians in decision-making?
• What’s the relationship between physicians and administration?
• How accessible is leadership?
• How are disagreements handled?
• Do physicians have a voice in scheduling and operations?
• Are there opportunities for leadership?

The right recruiter should be able to provide more than a marketing description.

6. What’s the Patient Volume and Acuity?

Two jobs with the same patient volume can feel completely different.

Physicians should ask about:

• Annual patient volume
• Patients per day or hour
• Acuity
• Admission rates
• Payer mix
• Specialist coverage
• APP coverage
• Nursing support
• Referral and transfer patterns

Volume doesn’t tell the whole story. A 40,000-visit emergency department with strong staffing and support can be a very different job from a 40,000-visit ED where you’re constantly stretched thin.

7. What Support Will I Have?

Physicians want to know who will be there when things get busy.

Depending on the position, that could include:

• APPs
• Nurses
• Medical assistants
• Scribes
• Social workers
• Case managers
• Specialists
• Administrative support

Strong support can make a significant difference in physician satisfaction.

8. What’s the Call Schedule?

Call can make or break an opportunity.

Ask: How often am I actually on call—and what does “call” really mean here?

Is it home call? In-house? Paid separately? How often are physicians called in? Those details matter.

9. What Is the Leadership Structure?

Before accepting an interview, physicians should understand who they will actually be working with.

Ask:

• Who is the Medical Director?
• Who manages the practice?
• Who controls the schedule?
• Who makes operational decisions?
• How much physician input is there?
• Are there opportunities for leadership?

Understanding the organizational structure early can prevent surprises later.

10. What’s the Community Like?

A career move is also a life decision.

Physicians may want to know about:

• Housing
• Schools
• Commute
• Cost of living
• Recreation
• Restaurants and entertainment
• Airports
• Community size
• Quality of life

The right job in the wrong community may not be the right job.

11. What Happens After the Interview?

Before agreeing to an interview, physicians often want to understand the process.

How many interviews are there? Who will I meet? How quickly does the organization make decisions? What happens after an offer?

A transparent process helps candidates know what to expect—and can make the entire experience less stressful.

The Best Recruiters Don’t Just Sell the Job

Physicians don’t need a recruiter to tell them that every opportunity is perfect.

They need someone who will give them the real story.

That means discussing compensation, workload, culture, leadership, patient volume and the reason the position is open—along with the things that make the opportunity attractive.

At TeedCo, our goal is to help physicians find opportunities that fit both professionally and personally. We work one-on-one with candidates, provide insight into the market and help them navigate the process from the first conversation through the interview and beyond. (TeedCo)

And you don’t have to be actively looking to have a conversation.

Sometimes the best career move starts with simply understanding what’s available.