Physicians are in high demand and, in many markets, have the upper hand when searching for a new physician job. Some physicians assume this means their job search will be straightforward, but that is not always the case. This is especially true in larger cities where the market may be saturated. But even in those markets where finding a job is relatively easier, finding the right job for your needs is considerably more complex. Physicians should prepare to carefully navigate their searches and avoid common physician job search mistakes.
As Regional Vice President of Recruiting in the Dallas office of Jackson Physician Search, I regularly speak to candidates about the details of their job searches. We discuss what they are looking for in a new job as well as why they are looking.
Physicians look for new jobs for many reasons. Some are completing training and looking for their first physician job. Some want to relocate, while others are seeking professional growth. Many, however, are looking for a new job to escape an opportunity that did not turn out to be what they thought it would be.
So, what often goes wrong? And how can physicians avoid a similar mismatch in their next physician job search?
The #1 Physician Job Search Mistake
The biggest mistake that I see physicians make is limiting themselves. I often speak to physicians so focused on a specific location, dollar amount, or practice type that they won’t consider jobs outside of those parameters — even if the job is more aligned with their professed desires for work-life balance or professional growth. These physicians risk missing out on exceptional opportunities and are likely to overlook important aspects of an employer, such as culture, organizational structure, or support systems.
This is especially true for physicians seeking their first jobs. In recent research from MGMA and Jackson Physician Search, 76% of physicians said compensation was the primary factor driving their first job decisions, followed by location. The same study found physicians who completed training in the last six years stayed in their first jobs for an average of just two years. The data suggests that physicians often accept the biggest offer but quickly discover that it takes more than money to be happy at work.
It’s not only compensation that has physicians limiting themselves. Keep reading for three specific ways physicians restrict themselves in the job search.
1. Prioritizing Compensation
The aforementioned research found early career physicians putting compensation first, but it’s not uncommon for physicians at all stages of their careers. We advise against this for multiple reasons. First, the advertised physician compensation may be lower than what the employer is willing to pay for the right candidate. So, it’s not advantageous to exclude jobs based on advertised compensation. Second, evaluating compensation packages is rarely an apples-to-apples comparison, so selecting a job based on what you perceive as the best offer is short-sighted. For example, a job with a higher salary guarantee or a big signing bonus may not be the one with the highest long-term earning potential. And most importantly, the highest offer does not always equate to the highest job satisfaction. Job seekers must look beyond physician compensation and be aware of the factors that make physicians want to stay in their roles.
2. Location, Location, Location
College, medical school, residency — these were determined, to some degree, by chance (or at least by the National Resident Matching Program) — so it’s not surprising when physicians come out of training wanting to find a job in a specific city. Maybe they want to return to their hometown, or perhaps, after years in the Midwest, they want to be on the coast. Location is important. However, zeroing in on one city without at least considering a fairly large radius will significantly limit your job opportunities, not to mention your earning potential.
3. Excluding Practice Types
Physicians should also keep an open mind regarding the type of employer they prefer. Physicians, especially those coming out of training, are often only familiar with hospital settings, and the idea of a private practice is out of the question. With a bit of research and talking to different employers, they may discover they are better suited to a different type of practice.
Don’t Overlook These Details
When physicians are too narrowly focused on the above factors, they often overlook the details likely to impact their day-to-day happiness on the job, such as productivity expectations, workplace culture, administrative support, and leadership development opportunities. I advise physicians to ask questions to reveal the organization’s culture. Find out what kind of support they provide — both clinical and administrative. What is the average physician tenure? Are physicians free to order tests and procedures as they see fit? What programs are in place to address physician burnout? What leadership development opportunities are available?
There is a lot to consider when searching for a new opportunity. Establishing a relationship with a physician recruiter early in your search ensures you don’t limit yourself or overlook any details. A good recruiter has a nationwide reach and a network of healthcare industry contacts that keep them connected to the best vacancies. Talk to them about what you are looking for and what situation suits your personal life and professional goals.
If you are a physician preparing for a job search, talk to the healthcare industry professionals at Jackson Physician Search. Our dedicated recruiters have the experience and nationwide network to help you find the opportunity that best fits your personal and professional needs. Contact us today or start searching for physician jobs online now.
About Tonya Hamlin
With over 20 years of experience in the healthcare industry, Tonya Hamlin has a relentless passion for connecting physicians and advanced clinicians with health systems and medical groups. Prior to joining Jackson Physician Search, Tonya served as a physician recruiter for an integrated delivery system. Her unique vantage point allows her to identify the best candidates and offer valuable market insights to her clients, ensuring strategic decisions that drive results. As Regional Vice President of Recruiting for Jackson Physician Search’s Dallas Division, she excels in understanding the distinct needs of each client and delivering customized recruitment strategies.
