• QuickFlash – Important Info you need to Know!
• New Frontiers in Recruitment
• Health care employers turning to doctors living 'the locum life'
• Vendor Profile: Physician & Nurse Licensing Services
• Web Chair Announces Complete Makeover of World Job Bank
• National Conferences of Interest
Contact Us:
NAPR Board:
President
Sandi J. Brewer
President-Elect
Karen Zeller
Vice President
Jo-Ann Toldt
Secretary/Treasurer
Martin H. Osinski
Immediate Past President
Mike Broxterman
Directors:
Jane Born
Neal Fenster
Tammy Jamison
Michael Levison
Ronald Watson
NAPR Services, Inc.
Julie Sherriff
Ethics
Richard Glehan
Internet/Website
Daniel Stern
Executive Vice President
Bill Kautter
Dear Miss Deed: Dear Surprised: Miss Deed is an expert on all things ethical, and is ready to answer
your questions. All questions to Miss Deed must be accompanied by the
individual's name, telephone and e-mail address. If the individual does
not want his or her name published, we will publish the question with the
statement: "Name Withheld By Request." No questions will be considered
without verifying who the sender is. Send your questions to Miss Deed at
the following e-mail address: DearMissDeed@napr.org and
your question may appear in an upcoming NewsFlash!
Health care employers turning to doctors living 'the locum life'
-Susan R. Waldron Vendor Profile: Physician & Nurse Licensing Services –
WEB CHAIR ANNOUNCES COMPLETE MAKE OVER OF WORLD JOB BANK
NAPR Services Update National Conferences of Interest
Websites that offer upcoming conference information:
If you have questions or comments about
NewsFlash, please contact: Bill Kautter at bkautter@napr.org (800-726-5613)
or NewsFlash Editor, Jane Born at jborn@bornbicknell.com
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This eNewsletter is automatically sent to all NAPR members as an added,
free benefit of membership. Non-NAPR Members are invited to subscribe to
this newsletter by contacting Judy Clark at jclark@kmgnet.com.
The National Association of Physician Recruiters (NAPR), headquartered
near Orlando, Florida, was founded in 1984, for the purpose of creating a
national organization through which professional physician recruiters
could work together to maintain standards of excellence within the
industry and ensure the highest degree of quality in recruitment services.
Today, the NAPR represents over 400 members, including recruitment firms,
in-house staff physician recruiters, as well as contract staffing and
management, trying to make a difference in the physician recruiting
industry.
NAPR, 222 S. Westmonte Dr, Ste 101, Altamonte Springs, FL 32714, 800-726-5613.
Highlighted below is the Recruitment Skills track (the NAPR/NALTO School of Healthcare Recruitment). The Convention program, in its entirety, will be highlighted at a later date.
April 19-21, 2006
Hilton Palacio del Rio * San Antonio, Texas
Introducing:
NAPR/NALTO School of Healthcare Recruitment
Absolute MUST for new recruiters, recruiters with two years or less of experience, in-house recruiters, locum tenens recruiters, and experienced recruiters wanting to get back to the basics!
NAPR/NALTO School of Healthcare Recruitment
Program Overview- Attendees are encouraged to enroll in this 4 session track covering the basics of recruiting from cold calling to closing the deal. Each session is designed to provide an interactive environment both visually and verbally. These sessions will be “closed door” sessions and will only be available to attendees that have pre-registered. Attendees will be required to attend all four sessions. Attendee will be provided a syllabus and certificate of attendance.
Instructors- Learn from the industry's top-producing recruiters/ trainers as they unveil their secrets and techniques in making a successful placement and the process behind it.
Who Should Attend?- Anyone and everyone that’s new to the industry with two years or less of experience. Experienced recruiters that would like to get back to the basics or in-house recruiters that are new to the industry and are looking to understand the sales psychology behind physician recruiting.
Outcome- Attendees will walk away with the basic fundamentals needed in understanding the entire recruitment process from the initial cold call to the candidate signing their employment contract.
Cost- In an effort to encourage healthcare recruiters with fewer than 2 years experience to attend the NAPR/NALTO Annual Convention, those recruiters who qualify may attend the NAPR/NALTO School of Healthcare Recruitment, the general sessions, and all social and meal functions for $200 per recruiter. See the NAPR/NALTO 2006 Annual Convention Preliminary Program for more details.
Registration Form (PDF)
Thursday, April 20, 2006
10:45 a.m. - 11:45 a.m.
Purpose: To provide the attendee a variety of techniques to use to source and qualify prospects. The beginner recruiter and the seasoned professional will benefit by gaining some practical applications to use when qualifying prospective candidates.
Title: Cold Calling, Pre-Qualifying and Behavioral Based Interviewing
Learning Objectives: Attendees will review the basics of cold calling by discussing common objections encountered in the cold calling process. Techniques in qualifying prospective candidates will be discussed and practiced. Behavioral-based interviewing techniques will also be used to determine a prospects’ likelihood to make a move.
Instructors will provide attendees with real-life scenarios, which will be role-played and discussed in a round-table format. This session will be highly interactive.
Attendee Outcome: Upon completion of this session, attendees will have reviewed “how to” overcome common cold calling and qualifying objections. They will have discussed the best ways to determine if a candidate is a seriously motivated candidate or not, and will have been given the opportunity to practice what they have learned by role playing real life scenarios. Attendee’s will be ready to take on the next session…”Selling the Opportunity—Two-way selling.”
1:30 p.m. – 3:00 p.m.
Purpose: To provide the attendee the basic skills and knowledge necessary in providing the “Two Way Sell;” First, presenting the opportunity to the candidate, and then presenting the same candidate to your client.
Title: Selling the Opportunity – “Two-Way Selling”
Learning Objectives: The class covers the do’s and don’ts on presenting both the candidate to the job and the job to the candidate. Instructors will provide the necessary questions needed to ask your candidate, helping you to overcome the objections, looking for the hot buttons, and correctly understanding what the candidate really is looking for. In turn, then presenting your candidate to the client, helping them to see that this is really a good candidate. We will help you to understand what type of candidates not to present, and helping to determine what is the best fit for your client.
Attendee Outcome: Following the session, participants will have the opportunity to present their candidate to clients in a role playing type atmosphere in various different types of settings. They will learn proper client-candidate presentation techniques and learn how to properly select the right jobs for the candidates and the right candidates for the job; acquiring the basics for the “Two-Way Sell”.
3:30 p.m. - 5:00 p.m.
Purpose: To provide the attendee with ways to overcome the common objections given by clients and candidates in regard to the placement process.
Title: Overcoming Objections
Learning Objectives: Attendees will be provided with the most common objections along with effective rebuttals heard on a daily basis within our industry.
Attendee outcome: This will be an interactive session allowing audience and instructor input on how to handle common objections. Attendees will take away practical knowledge to put to use when back in the office and on the phones.
Friday, April 21, 2006
10:15 a.m. - 11:30a.m.
Purpose: To provide the attendee the basic closing skills needed to enhance their interview to placement ratio and for beginner recruiter to give them the fundamentals needed to understand the closing process and sequence.
Title: Closing- Bringing It All Together
Learning Objectives: Attendees will have a basic understanding of the closing sequence from the first conversation with a candidate to the last (post-interview/ offer) conversation. Instructors will provide you with the tools and telephone techniques necessary to enhance the participants closing skills by understanding the entire process.
Attendee outcome: Following the session, participants will have role-played various closing scenarios. They will know the basic closes, trial closes including strategies needed to increase their interview to placement ratio.
I list my practice opportunities on NAPR’s World Job Bank and recently
received notice that some of the language I was using in my job descriptions
was discriminatory. The two examples I was cited for are “We are seeking an
American Medical School trained anesthesiologist…” and “Our client is
seeking a fourth female OB/Gyn…”. I think the NAPR is wrong. I have always
used this language but now...
I'm Surprised
An underlying principle greatly simplifies the decision on what you need to
do in determining whether the language is discriminatory.
If you are inferring or appear to infer that a certain type of individual is
unwanted, it is probably discriminatory. Most advertisers who use language
that subtly or overtly excludes a certain group of candidates is
discriminatory; otherwise the exclusionary language is unnecessary.
In both cases the added descriptive words “American Medical School Trained”
and “seeking a female OB/Gyn” are there only for one purpose and that is to
eliminate anyone not American school trained or someone who is not female.
Clearly that makes it discriminatory. If your client was acting in a
non-discriminatory way, they would interview all candidates and select the
one who fit best into their group, regardless of where they were trained or
their gender. Certainly your client can choose one medical school over
another, but by adding American Medical School the clear inference is that
individuals trained in non-American schools need not apply.
In terms of the “female OB”, clearly there are male OB/Gyns who are
competent. The attempt to add only a female basically eliminates any male
candidate. In speaking with the NAPR attorney, this makes it
discriminatory.
By the way, you can describe your client very specifically without it being
discriminatory. For example, you can say “A group of 4 female OB/Gyns is
seeking a fifth person to join their group.”, or “Five Christian internists
are seeking another person to join their practice.” These are not
discriminating because there is no inference that only a female or only a
Christian is an acceptable candidate. Please note the phrase “fifth person”
and “another person” is clearly different from just saying simply “another.”
It is not that difficult to determine if something is discriminatory; if you
think it is, it probably is.
Cordially yours,
Miss Deed
CEO, Prime Staff
Over 15 percent of physicians have worked locum tenens (Latin for "place holding") on behalf of another physician at some time in their lifetimes. That trend is continuing. Locum tenens groups are the emerging medical group business model.
Shortages of graduating medical residents, upwards to 200,000 across all specialties, are predicted by 2020. Increasingly, private and academic medical groups are relying on locum tenens agencies to supplement their physician coverage either on a full- or part-time basis.
"While health care reimbursement continues to decline, and medical groups find they must see more patients to make ends meet, the ability to self-cover a group practice is virtually impossible," says health care financial consultant Reed Tinsley, CPA, of Houston-based Reed Tinsley & Associates.
Distributing a full caseload of patients among physicians who are already fully booked compromises the physician/patient relationship.
"It makes more financial sense to bring in a qualified physician when you need one rather than carry the overhead of a salary you cannot routinely support," he says.
Historically it was assumed that a locum tenens doctor was a physician who couldn't find a "real job." And the risk of medical malpractice in using what was perceived as inferior medical care was too great.
But more and more medical groups have found this not to be the case. Reputable locum tenens firms carry medical liability insurance to the professional limits required in the bylaws of their clientele. Statistics show that the loss history of locum tenens physicians is no greater than the general population of physicians.
Locum tenens physicians today include doctors highly trained and board certified in their fields. While seeking relief from the stresses of group practice, they desire a vehicle to provide the quality patient care they signed up for. The common denominator is that they work as independent contractors through a supplemental staffing firm, credentialed to the highest regulatory agency required by the requesting medical facility/medical group, and are paid to see the expected volume of patients scheduled that day.
"I just see patients, that's why I do this," says a Houston board-certified emergency physician. "I don't have to worry with the politics among faculty, be concerned about where funding is coming from, fret over who's going to cover for who. I just see patients for the required hours, devote all of my time to providing care to the Houston community, and then go home."
"I may join a medical group again one day, but for now I have the best of both worlds," says a board-certified internal medicine physician who is working as a locum tenens while doing a fellowship in pulmonology in Houston.
"I have time on my hands and enjoy the ability to have patients I periodically care for while I am finishing up," he says. "Being a If more physicians took their time right out of residency, identifying the right fit for their career move, the "first year bounce" may not occur as often as it does.
"Locum tenens opportunities are a wonderful venue for our graduating residents to identify the environment that is going to work best for them," says Glenda Thurman, coordinator for the Family Practice Residency Program at The University of Texas Health Science Center in Houston.
"Having the opportunity to experience the work ethic and culture of various medical groups seeking a relationship before you sign on the bottom line is better both for the new doctor and the potential employer," she says. "I have had several young people share their horror stories of signing with a medical group and then leaving before the end of the first year. Expectations were not met on either side. It is demoralizing, and doesn't have to happen."
Private medical groups and faculty practice plans in the academic arena alike have capitalized on the locum tenens physicians available in today's health care market. Local health care employers that tout "best employer" accolades routinely use credible supplement staffing resources to enhance and provide relief for their medical and clinical staff.
The most recent collaborations of the Medical Group Management Association, National Association of Locum Tenens Organizations and the National Association of Physician Recruiters affirm the recognition of the physician who chooses working locum tenens as their response to the demands on the medical group practice.
Locums used to be considered a "dirty word." Now it is an acceptable lifestyle!
Susan R. Waldron, a certified medical practice executive, is CEO of Prime Staff Advanced Medical Division (www.primestaffusa.com).
An Interview with Pat Daniels, President & Director of Licensing Services
By NAPR Headquarters Staff
What does this company do?
We specialize in assisting Physicians, RNs, CRNAs, PAs, and therapists with obtaining medical licenses throughout the United States and its territories. With over ten years of licensing experience we have developed a network of contacts that allows us to expedite the licensing process. Our goal is to reduce the time frame and stress associated with the acceptance and placement of a medical provider in a new position.
What is your position there?
I am the President and Director of Licensing Services. I oversee the application process, manage the staff, and am the contact for physician candidates once we have begun the process. I review all initial licensing requests from the candidates for accuracy, expected time frames, general acceptability to the board they are applying to and answer any general questions or concerns. I also serve as the liaison between the respective State Medical Boards on behalf of our candidates.
What services or products do you provide that would be of interest to physician recruiters?
When we started our company our emphasis was in marketing our product to the highly productive, high quality small to midsize physician recruiting company. We felt that through Physician & Nurse Licensing Services that participating physician recruitment firms could offer a service to their candidates or clients that the larger firms were offering as an in-house specialty and at a fraction of the cost. In many cases offering our service separates them from another competing firm. Secondly we recognize the unique position and importance that recruiting firms specializing within the medical provider arena enjoy in relationship to our ultimate marketplace (the physician), as a result we invite referring firms to share in our revenue sharing program. Today we market to all levels of the hiring procedure and have become an ally to those in the recruiting industry, through our contacts and as a source of referrals for the physicians that contact us directly.
Please provide a brief profile about yourself
Pat Daniels started working in the Locum Tenens recruiting and placement industry in the mid 90s'. Founding Physician & Nurse Licensing Services in Jan of 2001 with her husband Bob, Pat took on full time business ownership. Previous experience included work as a licensure coordinator for HKA Locum Tenens, now Interim Physicians & MDA in Atlanta GA. Prior to working in the Licensing industry Pat was a Senior Administrative assistant ( gaining her tremendous organizational skills and office administrative talents) for several of the top fortune 500 companies including Rockwell International, S C Johnson and Son, Inc. and Lockheed.
Contact information
Physician & Nurse Licensing Services - (800) 203-2649 office, (800) 203-2689 fax.
info@physician-nurselicensing.com
www.physician-nurselicensing.com
-By Daniel Stern, Web Chair
With the support of the Board of Directors and the hard work of the web committee of NAPR, the NAPR Web Site www.napr.org, featuring the World Job Bank for the use of physicians and NAPR recruiter members of the site, will have a complete and thorough make over, effective in January of 2006.
Members will see major changes. The Home page will have a completely different look for the first time since 1999, when the site was first developed. The following will be some of the major changes:
The site itself has been transferred to our headquarters in Orlando Florida. This has made it possible to make changes to the site when necessary within days rather than months. The interactivity of the site has been enhanced. Physicians will be able to access information pertinent to their needs, such as Physician Salary surveys and links to other sites of interest to them. They will be able to archive certain newsletters and other information.
Everything is being done to attract physicians to the site, including advertisements in major professional journals. The NAPR Board has authorized over $35,000 in advertising dollars to get physicians to look at the site.
Vendors: for the first time, the NAPR board has authorized our vendors to place a link directly to their web sites for a small fee. This will help in defraying the cost of joining the site to our members. Plus it will give our vendors a wonderful opportunity to keep their products front and center and make it easy for our members to subscribe to their services.
Through our Google campaign, we have already noted a substantial rise in the number of unique visits to our site and an increase in physician registration on the site.
Currently, we have about 140 members from the NAPR ranks that utilize the site on a daily basis. We would encourage the rest of the membership to avail itself of this golden opportunity to search among more than 5,000 physicians that have registered in the past, and approximately 150 to 250 new physicians sign up every month. Due to the nature of our membership, the price of joining the www.napr.org site is the most reasonable on the web, due to the Board’s insistence that the price be discounted to our members.
For more information on how to join, please contact Wyn Bryant at headquarters at wbryant@napr.org or your web chair, Daniel Stern at sternd@danielstern.com.
-by Julie Sherriff, President, NAPR Services, Inc.
We are soon closing out another successful year of generating candidates for our members and the job openings they represent. I believe most physician recruiters will agree that this has been a challenging year in terms of developing quality candidates who are decisive and ready to make a move.
2005 Remaining Program: You still have time to participate in the physicians “Willing to Relocate” mailer program which will have mailings in December and January. If interested, please contact Victor Fernandez at NAPR headquarters.
2006 Programs: The Board of Directors for NAPR Services, Inc. met recently by conference call to plan additional member sourcing programs for 2006. Please watch your mailbox, email account, and fax for details regarding our programs. The 2006 programs include an exciting and very unique and cost-effective journal-advertising program for members, a complete revamping of the mailing program, and on-line response by physicians. We plan to have information out to members starting in early December, so keep your eyes open!
Volunteers Needed: We could use one to two additional committee members to help us plan and develop various NAPR Services programs for 2006 and beyond. If you have talents or interests in candidate sourcing, advertising or mailings, please contact me: jsherriff@sherriff.com
www.nejm.org/meeting (dates available on website)
The Journal of American Medical Association lists meetings as well.