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Nicole Cox Shares Recruiting Advice for Providers and Practices with Physicians Practice

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Decision Toolbox Chief Recruitment Officer Nicole Cox shared recruiting advice for providers and physicians practices in both Physicians Practice and Diagnostic Imaging.

Excerpt from the article:

The upcoming Great American Physician Survey reveals that 35 percent of physicians say they often wish they could switch workplaces. Whether it’s because of an unhealthy workplace, more time for your personal life, the opportunity to make more money, or something else, many people come to a point where they are looking for a change in their career.

Naturally, this isn’t as simple as switching toothpaste. For many doctors, finding the perfect fit can be a struggle. Conversely, for practices, it can be hard to find the right provider to bring aboard. Nicole Cox, chief recruitment officer at Decision Toolbox, a nationwide recruiting firm, says that healthcare is a different field to recruit for because providers’ passion for patient care often trumps other aspirations they might have.

Physicians Practice spoke with Cox on how physicians can find the right fit when searching for a new job and how practices can ensure they find the right person to join their team. Below are excerpts from that interview.

What should providers know about writing a resume that will get them a job with the right practice?

It’s important to be relevant. One resume doesn’t fit all job searches. You have to look at the problem the organization is trying to solve and what you can do and what you have done in your career to help this organization … address their problem. So many employers say they are looking for “X years of experience.” X years of experience does not necessarily mean you are the best person for the position. Showcasing what you’ve done can help address company’s needs.

Spotlight your achievements, where have you saved a company time and money. Where have you improved quality of care? Where have you brought innovation and improved processes? I think it’s important to be accurate, especially with today’s access to social media. We have clients who will look at a resume and they’ll go see a candidate’s profile on LinkedIn to see if matches up. You want your social presence to match the outline of your resume.

You want to address any gaps in the resume. Spelling and grammar. We’ve heard that since middle school and grammar school, but it’s something you don’t always get input on when you’re putting your resume together. It’s smart to have a handful of people skilled in spelling and grammar look over your resume because things are easily missed. As you write something, you can miss your own errors because you’ve been staring at that for so long. Also you should know the preferred format. Some positions will require a two-page short resume, which gets to the point. Others, particularly in healthcare, will want to see greater detail, including publications, speaking engagements, those sorts of things.

Say no to the following things: fancy formatting (if they are taking that resume and CV and putting it into an applicant tracking system, the formatting gets distorted), and [too much information] (marital status, child care, date of birth). We were trained not to do that, but it’s surprising how often we see that, and avoid acronyms. We can’t assume the reader knows what you are talking about.

Check out the full article here.

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