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blog//Employers Seek the “X” Factor in Emergency Medicine Physicians

By Kendall & Davis Emergency Medicine Team

Over the last few months nearly two thousand graduating Emergency Medicine residents have entered the EM marketplace in search of their first clinical job opportunity. They will be joined by many attending physicians looking to make a professional transition as well. Both will be vying for some of the same positions and will need to separate themselves from the crowd. This is an appropriate time for them to consider what they can do to stand out. What is the “X” Factor that makes one candidate more desirable than another?

We frequently talk with clients about how they came to the decision to hire a particular candidate. Never has anyone responded, “Because they have a five page CV”. The more common response is “Because they are the right fit for us”. Lou Ann Osborne is the practice manager for an Emergency Medicine group in Kentucky. Lou Ann says the CV is really just a door knocker. A one or two page CV contains more than enough data about a physician’s training and experience. The important factors go beyond clinical skills and she focuses on whether a candidate and their family are a good personal fit for the group and the community. Because her group recognizes the importance of family, a spouse is always invited on a site visit and becomes a critical part of the recruitment process.

For other directors the personal factor is equally important. Jude Malican, an ED director in Tennessee said “Once I get past understanding a physician’s training, the major factors involved in my decision to hire a physician are their personality and the willingness of that physician to be a team player.” Dr. Malican went on to say “I look for a physician with an upbeat personality and one who shows a true interest in not only working with people, but a strong interest in prompting our group’s cohesiveness and growth.”

Across the board, we found that potential employers sensed the strongest chemistry with those candidates that had obviously prepared for the interview and had mentally prepared themselves to accept a position. They seemed most impressed with those individuals that have realistically defined parameters. Candidates that seemed to be indecisive were the least likely to receive an employment offer.

Through the years, we have spoken to clients about why one candidate was offered an emergency medicine job opportunity over another. Frequently, directors have told us the answer is simple, “Because this candidate wanted the job and said so”. Potential employers respond favorably to an individual who is articulate regarding their interest in the opportunity and often make them an offer on the spot. Ambiguity can slow the process. Making your desires clear makes you a stronger candidate and will consistently produce more offers.

Sue Kamen handles physician recruiting for an Emergency Medicine group in Maryland. She often makes the initial contact with a candidate and says self serving questions are a “red flag”. Her group looks for a physician who is a good long term fit and a candidate who is solely focused on income is not likely to be around for the long-haul. Employers universally agree that the candidate’s approach should be, “what can I do for you” not “what can you do for me”. There is no quicker way for a candidate to ruin a visit than to appear to be entirely motivated by economics.

Many employers commented that they were impressed by the candidate who had done their due diligence by researching the location, hospital, and even the background of the physicians in the department. One client stated that, “this candidate knew the background of the ED physician staff better than I did”. Taking the time to fully understand all facets of the opportunity only enhance your value as a candidate.

There are many qualities that make one candidate stronger than another. However, the physician who is a good fit for the group, doesn’t ask self serving questions, asks for the job, researches the opportunity and is realistic about the marketplace is far more likely to receive better offers. A candidate who uses all of the “X” factors to their full advantage will find that they are the physician an employer sees as a must have addition to their Emergency Medicine Team.

Nov 10, 2005