Career Planning
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Finding the Right Pratice
Review Your Search Options
The actual job search can be both exciting and daunting at the same time.
Many fellows describe the liberating feeling of actually feeling like they have control over their destiny and where they will end up after years of Match Days dictating their geographic lives.
But many also state that they don’t know where to start. What programs are hiring? Whom do you contact?
The actual job search can be both exciting and daunting at the same time.
Many fellows describe the liberating feeling of actually feeling like they have control over their destiny and where they will end up after years of Match Days dictating their geographic lives.
But many also state that they don’t know where to start. What programs are hiring? Whom do you contact?
The information below will help get you on track.
And remember, it is never too early to start exploring and putting out feelers. And yes, there will be lots of paperwork, especially once you land a contract and begin credentialing…a process that can easily take 4-6 months, so if you wait until the final months of your fellowship to start looking, you’d best plan on several months of unpaid “vacation” while the medical staff office works on your file.
Where do I start?
There are several ways to search for prospects. Unless you plan to stay on at your training institution, you will likely use several or all of these tactics.
#1 - Network Connections
Throughout your training, you are building connections. Medical school, residency, fellowship, conference connections, and even your social connections can all be potential network resources.
By now you will have determined your professional goals, non-clinical interests, practice preferences, personal needs, and explored the different practice options available in neonatology.
Now is the time to leverage all of these contacts to learn what is available as you start to actively search for your new job.
One advantage of leveraging your network is that these are often people who you know well enough that they will speak frankly to you about things like challenging group dynamics, looming program changes, and other possible red flags with practices you are considering.
Be aware, though, that the perspectives of those in your network may not fully align with your priorities, which may skew the advice you receive. If your network is comprised of all academicians, you may get a different perspective of non-academic medicine than you would receive elsewhere, for example.
As you learn about potential opportunities or practices of interest, remember that it is never too early to reach out to them to inquire about future positions. Leverage your network contacts to make introductions, then foster those new relationships as you work through your training.
Seek them out at conferences or send infrequent emails reminding them of your interest.
Consider using your network connection as a written referral if you apply for the position. A solid referral letter from a trusted and known colleague can seal the deal for some directors.
If a favorite program has an opening and you are still early in your training, it can still be beneficial to reach out to them to determine how quickly they intend to fill the position.
While most positions posted in job listings are typically intended to be filled within a year, some groups may be willing to wait longer for a candidate deemed to be an excellent long-term fit. Many may also have longer term growth plans that could accommodate you years from now.
Networking is one of the most effective and productive methods to find opportunities.
As you near the completion of your training, you’ve already demonstrated your willingness to sacrifice a substantial amount of “life” for your career. No one embarks on this path without the plan to continue giving it their all once fellowship is complete.
Just remember, if current statistics on burnout are any evidence, we may be keeping the scale tipped for too long on the work side of the equation..
Perhaps an approach that keeps a bit more weight on the life side will keep providers engaged and excited longer into their careers. Remember, our patients won’t receive the best if we aren’t at our best.
Use these questions to help you decide what is important to you and your family:
#2 - Cold Call
You may have a solid idea of where you want to practice, yet there are no open listings and no one in your network that you can lean on to make introductions.
Nonetheless, a cold call to the medical director, program director, or department chair is still a completely reasonable approach. Particularly if you are starting your search and inquiring early, there may very well be practices who know they will have openings that simply haven’t been posted yet.
Things such as retirements, program expansions, new hospitals, etc., are often known years in advance, however job postings are typically not announced until these changes are nearing.
Some of the most desirable practices may never need to post, as they keep lists of interested candidates that allow them to fill openings quickly. If you are on that list, you get to compete.
Don’t feel intimidated about making a cold call.
If a director is disturbed or irritated by your inquiry, which is very unlikely, then that might not be a program that you really want to consider.
And in some cases, even if a position is unavailable, the director may know of other programs in the area that have a need. And thus, your network grows.
Have an updated CV prepared and ready to email. If you make a connection, you need to follow up with a paper trail quickly.
Consider reviewing the following interview questions here to help prepare you for some of the questions you may get asked, even on your initial call with the program.
#3 - Job Postings
Reviewing job posting boards can be a great way to see what’s available, especially if you haven’t narrowed down your search yet or plan to cast a wide net.
Keep in mind, however, that as mentioned above, many programs may have future or even current needs that are not posted and are easily filled from a file of known interested candidates.
#4 - Head Hunters
With the tremendous resources that the internet provides access to in the current era, it seems that fewer fellows and early career job seekers are utilizing head hunters to assist them in their search.
Head hunters should be distinguished from program-specific recruiters.
The former work on behalf of the job-seeker to find a practice for them that they feel will be a good long term fit. They are likely engaged with multiple practices or programs and can sometimes provide resources across a large region or even the whole country.
They are paid by the hospital or program once a fellow is successfully placed. In most cases, they have contractual arrangements with these hospitals in order to help the hospitals find good candidates.
A good head hunter will learn about the strengths and interests of the fellow, as well as the strengths and needs of the program, and then align the two, which can be very effective.
It is important to be aware, however, that they have a vested interest in steering you towards programs that will pay their commission, and they therefore may not make you aware of all of the potential good fits that are out there for you.
#5 - Program-Specific Recruiters
Many large practices and health systems have an in-house recruiting department with professional recruiters whose job is to search the country for potential candidates for open positions.
You will often see them at large national conferences such as AAP Pediatric Academic Society and National Conference and Exhibition meetings.
They can be an excellent source of information about their program and often can get you quickly connected with neonatology leadership.
They commonly do the initial candidate screening and are instrumental in arranging phone and in-person interviews.
Keep in mind that their knowledge of a practice’s needs may be limited to just those with posted open positions, so they may be unaware of, for example, the planned retirement in two years that happens to align nicely with your completion of fellowship.
Nonetheless, even without an open requisition, if you have a specific interest in their program, most good recruiters will help you make connections with the medical director, and will keep your information on file in case future needs arise.
