7650804342_9715bb425f_bPart 2

The initial candidate screening is about more than just understanding why a candidate is looking for a new opportunity. When done correctly, an initial screening can also give a physician recruiter insight into whether or not a potential candidate has any significant red flags that would be a roadblock to recruitment.

 

Below are five screening questions that recruiters aren’t asking – and could make the difference between hiring a physician that could get credentialed, or hiring a physician with a troublesome past.

 

 

 

Do you have any malpractice history?

While some malpractice history isn’t always a deal breaker, a physician with a long string of malpractice history for large sums is a very large red flag. Additionally, potential physician candidates that are evasive or dishonest when asked this question could be hiding issues that can come to haunt the hiring organization in the future.

 

 

Is there any reason you wouldn’t be able to get credentialed?

Sometimes tied to the malpractice question, asking if there would be any reason a candidate would be unable to get credentialed can cause previously unknown issues to surface. Additionally, knowing of any issues up front can save a physician recruiter time and effort during the recruitment process.

Do you have any gaps?

There are plenty of valid reasons for gaps in a candidate’s CV, but many times the gaps can pose a red flag. Whether the gaps hold information about a candidate having been let go, or if they hide legal trouble, knowing that they exist can give the recruiter valuable information.

Did you change training programs and/or specialty?

Occasionally, a resident realizes that they picked the wrong specialty and chooses to change programs.  More troubling reasons for changing programs or specialties however, are behavioral or performance issues. Some residents display poor character or are unable to keep up with their peers. This poses a red flag for physician recruiters, since these issues can always resurface in the future. 

 

Do you have any inactive licenses?

 Many physicians allow their medical licenses to lapse in states they aren’t currently practicing in. But while this is very common, some physician candidates choose not to disclose inactive licenses for reasons that are not as understandable. At times, physicians who allow licenses to lapse do so due to an inability to renew them. Inactive license could have remained as such due to legal troubles, questionable behavior, and an inability to find additional work in that state. By investigating any inactive licenses, physician recruiters can insure that they have all the information necessary to make an informed decision.

 

Conclusion:

Many physician recruiters utilize the initial screening to learn why a candidate is looking for a new opportunity or the reasons behind a relocation. While these are a good start, an initial screening, when properly done, can save recruiters time and resources. It is up to the physician recruiters to thoroughly screen all physician candidates and ask the hard questions to ensure that the next physician they bring on is the right addition to their team.