Private groups using agencies

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caligas said:
Anyone have any insight into using headhunters/agencies to hire for PP jobs?

-Worth the money?
-effective?

Any caveats?
Click to expand...

effective yes.

not a long term solution.

not worth the money if you dont have to.

and if you HAVE to - ask the hospital to pay the agency fees if there is that much need..

we had two people come and leave after a 3 month stint

one guy was fired before it ended for talking threateningly about guns

one guy couldnt get through credentialing because it turned out he had a sexual harassment history (multiple offenses)
 
Hoya11 said:
effective yes.

not a long term solution.

not worth the money if you dont have to.

and if you HAVE to - ask the hospital to pay the agency fees if there is that much need..

we had two people come and leave after a 3 month stint

one guy was fired before it ended for talking threateningly about guns

one guy couldnt get through credentialing because it turned out he had a sexual harassment history (multiple offenses)
Click to expand...
Do you still get to interview candidates or do you give up control?
 
caligas said:
Anyone have any insight into using headhunters/agencies to hire for PP jobs?

-Worth the money?
-effective?

Any caveats?
Click to expand...

My first job was obtained from an agent.

The group paid a few months of my salaries to the agency. I was there until the group closed shop. I kinda see it from both sides now.

If you are having trouble recruiting, then there’s something “wrong” with the group. Most likely you cannot pay enough. If you pay enough, you will find someone without going through agency. Or you’re so rural, unless someone has family tie in the area, they don’t want to come. It goes back to, your financial status just isn’t great. (I know lots of assumptions on my part…). Or the partners don’t want to pay more than X.

Agency is there for a reason, there’s a need and no one wants to spent time to recruit. But there’s deeper trouble brewing, that needs to be addressed.

Some hospitals will split the fees with you, but I’d say raise your salary/benefit is a better long term solutions or look at your bottom line and fix what’s there.

If just for short term, plenty of contractors, you’d pay through your nose though.
 
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nimbus said:
My buddy’s group has done this with success.
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The hospital told us, they’d help us recruit, (for long prominent position) they did the following….
1. String us along, since they really didn’t have the resources nor the expertise to recruit for anesthesia.
2. Found us basically a locum agency/amc that will help us staff, but at some point, they basically will absorb us…

You do what you gotta do to keep on going, but going in bed with admin…. They will also want something in return, what do I get out of the deal…. No loyalty, no appreciation that’s the name of the game.


Edit: can you tell, I am still a little bitter?
 
IMGASMD said:
The hospital told us, they’d help us recruit, (for long prominent position) they did the following….
1. String us along, since they really didn’t have the resources nor the expertise to recruit for anesthesia.
2. Found us basically a locum agency/amc that will help us staff, but at some point, they basically will absorb us…

You do what you gotta do to keep on going, but going in bed with admin…. They will also want something in return, what do I get out of the deal…. No loyalty, no appreciation that’s the name of the game.


Edit: can you tell, I am still a little bitter?
Click to expand...


Funny you say that. They are being absorbed by the hospital itself but on very good terms.
 
caligas said:
Anyone have any insight into using headhunters/agencies to hire for PP jobs?

-Worth the money?
-effective?

Any caveats?
Click to expand...
Agency is no better than gaswork. While SDN champions scoff at SDN, a lot of us do go there looking for opportunities.

At least for me, for full-time, I give priority to jobs posted by the groups or the hospitals.

Besides, the $ you pay to the agency can be rewarded to the newcomers as sign on bonus or retention bonus.
 
Unless you're looking for an executive or director, I can't see how using a headhunter would yield better results than tapping personal/alumni networks along with targeted posting (gaswork, ASA, subspecialty sites, maybe linkedin). The recruiters for rank and file anesthesiologists just spam everyone with no value added.

Why would I want to talk with a 25 year old recruiter who isn't sure if the job is for a neurologist or an anesthesiologist (this really happened to me before - and they assured me reading EEGs would pay really well)... when I could just talk with an actual anesthesiologist at the group to get the story?
 
nimbus said:
Funny you say that. They are being absorbed by the hospital itself but on very good terms.
Click to expand...

PP is the best….

AMC vs Hospital…… I am sure there are strong feelings about either. I’ve been around people who would get in bed with AMC, because “they know more about anesthesia” than hospital admins. Hospitals just see us as an expense. I can also see when the hospital is in “this” together, they can feel the pain more, and actually appreciate us more (questionable). It’s a crapshoot either way.
 
Save the money and use it for the recruitment package. Job seekers know that agency ads have something “wrong” with them. In a strong job market (for docs) most will ignore them unless they don’t have other options.

Post the job yourselves and use the 50-100k you saved as a signing bonus. This will be a better incentive plus aid in retention (bonus paid back unless you stay X years). If still no bites you can have PDs you know talk to current residents, offer a stipend while still in training to take the job afterwards.
 
DoctwoB said:
Save the money and use it for the recruitment package. Job seekers know that agency ads have something “wrong” with them. In a strong job market (for docs) most will ignore them unless they don’t have other options.

Post the job yourselves and use the 50-100k you saved as a signing bonus. This will be a better incentive plus aid in retention (bonus paid back unless you stay X years). If still no bites you can have PDs you know talk to current residents, offer a stipend while still in training to take the job afterwards.
Click to expand...

I'm still surprised - is the job market that tight that decent groups are offering all that for a good candidate... or do the jobs offered just suck?
 
I'm so confused. All the job offers suck these days. Why not just offer what we should be paid, and maybe all you greedy old farts who are trying to make money off our backs would find new graduates...
 
gasresident1 said:
I'm so confused. All the job offers suck these days. Why not just offer what we should be paid, and maybe all you greedy old farts who are trying to make money off our backs would find new graduates...
Click to expand...
With that attitude no collegial group is going to want you.
There are certainly practices that still exist where the senior partners eat off of everyone else’s plate. By now, those types of practices are increasingly rare because they’ve already sold out to greedy corporate interests.
So now it is those greedy corporate interests making money off of your back.
 
gasresident1 said:
I'm so confused. All the job offers suck these days. Why not just offer what we should be paid, and maybe all you greedy old farts who are trying to make money off our backs would find new graduates...
Click to expand...


What do you mean by “suck”? I think the jobs are very good these days. Much better than when I finished.
 
gasresident1 said:
I'm so confused. All the job offers suck these days. Why not just offer what we should be paid, and maybe all you greedy old farts who are trying to make money off our backs would find new graduates...
Click to expand...
Job interviews I went on (3) were all stellar jobs. Earning >$550 at each of them with reasonable call schedules, plenty of vacation. And these were all doing your own cases 80-100% of the time. 7+ weeks vacation across the board. I don't know where you're looking but you need to broaden your horizons.
 
abolt18 said:
Job interviews I went on (3) were all stellar jobs. Earning >$550 at each of them with reasonable call schedules, plenty of vacation. And these were all doing your own cases 80-100% of the time. 7+ weeks vacation across the board. I don't know where you're looking but you need to broaden your horizons.
Click to expand...
This is the pay during partnership track?

Man radiology partnership tracks are abusive by comparison.
 
abolt18 said:
Job interviews I went on (3) were all stellar jobs. Earning >$550 at each of them with reasonable call schedules, plenty of vacation. And these were all doing your own cases 80-100% of the time. 7+ weeks vacation across the board. I don't know where you're looking but you need to broaden your horizons.
Click to expand...
Bolt, could you tell us where those jobs were?
 
Where are these jobs? In Chicago area, every partner track is 275-300 with essentially no benefits for 2-3 years.
 
dabears505 said:
Where are these jobs? In Chicago area, every partner track is 275-300 with essentially no benefits for 2-3 years.
Click to expand...
Well that will not change as long as people keep accepting that crap.
I remember interviewing at a NAPA practice sometime back where the deal was the standard NAPA 400 K and eight weeks of vacation. A year later, they have not been able to hire, and that now is 450 K
 
dabears505 said:
Where are these jobs? In Chicago area, every partner track is 275-300 with essentially no benefits for 2-3 years.
Click to expand...
Just work for Teamhealth Elgin. It is posting 100K bonus. 450K through agency (mean higher after negotiation)

275K 1099 is total BS.
 
Some areas do indeed have “garbage” pay but the only reason is that they (apparently, or else they wouldn’t be able to find anyone and would be raising pay) make up for it with other benefits. Many have spouses in finance/law, and they’ll make 4x in Chicago what they would make in Indiana. Others are unmarried and want to find a high earning highly educated spouse, far easier in Chicago than a small town. Point is you should consider location as part of a benefit package.
 
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