In the business of modern medicine, there are a few overarching priorities. Primarily, creating a thriving business brand and organizational culture that drives the patient experience. These shifting priorities are now dramatically changing recruiting practices in medicine. If you have not interviewed for a job post for a while, you may well be surprised by some of the medical recruitment trends and what sorts of tasks you will be asked to perform.
Preparation is key during any recruitment process. In this post, we provide a summary of some of the new approaches that you can expect to see regarding the selection process. Some of these advancements in doctor selection processes include the use of psychometric tests to pre-screen candidates, and other forms of technology such as candidate tracking systems with artificial intelligence.
Read on so that you can better understand some of these trends So that when you go for your next job you can present yourself in the best possible light.
Technological Advancements and Specialized Skill Sets
More healthcare recruiters are looking for specialized skill sets and a foothold on modern medical technology. These compelling characteristics can set you apart from the competition. As such, they should be highlighted on your resume and throughout the interview process.
It should come as no surprise that more medical facilities are incorporating technology into their daily operations, from using tablets in lieu of paper charts to centralized HR payroll systems that strive toward improved retention. Showcasing your skills with emerging technologies, such as mobile medicine, applications, and health wearables is attractive to recruiters looking for someone who meets the needs of both the present and the future. As retention is an overarching goal in the face of a doctor shortage, proving your long-term value is a must.
Attention Spans are Decreasing
Crafting a resume is both an art and a science, as well as a process that’s ever-evolving. The best practices of yesteryear are now dated and can cause your resume to be cast aside, despite showcasing years of experience and skills. While there are still many human recruiters who haven’t converted to data-driven hiring and automation, they’re taking a similar approach: a quick scan for keywords to increase pre-screening efficiency.
It’s estimated that the modern recruiter makes a decision about whether or not to interview you within six to eight seconds. Thus, having a shorter, punchier resume will make a bigger impact during the job search process.
Use a resume template that highlights three key areas: your name, the key skills and qualifications the employer is looking for and a personal statement that connects you to the rest of your resume. Avoid including a headshot, there’s plenty of evidence that this will go against you rather than for you. In addition, as previously mentioned, social media plays a significant role in modern healthcare recruiting. Including a headshot takes up valuable real estate on your resume with a superfluous image that’s easy to find online.
As the healthcare industry is facing a doctor shortage, highlighting specialized skills will make your resume more appealing to recruiters. Use a template that frames these or gives them a prime spot on the page.
Value-Based Alignment. Key Medical Recruitment Trends
As healthcare organizations work to build brand awareness that attracts both patients and top talent, assessing value alignment is becoming more popular during the hiring process. You can expect to be asked questions about what you value, your ethics, and your ability to collaborate and cooperate.
Expect questions like:
- Tell us about an ethical dilemma you faced and how you handled it.
- Tell us about a time you worked with a team and it failed. What would you change?
- How do you balance giving quality care while mitigating costs? What steps do you take to improve one aspect without damaging the other?
Value has multi-faceted meanings in the healthcare business. Take time to learn about the organization you’re applying for, their mission statement, their philosophies, philanthropic efforts, etc.
Reading the Digital Footprint
Facing the world with integrity and class is essential in the digital era, especially leading up to the hiring and recruiting process. Employers have been looking at social media for a long time, but now they’re being transparent about their actions. This is especially important to consider in terms of finding value-based alignment and organizational culture.
Before you start the application process, take time to scan your social media, and remove anything that could be viewed as inflammatory or unprofessional. Consider everything from photos of you on vacation to memes and links you’ve shared. It’s also worth adding to your profiles to highlight your extracurriculars that add value to your career, such as volunteering and continued education.
Using Personality and Skills Assessment Tools
Skills assessments and personality tests will become a staple for the modern physician hiring process. These tools have been growing in popularity in the business world, and you can expect to see them in medicine as well.
Using these tools allows the recruiter to assess your fit with the organization and challenges you to show evidence about what you say about yourself in your resume and interview.
Situational Judgement Tests.
One of the tests you can expect to see is a Situational Judgment Test (SJT). These are now being used by a number of Colleges in Australia, including the College of Ophthalmology (RANZCO) and College of General Practice (RACGP)
Consider an SJT to be similar to your virtual first day at work. During your SJT, you’ll be presented with various realistic and hypothetical scenarios and asked to present the best possible response. This tech-driven tool uses an algorithm to assess your answers and compares you to industry and organization-specific benchmarks.
The University of Sydney administers a Multiple Mini-Interview (MMI) to applicants, which is a great example of this tool in practice. The SJT is used to evaluate essential soft skills, like empathy and integrity. The UCAT is another prime example of an SJT in action.
As this sort of evaluation becomes more prevalent in healthcare hiring practices, it’s worth revisiting the ethical expectations of the contemporary medical practice.
Hogan Personality Inventory.
Personality-based tests, like the Hogan Personality Inventory assessment, also help organizations determine your fit for the role and their culture. This test is now being used by the Australasian College of Dermatologists for its selection of trainees. This Hogan Personality Inventory asks questions that determine how well you work with others and how you motivate yourself, then analyze the results to see if you would be a fit with the organization.
Being prepared is the key to landing the job you want, and when it comes to getting hired, knowledge is power.
The Birkman Method
The Birkman Method is a rising star in the healthcare recruiting world. This personality assessment tool provides deeper insights into someone’s perceptions and reactions to events. What makes it so appealing to healthcare recruiters is that it allows for a deep dive into how someone deals with stress. With just shy of 300 questions, it’s not hard to see how detailed the results can be.
As a doctor, stress is a part of the job. The Birkman Method not only helps recruiters identify any red flags with self-management, but it also helps identify potential leaders and strong interpersonal skills. These are invaluable insights in the face of a doctor shortage.
Myers-Briggs Type Indicator
The Myers-Briggs Type Indicator has long been used in the corporate world as a valuable assessment tool. More recently, however, the healthcare industry is seeing the benefit of using this approach to screen candidates.
An overarching theme in medical hiring is looking beyond qualifications and hard skills to soft skills and interpersonal communication abilities. Professionalism and bedside manner is what will set one candidate apart from the next.
The MBTI is being used in medical schools as well as candidate screening to highlight burn out risks, adaptability, and communication skills. Be proactive and take the assessment for yourself.
Question. How can I build a resume that highlights my name and skills?
Use a resume building app to find a template that works for you. We have a helpful guide on building a winning resume with novoresume here.
Question. How can I brush up on the ethical expectations and best practices to prepare for an SJT?
There’s no harm in reviewing the medical Code of Conduct to brush up on ethical expectations. It’s like taking a driving test: even if you’ve been driving for years and follow the rules of the road, refreshing your knowledge will help you feel calm and confident during your evaluation.
Question. Are cover letters still relevant in digital recruiting and hiring?
Yes. Unless the organization you’re applying to specifies that they don’t want a cover letter, it’s always worth including a brief introduction to your resume. Use this opportunity to make a connection and create intrigue. Check out our blog post on writing a cover letter here.