The Inside Scoop on Interviewing

I still remember the first interviews my husband had when he finished residency. I remember discussing which states were acceptable and then rating them first choice to last. When my husband went on his first interview, it was a real eye opener. I wasn’t invited to come along, but that didn’t stop me. My husband spent the entire day in interviews (even over lunch) and I was left to fend for myself. As I walked around the hospital block over and over, I began to notice drug deals taking place outside the building. That one observation taught me that a second pair of eyes is always good when considering a new job.

Now I’m on the other end. My husband is the one who hires and fires physicians. When he’s recruiting a new surgeon or radiologist, I come along to meet the spouse. I can learn a lot by talking with her (and sometimes him), and I can share things about the community that she should know. My husband and I believe that if a community isn’t right for a physician’s family, it’s best to find that out BEFORE the contract is signed. A recruiter may disagree with that statement, but my husband doesn’t want to invest his time in filling a position twice.

Mark has worked for several hospitals, each with a different set of strengths and weaknesses. Some employed their physicians. Others had cordial relationships with practices. In nearly all cases, my husband and I were a part of the interview dance. While he spent the day meeting with the physician, I took the wife to lunch to answer questions about the community. My first goal was to establish if she was interested or reluctant to move to the community. Then I would find out if her interests matched up with what the community had to offer. I also loved to ask the question, “so how did you and your husband meet?” Not only was it fun to hear the answer, but the way in which the story was told said a lot about their relationship. Mark always avoided the strained relationship that could become a distraction. (Ladies, if you get asked this question, realize that you’re being interviewed and think before you speak. Sharing that you started out having an affair is NOT a good answer.)

Realtors usually worked with administration, too. Oftentimes, a realtor would be asked to give a physician’s wife a tour of the city. A few neighborhoods would also be in the plans. This was a great way to see what kind of lifestyle the wife was expecting. If she only looked at the very top end homes, it could be an indication that the salary range wasn’t a match. The realtor also had an opportunity to find out some things about the candidate and his family. That information was usually passed on to me in preparation for the next day’s luncheon. (If you’re offered a realtor, accept the offer. If you aren’t, ask for one. Ask to see a wide variety of prices and styles, and use her as another resource to find out about schools, sports, and local politics.)

Sometimes there were existing physicians who liked to ruffle feathers when a “new kid” came to town to interview. It was their way of sabotaging the practice’s expansion, or in some cases just causing trouble. To avoid an undesired encounter, preemptive meetings were sometimes scheduled so only some of the practice physicians attended. At a minimum, the disruptive physician was never left alone with the candidate. (Wives, make sure your husband goes to the practice and talks with every physician on staff. If they’re not available, phone calls are a smart alternative.)

Some candidates only wanted to come if certain promises were met (a new building, a new procedure, better benefits). As much as my husband wanted to guarantee something, his promise was only as good as the current hospital budget. (Tell your husband if a condition is a deal breaker; don’t take a job where it’s not already in place.)

My husband’s worst nightmare was the physician who thought he was smart by getting an attorney involved with a contract. In most cases, the stall tactics and nitpicking of the attorney made the candidate seem less desirable. Sometimes, the attorney would fight for something that was illegal and Mark would have to give an ultimatum and prepare to offer the job to another candidate. By the time negotiations were over, the relationship was damaged. The best negotiations were hammered out over a few meetings and phone calls and put to paper in a civil fashion. Notes of the agreements were then drawn up in final contract language and reviewed by an attorney. (Ladies, having a final contract reviewed is smart, but warn your husband about getting an attorney involved in the actual negotiations. They’re just going to drag it out to rack up your bill.)

So there you have it… the inside scoop from a CMO’s wife. I hope these tips help you as your family looks for the next opportunity. There are more specific tips on how you can influence an interview on my blog.