Characteristics of a sophisticated job candidate--Part II.

My last column (The Physician Executive, 30(3), May/June 2004) gave rise to more comments and feedback than I've ever had so I'm inspired to continue discussion of the sophisticated job candidate in this column.

Naturally, I'm writing about physician executives who are in the active phases of considering a change in professional situation. The prior column dealt primarily with pre-interview and interview aspects. Let's take a look at seven phases of interviewing and responding to an offer.

1. Allow the process to unfold.

For years I personally tried to affect timing, perceptions and all sorts of aspects of the search process, and I finally taught myself to let go and respect integrity. Interviews will unfold as they will, despite any and all best efforts to have an impact through creative sequencing and other strategies. The only parts I can really affect are actual timing of scheduling, depth of the candidate pool and thorough briefing of candidates. The only parts candidates can control are their preparation and responsivity to the prospective employer. Sophisticated candidates understand where to put their energy, and that is into the interview itself, and wait to hear from the organization or search consultant--making certain that they have communicated all necessary information as to how to be reached.

2. Make sure you know what's most important to you professionally.

Having thought through your "must-haves" (only four or five items), and your "would like to haves" (everything else), you should do enough due diligence to be able to interview strongly. Make certain to practice showcasing achievements and laying out how you would bring value to the new organization, making sure you fit their criteria. Knowing these well allows you to be garnering impressions and information to later decide how well they fit your criteria. Your presentation will improve dramatically with this sort of organized approach and your sophistication will be in ready evidence.

3. Take stock of financial needs.

Depending on where you are in the life cycle, there are variable needs in the cash flow, benefits, retirement plans, etc. Know in advance your needs in general and be prepared to discuss them, as you never know exactly when this might arise. Before the offer stage, it is usually wise to let them bring it up. Take the initiative to find out the cost-of-living differential between where you live and where the new position is, if it requires relocation.

Organizations use surveys and compensation consultants to figure out parameters that will stand up to legal scrutiny, so it is wise to be knowledgeable regarding that data. In general, physicians who practice in specialty disciplines outearn physician executives anywhere below the CEO/COO/EVP level, so be forewarned. Sophisticated candidates understand this reality and tailor their hopes and expectations accordingly.

4. Keep family in mind.

Sophisticated candidates avoid any last-minute surprises by anticipating family needs in advance, doing the required homework and having important family discussions to ensure there are no eleventh-hour issues. Since there are always issues (last time I checked it's always easier not to move than to move), communicate your sophistication by having already dealt with the personal considerations inherent in these decisions. As a side note, temporary (and temporary means less than six months commuting) can get you over a hump. Going longer is not a good idea. Planning on commuting indefinitely comes under the heading of "bad idea." It will hurt your candidacy.

5. Make the very most of your interview with spouse.

Savvy employers are attuned to how well your spouse seems to be responding, understanding how critical it is for all parties affected by a move to be considered. The move has to make sense.

6. Be prepared to respond to an offer within seven days from when you receive it.

Sophisticated candidates know their needs. They know market compensation and have a reasonable certainty of the potential financial package gained by gentle pre-probing, either from the human resources contact or the search professional. They share detailed aspects of their current compensation and any special needs when asked. They know enough to be in a position to make a decision on the merits of the job, hopefully not on the financial package. They understand the offer will often come first from the search consultant, who will also often negotiate the package as a broker.

Sophisticated candidates come back to negotiate a few key items, with the assurance that if those changes can be made, they will accept the offer. Outsize compensation demands build concerns quickly regarding judgment, and often these violate internal equity, never a good foot to lead with in a new organization.

Responding promptly reinforces your interest in the role and respects the employer's need to move on if you decide to turn the offer down. Dragging it out to get another offer or waiting for things to unfold elsewhere is a "No" until it becomes a "Yes," and good relationships rapidly begin to erode when this happens.

7. Take the initiative to plan out a start date and a transition plan in advance.

This shows you are thinking ahead in a positive vein and sends messages that you are anticipating the transition. Be reasonable and realistic, both with your current and your future employer.

The seven issues here do not relate to whether or not you ultimately accept a job, but speak much more to how you handle and comport yourself. A "yes" is as good as a "no," as long as it is informed.

Certainly you would be wise to only invest much in a position that you really want. It's possible, however, to withdraw graciously and in a timely way and to leave every participant in the process feeling honored. Generally, the earlier this decision is made (if negative), the better it is taken by all parties.

By Mary Frances Lyons, MD

Mary Frances Lyons, MD, is a senior consultant at Witt/Kieffer in St. Louis. She can be reached by phone at 314-862-1370, or by e-mail at [e-mail].