Ethics:
Finding an ethical recruiter will be one of the most crucial first steps in your job search. Ethical guidlines and standards for recruiters ensure a smooth and successful process for you, but also maintain the confidentiality of your search. Make sure that your recruiter is a member in good standing, in an organization such as the National Association of Physician Recruitiers. The NAPR is the largest physician recruitment association in the nation, and sets high ethical standards for their member recruiters. These standards are in place to protect the physicians and facilities with whom the recruiters are working.

Experience:
Make sure your recruiter has several years of experience as a physician recruiter. Many will count their years recruiting accountants, engineers, etc. Physician recruiting requires special attention to malpractice, reimbursement, compensation trends, and regional factors that ultimately effect the success of a physicians practice.

Process:
Understand your recruiter's process of finding and presenting your CV to job openings. Some recruiters use the unethical practice of acquiring your CV and sending it to every opening that they are aware of, without your knowledge and prior consent. You want a recruiter that is diligent and concise in thier approach on finding and discussing every job opportunity with you, and receiving your consent before sending your CV.

Personality:
Does your recruiter listen to you and try to truly understand what you're looking for? Do they ask about your family and are they willing to speak with them as well? Avoid the pushy recruiters who remind you of a salesperson. You're not buying a car, you are considering one of the biggest life changes that will greatly effect you and your family. You need someone who understands that and wants the best for you.

Size of Firm:
Just because it's a bigger company doesn't mean they're better. Many larger firms have a very high turnover rate (60-70% a year) which means many times you are working with a brand new recruiter. Also with larger firms you can get lost in the numbers. Smaller firms can offer you a more "one on one" and personalized approach.

Number of Jobs:
Look for a firm that has a lot of openings and is willing to discuss each one in detail with you. The recruiter should be willing to get more information on jobs if you have additional questions. Typically the number of openings a firm has, is an indicator that they have relationships with more facilities and groups. This is important because sometimes a firm may not show an opening, but they should be willing to spend the time specifically looking for opportunities that meet your search criteria. Recruiters who actively cultivate relationships with facilities and groups are better able to find opportunities in this type of situation.

Exclusivity:
Although there are some situations where working exclusively with one recruiter is advisable, for the most part you want to avoid developing exclusive relationships. Especially avoid recruiters who demand exclusivity, because it is rarely in your best interest. No recruiter will have access to all the available jobs on the market for you and therefore you miss out on opportunities. Also most recruiters who ask for exclusivity get too comfortable and lazy. They stop looking and working as hard for you because they know they're not competing with anyone else. We advise that you interview several recruiters and then choose your top 3 to work with. Working with too many will get overwhelming and cumbersome but working with too few will limit your opportunities.