Physician recruiting is a unique and often challenging process, particularly given the shortage in many physiatry subspecialties and the preference among physiatrists for urban locations. Farr Healthcare offers a range of services that go beyond the typical capabilities and time constraints of hiring entities. With a deep understanding of the current market, we present your position in a way that highlights its qualifications, compensation, and features to attract competitive candidates. Our team also provides guidance on refining the screening process, drawing on extensive experience to help streamline candidate selection. Through careful screening and our expansive network, we deliver insightful assessments to identify the most suitable candidates for your organization.
Farr Healthcare Is the #1 Place to Find a Physiatry Physician
Physiatry Physician Regular Compensation
- Give me an example of your leadership skills.( If your job qualifications involve leadership.)
- Give me an example of your problem-solving skills.
- What is your secret to handling difficult patients?
- For experienced candidates: How have you contributed to the growth of your medical group’s practice?
- For experienced candidates: What would you change about your current situation?
- What are you most proud of regarding your professional accomplishments?
- How does this opportunity compare with others that you are considering?
- What do you think of our community and its amenties?
- If an offer were extended, what would you be looking for in terms of a compensation package?
- What attracts you about our opportunity?
- Where are you considering practice opportunities?
- What are you seeking in your new position?
No, recruiting fees are generally non-refundable, and here’s why:
At Farr Healthcare, the recruitment process is a time-intensive endeavor involving sourcing, screening, qualifying, and supporting both candidates and employers throughout the hiring journey. The time and resources dedicated to each search cannot be recovered, and we commit extensive effort to every assignment, based on our confidence in achieving a successful outcome. Our goal is to provide diligent service that meets each client’s hiring needs.
Recruiting fees are generally non-refundable because candidates are individuals, not products that can simply be "returned." Unlike merchandise, a candidate enters into a working relationship with an employer by mutual agreement, exchanging their time and expertise for compensation, not ownership. Farr Healthcare facilitates introductions to qualified candidates, but it’s ultimately up to the employer and candidate to assess compatibility through interviews and due diligence. This mutual evaluation sets hiring apart from a simple purchase transaction. The placement fee reflects the recruitment service provided—not a guarantee of employment outcome.
Farr Healthcare guarantees that the physiatrists referred will meet the employer’s requirements regarding background and qualifications, and all referrals comply with employment law. However, we cannot guarantee an individual's future performance or how well they will integrate with your team. The success of the hiring decision ultimately relies on the relationship and efforts between the employer and the candidate.
While Farr Healthcare carefully matches qualified candidates to specific employer needs, the final hiring decision—and the success of that relationship—is beyond our control. Each assignment is approached with enthusiasm and a commitment to finding the right match, but the outcome depends on the interaction and commitment between the employer and the candidate.
- Prepare an itinerary for the candidate’s visit to include names and titles of the people the candidate will be meeting. Provide this itinerary to the candidate before the visit.
- Allow for time for the candidate and significant other to see the community; Mondays and Friday visit allow the weekend for this activity
- Make the travel arrangements or reimburse the available physiatrist quickly for travel receipts presented
- Have a basket of local goodies in the hotel room upon the candidate’s arrival.
- Fill their hands with paraphernalia, e.g. brochures on the area, local newspaper, housing, etc.
- Ask if a babysitter will be needed
- Remember that this person must be sold on the facility, your physicians and the community and made to feel they will be proud to associate with them!
- Make sure there are no mixed signals during the interview process. Prepare staff to avoid this if necessary. Make sure all involved on the agenda will be saying the same things re:the job, area, medical community, policatial and/or third party culture, etc.
- Don’t allow the candidate to meet with a potentially hostile practice representative.
- Be on time for dinner.