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Here are some questions to ask before and during the interview process.

• What is the personality of the facility and group? How is the morale among staff members and departments? What are the patients like, and how do the physicians on staff treat them?  How many other providers?  What is the typical schedule?

While these questions are important and should be asked, remember that what you observe can be more revealing than what you are told.

• Why are they hiring?  This is a basic question. You could be replacing a provider who has retired. Maybe a provider had quit.  Perhaps the volume of patients is increasing and the group needs an additional providers to help with the increased patient load.    Who is in charge and how are decisions made? If the practice is a partnership, who are the key partners? How are the decisions made?  Will you be involved in the decision-making process? If so, when and under what circumstances can your participation begin?  It is in your best interest to clarify who is in charge, how decisions are made, and what your role is in the process.

• What is the reputation of the group within the community/hospital?  You would be surprised at what you can learn just by drawing aside other members of the medical community and asking what they think about the group you are considering. A practice’s reputation is something that can have a major impact on your potential career path, yet it is very difficult to evaluate as a stranger. It is to your advantage to ask around, consulting as many knowledgeable sources as you can find.

• What is the turnover rate? This can be the most telling statistic about a group. If a group has maintained a very low turnover rate over a number of years, it tells you that the practice is stable and that its Physician Assistants are happily employed. However, should you find out that the group has had some turnover, ask more questions. There may be acceptable reasons or unusual circumstances for less than perfect retention.  This will help you clarify exactly the type of situation you are entering before making a commitment.

• What about the operational procedures?  Where do patients come from?  What is the primary service population?  Who are the closest competitors?  Are there nights you’d be expected to work or be on call?  How often and what are they?  Is it in-house or beeper call?  What would your hours be?  Is there a rotating schedule?  How many patients will you see per day or per month?  As a new member of the group, it’s important to understand how you will be expected to fit in and what kind of commitment is expected of you.

• Is there enough support for the group or department to run smoothly? Adequate support staff and a good department manager or secretary to keep the group running smoothly can be invaluable.

• Other considerations. Comparing these will help you compare practices and facilities and identify practices you will find comfortable:

• Facility design , Affiliation (public, private or academic), Support staff, Availability/condition of equipment, Administrative/Admitting staff, Level of computerization, Acuity level, Outreach programs/transport services, Expected volume.

There are many more questions you should consider.  The key is to be prepared and to not be afraid to ask.

Of course, at any time during your search, you are welcome to call a ProviderSource representative.