1. Why did the facility need to hire you to find a Healthcare Provider?
2. The opportunity you advertised seems too good to be true. What’s the catch?
3. Will your service cost me anything?
4. How are you qualified to represent Candidates and employment opportunities?
5. I had a bad experience with another recruiter. How will you provide a better experience?
6. Will our conversations be confidential?
7. Why don’t you put the locations of your practice opportunities in your advertising?
8. What is the difference between “retained” and “contingent” search firms?
9. How long does it take to get a state license?
10. I am not graduating for another year. Is it too early to begin my search?
11. I am not sure what kind of practice I am interested in. What is the easiest way to learn about all of the opportunities that your firm represents and choose which one suits me the best?
My question is not answered here. Where can I send my question?
1. Why did the facility need to hire you to find a Candidate?
Hospitals, groups and even small practices hire us for a number of reasons. Recruiting is a full-time job, and many facilities do not have the resources to dedicate to a quality Healthcare Provider search. For this reason, facilities outsource the search in the same way they outsource other things they are not equipped to handle successfully. In addition, we are in tune with the market and better equipped to consult both facilities and candidates throughout the process. Every facility is in direct competition for the same Healthcare Provider candidates, so it is in their best interest to have a professional on their team to champion their cause.
2. The opportunity you advertised seems too good to be true. What’s the catch?
Our search consultants evaluate each new search opportunity on-site before we advertise it. We construct the advertisement to communicate the features of the practice and the community. While completing the profile, the search consultant is also searching for potential negative aspects of the practice opportunity. These negatives will be presented to you directly while the search representative verbally makes a presentation of the opportunity. There is no catch.
3. Will your service cost me anything?
No. Our professional recruitment services are paid for solely by the recruiting facility. Candidates should never pay fees to a recruitment firm for recruitment services.
4. How are you qualified to represent Healthcare Providers and practice opportunities?
We try to conduct an on-site “profile” of each and every opportunity before proceeding with representation. This allows the recruiter to get a good look at an opportunity from a professional viewpoint, it also allows time to meet them personally and find out who they really are. This profile is very powerful in preparing a recruiter to represent a facility with credibility.
In addition, our professionals are well-versed in the industry. Our rigorous learning opportunities include even our most seasoned consultants. We are trained on a weekly and monthly basis by outside consultants specializing in health care management, Stark & Immigration law, malpractice, specialty-specific issues, and customer service.
5. I had a bad experience with another recruiter. How will you provide a better experience?
We strive to provide a positive search experience each and every time. We take the time to get to know you personally and ensure that an opportunity is really a good fit for you and your family. Before you visit an opportunity in person, you will have extensive knowledge of the practice and community amenities. All of the practice opportunities we represent have been researched through an on-site profile evaluation by one of our experienced recruiters. We travel out to all of the facilities we represent to meet with the decision makers to ensure that all of the pieces are in place so that a new Healthcare Provider coming into the community will be able to establish a busy, successful practice. We also tour the communities and hospitals in order to gather the most accurate information to present to you in order for you to determine whether or not the position would be a good fit. Our candidates find that we help them out each step of the way by providing them with in-house travel assistance, comprehensive interview itinerary & location information, and contract knowledge and negotiations. We are here to work as a liaison between you and the recruiting facility to make sure that you receive the best possible offer.
6. Will our conversations be confidential?
Yes, GoodLife Care follows national guidelines that honor confidentiality. We will only forward your information to facilities which you have approved.
7. Why don’t you put the locations of your practice opportunities in your advertising?
There are several reasons:
1) Our clients hire us to pre-qualify candidates to ensure that they meet all their requirements.
2) Clients cannot manage the volume of calls that we receive in response to their opportunities.
3) We are a national search firm representing opportunities across the U.S. Once we know what is important to you, we can connect you with options & locations that meet your needs.
8. What is the difference between “retained” and “contingent” search firms?
A professional staffing firm (like GoodLife Care) works for facilities to find candidates for specific opportunities. Recruiters from retained firms gain first-hand knowledge of these practices by traveling out to the communities and visiting with all of the key decision makers. They will see everything that you would see on an interview so they can give you credible information about the practice and the community.
A recruiter for the firm often works more like a sports agent, profiling the Candidate first to understand their motivations and practice/community desires. The recruiter networks the specified location(s) to determine whether an appropriate opportunity exists and brings it to the attention of the industry professional. If agreed upon, the recruiter will introduce the Candidate to the identified opportunity and facilitate the interview process.
Recruiters rarely travel to specific communities; therefore, they often can’t obtain the intimate details of a location/opportunity that their retained search counterparts gain through an on-site profile.
9. How long does it take to get a state license?
The timeframe to obtain a license varies from state to state and from individual to individual. Based on your current license situation and the state to which you are applying, licensure can take anywhere from two weeks to eight months. We will consult with you to determine a more accurate timeframe, and we can help facilitate professional services specializing in new licensure and greatly reduce the time it takes to gather all the information the licensing board will need.
10. I am not graduating for another year. Is it too early to begin my search?
It is never too soon to begin your job search, and one year out is the perfect time to start. It usually takes approximately three to six months to get a state license, and three months to receive privileging and insurance plans.
11. I am not sure what kind of setting I am interested in. What is the easiest way to learn about all of the opportunities that your firm represents and choose which one suits me the best?
Let the recruiter consult you on your needs and then help you choose the most fitting opportunities. Then choose two or three with the firm and interview.
My question is not answered here. Where can I send my question?
Please visit our Contact Us page to find the appropriate place to send your question.
Copyright 2009 GoodLife Care. 
