Is My Doctor Qualified?

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When an individual is hired to do a job, one would think that his or her skills would be carefully assessed prior to tendering a job offer.  Let me offer some examples.

If one is applying to a newspaper (yes, they still exist but print editions will soon be visible only in journalism museums) seeking to become a reporter, the hiring professionals will carefully scour through the applicant’s prior writings.  If writing well and under pressure are job requirements, then the newspaper will want to verify that the applicant has these skills.  It’s possible that the applicant would be asked to submit a writing sample on the spot.

If a man is applying to become a salesman in a high-end men’s clothing boutique, the hiring manager will look for evidence that the applicant knows how to sell, knows men’s clothing and would be able to establish trust and rapport with the store’s clientele.

A close relation recently applied for a coding position in a huge and growing tech company.  He underwent serial interviews and was asked in several of them to solve a coding issue on the spot.  This company wants to know clearly and in advance that the applicant has the necessary skills to perform coding magic.

Job applicants will need to show their skills.

So what do doctors have to demonstrate to their potential employers during the interview process?  I’ve had 3 jobs in my medical career and I’ve also interviewed several doctor applicants over the years.  I think that readers might be surprised how different the vetting process is for physicians compared to the examples I have cited above.

Here is what my prior employers did not directly know about me prior to my signing employment agreements.

• Did I take detailed and accurate medical histories from my patients?
• Was I responsive when patients contacted me with concerns or questions?
• How were my physical examination skills?  I am a gastroenterologist.  Did I know how to examine the liver, for example?
• What was my approach to delivering bad news to patients and their families?
• Did I treat the support personnel in the office with respect?
• Did I order lab and radiology studies appropriately?
• Did I keep referring physicians and medical professionals fully informed on their patients?
• Am I compassionate?

My employers simply assumed that I had the requisite skills and character to perform well.  But the current system does not directly vet these necessary professional skills.  They were interested in my volume of endoscopic procedures and if I had ever been sanctioned for a professional breach.  There were letters of reference from colleagues whom I had selected.  Could a case be made to ask a doctor- -applicant to interview and examine a few patients–– real or actors – on the spot to assess what really matters?