2. APPLYING FOR THE POSITION

These leaders ultimately determine assignments for each of the urologists within the active force. Thus, it is vital to proactively engage these leaders years before assignments are made to ensure the preferences of the young urologist can most closely align with the needs of the service. It is also critically important to convey any special requests (e.g., family health considerations, civilian spouse employment, etc.) so that they may be considered as assignments are made. Once in practice, these service leads will remain an important resource for information about career advancement, military-unique training opportunities, and alternative practice locations. It is also helpful to engage other practicing military urologists to seek career guidance and overall professional support. After fulfilling one or several active duty service commitment(s), most military urologists transition to civilian urology practice. Federal agencies such as the Department of Veterans Affairs and the Indian Health Service and Military Reserves have programs that credit the time in service, which applies the active duty service towards a federal retirement plan. Each program is specific and is subject to change. It is essential to investigate these benefits before transitioning from military service, while future contracts are being negotiated.

2.1 Location

A key factor to consider when applying for jobs is geographic location. Research the areas that interest you. Is there a high density of urologists? Are the competitive markets already saturated with urologists (note: more about practicing in a competitive market can be found in Appendix A)? Are there less competitive areas with fewer urologists? What are the typical payer mixes for these regions? What types of insurance do the patients have in the area? In addition to these factors, it’s also critically important to consider whether or not the city or practice location is desirable from a personal perspective. If applicable, is the location desirable/offer employment opportunities for your spouse/ partner? Become well versed with the social opportunities in the vicinity if that is important to you. Dining, night/ family life, and school systems can all play a significant role in choosing a location to practice. NOTE: Three young urologists share their personal perspective on location and more in Appendix E.

2.2 The Job Search

The pursuit of a career in urology begins with four years of medical school, followed by five-six years of urology residency and potentially one-three years of fellowship. Several factors are present when searching for a job upon the completion of training, including: a deadline to begin gainful employment, not-yet-clear clinical and research interests or career objectives and an often limited perspective and unclear expectations on personally-important factors for job satisfaction. In today’s medical job market, urologists are in high demand. A tightening workforce in urology has caused the demand for well-trained urologists to skyrocket. It’s not uncommon for a graduating urologist to receive 9 to 12 job offers prior to selecting a position. Still, it’s important for graduating trainees to begin the job search early. As in all fields, networking and connections can oftentimes lead to job opportunities. Personal recommendations via networking can be one of the best ways to start your job search. Groups looking to hire will often contact program directors in search of graduating residents or fellows. Leverage your attendings, advisers or program director to see if they know of a job opportunity that aligns with your goals. Even if they don’t, they may be able to direct you to someone else who does. Academic positions are often not widely advertised, but come about by word of mouth. If pursuing an academic position after training, your fellowship director or mentor will often be able to identify available positions via their own network. You’ll also want to rely on your own contacts within professional associations/societies. Many times, preliminary interviews happen at major urologic conferences (e.g., AUA Annual Meetings or AUA Section meetings) or at subspecialty meetings. In addition to networking, consider the number of other ways to find a job that best suits your needs. Career fairs can be a good way to begin the job search, as they provide an opportunity to engage with numerous employers, recruiters and groups in a relatively short period of time. The AUA hosts career fairs periodically throughout the year. Working with a recruiter is another way to learn about job opportunities: a good recruiter will consider your needs and recommend you accordingly to employers who seem to be a good fit. Recruiters come in different forms, however. Some work for individual hospitals or large organizations while others work for private companies. In the latter case, recruiters may be paid by hospitals when a new physician is hired. In such a scenario, an unscrupulous recruiter may direct you toward a job that may not fit your goals but can earn the recruiter a higher fee. Be wary of

recruiters who don’t seem to have your best interest in mind. In addition, the AUA’s online career center (AUA JobFinder) and classified advertisements in medical journals and publications such as JAMA, The Journal of Urology® and Urology Times also publish job postings. And, don’t be afraid to leverage social media: Doximity, LinkedIn, the AUA Young Urologists Community (www.AUAnet.org/yucommunity), Twitter and Facebook provide an opportunity to network while being mobile. Lastly, consider the following tips as you embark on your job search: 1. Define a core set of values by which you decide if the job is satisfactory. Establish these values during residency and then again during fellowship (if applicable) and review them annually during your early career. If applicable, it may also be helpful and provide additional perspective to discuss these values with your spouse or partner. 2. Set a “Five-to-Ten” plan that identifies where you want to be in your career to in five to ten years.

The plan can be modifiable, but it is critical to write it down and review periodically. 3. Remember that sometimes, it’s all about timing.

Your dream job may just not be available at the exact time you are searching for a position.

Carefully consider your available options and don’t let a potential perfect fit pass you by.

2.3 The Curriculum Vitae

Doctors use a Curriculum Vitae (CV) to apply for employment. More common in the academic world and within international medical communities than a résumé, a CV is typically longer than a résumé and provides more detailed, relevant information to employers about your achievements as a physician. To be effective, a CV should be as up-to-date as possible, be flexible enough to speak to any opportunity for which you are applying, and include your achievements, experience, skills, education, special research projects and publication credits. Below is a formula you might consider when crafting your CV (source: https://www.wikihow.com/Write-aDoctor's-Curriculum-Vitae). 1. Begin with contact information. On the top of your first page, list your full name and credentials, address, phone number(s), pager number, fax number and email address(es). 2. Include a brief objective or career statement. This should be a one or two sentence summary of your current position and your professional goals.

Example: I have completed a fellowship in minimally invasive surgery and have extensive experience in robotic surgery. I am seeking a position in the private practice environment as a urologic cancer surgeon. 3. List any board certifications, including the dates national examinations were taken and passed.

Include a list of states where you are licensed. 4. Include a section for professional successes. List any research you have conducted, publications you have written, any teaching you have done for the AUA and awards received. 5. List your educational history and professional experience. Share your educational credentials by starting with the most recent institution attended, and list the schools, degrees and years of attendance. Include any relevant activities you participated in while a student/resident/fellow.

List all awards and honors you received. 6. List the names and contact information of three or four professional references. It is very important to ask your references if they can be included on your CV and provide them with a copy of your CV in case they are contacted. 7. Include memberships of professional organizations or associations, along with any leadership roles held. 8. If you have any gaps in your education or training, it is recommended that you explain the breaks as it may come up in your interview. It is better to take control of the gap than to leave it without an explanation. 9. For first time job seekers, it is suggested that you include information about your residency/ training and any relevant volunteer experience. 10. Share all languages that you speak, including your level of fluency. Tip: Always have an updated CV published and accessible online.

2.4 The Cover Letter

A cover letter can be an important part of the application. If the letter doesn’t attract the attention of the person reading it, your entire application package could be discarded. Tips for successful cover letters include the following: 1. Address the letter to a specific person (e.g., the hiring manager or hiring physician) when possible.

2. Use bullet points to differentiate yourself as someone who can excel in the position. Clearly define yourself and your unique skills. Example:

As an experienced male infertility and erectile dysfunction expert, I routinely: • Perform microscopic vasal anastomoses • Perform penile prosthesis surgery • Treat Peyronie’s disease with synthetic and auto grafts • Work with a reproductive endocrinologist for assisted fertility cases • Market and promote Andrology to the community and to potential referring physicians • Publish articles in peer-reviewed literature on these topics 3. Underscore your commitment to the position by including that you will be calling the hiring manager at a specific time (within a week of submitting your application) to follow-up. 4. In the signature block, along with your name and credentials, include the following: • Phone number • Email address • Any relevant social media handles (e.g.,

LinkedIn, Twitter, etc.)

2.5 The Interview

Congratulations, you’ve been invited for an interview! Now what? The interview process and site visit allow both the candidate and employer the unique opportunity to not only meet face-to-face, but also to determine if the proposed relationship is a good match for both sides. Nothing can influence an interview more – either negatively or positively – than the interviewee’s preparation or lack thereof. A candidate interviewing for a position should know some of the institution’s history and be familiar with the individuals already in the practice and their area of interest or specialization. Much of this information can be found easily online. It’s a good idea to practice for the interview before you “go live.” If possible, schedule mock interviews with colleagues who are in the same position. If you currently work at a hospital, ask the human resources department to practice with you for an interview. Most departments will be happy to accommodate you and help you with interview preparation. Anticipate what questions may be asked during the interview (e.g., “What can you or your skill set bring to the practice that we don’t already have?” or “Why do you think this practice would be the best fit for you?”). Rather than memorizing a scripted answer, prepare three or four talking points so you can respond naturally. If necessary, take care to also prepare responses to address anything that could be perceived as negative that may come up in a background check (e.g., a past arrest or other previous punitive actions). As nearly every practice does a background check as part of the interview process, it’s important to be truthful and upfront about such incidents. Offering a transparent explanation for gaps in your training or work experience is also important. It is far better to offer a truthful account with a positive spin (i.e., what have you learned from the experience?) than trying to conceal it. If interviewing at a hospital, a candidate is likely to meet primarily with the physician recruiter who serves as the liaison during the interview and negotiation process. You may also visit with the Chief Executive Officer, Chief Operating Officer, Chief Financial Officer, Chief Nursing Officer, OR supervisor, OR specialist (urologist) and/or members of the marketing department. Be prepared for each of these interactions. When interviewing for an academic position, giving a Grand Rounds-style lecture during your interview period is typical. While preparing for your interview day, reflect on the factors that interest you in academic practice. Are you a researcher? If so, what kind of research do you want to do (e.g., bench vs. translational vs. clinical trials vs. big data)? Are you interested in education? If so, what kind of education (e.g., undergraduate medical education, graduate medical education, etc.)? The answers to these questions can help provide the program with a sense of what you bring to the table. But remember, you are interviewing the program as much as they are interviewing you: be sure to ask questions about the kind of support you think you will need for your non-clinical academic interests. During the interview itself, make an effort to connect with the interviewer on some level. This connection could be anything related to the job itself or a particular interest in the medical practice. It could also be a personal connection such as a mutual interest in a particular hobby or time spent outside of work. Connecting with the interviewer can differentiate you from other candidates as well as

demonstrate your sincere interest in the position. In today’s environment, it is now common for some initial interviews to take place via teleconference. Before a tele-interview, consider how you might want to set up your background, audiovisual equipment and lighting. It may be useful to do a test-run with a colleague and ensure your microphone, speaker, lighting and background are optimal before your formal interview. Additional Tips: • While this may be obvious, take care to arrive early to the interview. Never show up late. Dress appropriately. If there is a question about the attire, it is better to dress too formal than appear too casual. • Follow the cardinal rule of interviewing: never say anything negative about your former institution, colleagues, residents or students. • Highlight yourself as a team player. Provide positive examples of your participation in team sports, clubs or societies. Any leadership positions held in any of these activities are certainly worth emphasizing. • Sit up and lean slightly forward to convey interest. Be enthusiastic. It is desirable to be remembered, but you want to be remembered in a positive light, so avoid being “over the top” when trying to impress or make a lasting impression if it’s not an authentic reflection of your personality. • Although salary and benefits are important, it’s not advisable to bring up salary as the first question you have in the interview. An employer will expect to answer this question but avoid making it your first question or concern.

However, do your research: most of the time, you can get a pretty good idea of salary ranges and benefits from publicly available documents.

The benefits package for most universities will be clearly delineated and, likely, non-negotiable. In public institutions, base salaries are a matter of public record (although bonuses and incentives may not be). Salary ranges may be a little more difficult to determine for a private institution where the data is not necessarily made public, but comparing salaries at nearby public institutions can give you a solid idea. Read more about compensation models in Section 4. • Clarify your start-date timeline and try to learn the timeline your potential employer has in mind as well. If their timeline does not match yours, it

is better to share that information sooner rather than later. • Understand if there will be any mentorship/ support to help develop your practice and cultivate your young career should you be offered and accept the position. Many urologists benefit by having a more experienced mentor "show them the ropes" of success – and it will serve your interest to try to elucidate if there will be someone willing to step into that role. Following a successful interview, employers may choose to send you an offer letter, term sheet, or even invite you for a subsequent interview. Second interviews are commonly done for academic positions and may involve a more in-depth assessment of the practice that you are seriously considering. It is commonly discouraged to accept and attend multiple second interviews for different academic positions as employers may view this as being “strung along.” Second interviews are generally done with an intention to hone the final offer to a prospective candidate. Significant others/spouses are often invited to second interviews. Read more about contracts and negotiations in Section 3 and consider visiting the location again prior to accepting. If you have a significant other and/or family, discuss having them visit as well. Become familiar with the neighborhoods and the areas’ housing market. After all, this will be your new home. If you aren’t finding success or direction with your job search, another option is to consider working as a locum tenens physician for a period. Locum tenens provides the opportunity to experience a range of practice conditions and locations, and can help determine what the best job for you actually is. Other advantages include good pay and lodging that is usually provided; some locum tenens jobs also include the option for permanent placement if the “fit” is good.

2.6 Resources

• JobFinder: AUA’s online career learning center offers free resources and videos on the topics of Standing Out by Building Your Brand,

Networking for Job Search and Career Success,

Avoiding Job Search Sabotage, Acing the

Interview and more. https://careercenter.auanet.org/jobseekers/ resources/blueskyLMS/