Research Summary. Some key points about hiring a dermatologists in the United States include:
There are different types of costs for hiring dermatologists. One-time cost per hire for the recruitment process. Ongoing costs include employee salary, training, onboarding, benefits, insurance, and equipment. It is essential to consider all of these costs when evaluating hiring a new dermatologist employee.
Dermatologists earn a median yearly salary is $407,715 a year in the US. However, if you're looking to find dermatologists for hire on a contract or per-project basis, hourly rates typically range between $97 and $394.
To hire a dermatologist, you need to identify the specific skills and experience you want in a candidate, allocate a budget for the position, and advertise the job opening to attract potential candidates. To hire a dermatologist, you should follow these steps:
Before you get started with hiring a dermatologist, identify what type of worker you actually need. Certain positions might call for a full-time employee, while others can be done by a part-time worker or contractor.
A dermatologist's background is also an important factor in determining whether they'll be a good fit for the position. For example, dermatologists from different industries or fields will have radically different experiences and will bring different viewpoints to the role. You also need to consider the candidate's previous level of experience to make sure they'll be comfortable with the job's level of seniority.
The list breaks down common dermatologist roles and compares their salaries.
|Type Of Dermatologist||Description||Hourly Rate|
|Dermatologist||Physicians and surgeons diagnose and treat injuries or illnesses. Physicians examine patients; take medical histories; prescribe medications; and order, perform, and interpret diagnostic tests... Show More||$97-394|
Before you start to recruit dermatologists, imagine the ideal employee for this position and begin creating a profile and job description. What skills do they have, and what responsibilities do they have to be proficient in?
Here is a list of skills that are commonly associated with dermatologist:
Here are the responsibilities that most dermatologists perform:
Beyond the basics, you should also consider how well a candidate fits into your company culture. In other words, you should think about how your ideal dermatologist will live by the company's mission statement and contribute to the team dynamic you already have in place.
|Rank #||State||# Of Jobs||% of Population||Avg. Salary|
Including a salary range in your job description is one of the best ways to attract top talent. A dermatologist can vary based on things like:
|Rank||State||Avg. Salary||Hourly Rate||Job Count|
|Rank||Company||Average Salary||Hourly Rate||Job Openings|
|4||Altru Health System||$492,161||$236.62|
|5||University of Maryland, Baltimore||$481,292||$231.39||7|
|7||Alice Hyde Medical Center||$457,394||$219.90|
|8||Rochester Regional Health||$450,154||$216.42||4|
|13||Gundersen Lutheran Medical Foundation Inc.||$418,091||$201.01||5|
|14||CHI Mercy Health||$416,625||$200.30|
|15||Geisinger Medical Center||$414,583||$199.32||4|
|16||Spectrum Healthcare Resources||$414,486||$199.27||6|
|20||InSync Healthcare Solutions||$400,826||$192.70||7|
A good dermatologist job description should include a few things:
To find the right dermatologist for your business, consider trying out a few different recruiting strategies:
Post your job online:
Recruiting dermatologists involves bringing your A-game to the interview process. The first interview should introduce the company and the role to the candidate as much as they introduce their background experience and reasons for applying for the job. During later interviews, you can go into more detail about the technical details of the job and ask behavioral questions to gauge how they'd fit into your current company culture.
It's also a good idea to ask about candidates' special skills and talents to see if they map with your ideal candidate profile. If you think a candidate is good enough for the next step, you can move on to the technical interview.
The right interview questions can help you assess a candidate's hard skills, behavioral intelligence, and soft skills.
Once you have selected a candidate for the position, it is time to create an offer letter. In addition to salary, the offer letter should include details about benefits and perks that are available to the employee. It is important to make sure that your offer is competitive, as qualified candidates may be considering other job opportunities. The candidate may wish to negotiate the terms of the offer, and it is important to be open to discussion and reach a mutually beneficial agreement. After the offer has been accepted, it is a good idea to formalize the agreement with a contract.
It's equally important to follow up with applicants who don't get the job with an email letting them know that the position has been filled.
To prepare for the new dermatologist first day, you should share an onboarding schedule with them that covers their first period on the job. You should also quickly complete any necessary paperwork, such as employee action forms and onboarding documents like I-9 forms, benefits enrollment, and federal and state tax forms. Finally, Human Resources needs to make sure that a new employee file is created for internal recordkeeping.