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The move to a new organization can be a life altering event. We have compiled responses to questions important to understanding the interview process as well as making the decision to join NorthShore.


Q: How are interviews scheduled for out of town candidates?
A: Travel will be arrangedby Physician Talent Management for the candidate's visit. Flight reservations must be made at least two weeks prior to the interview date. NorthShore will cover a 1-2 night stay preferably at the Hilton Garden Inn in Evanston. Expenses for rideshares and taxis are reimbursable; car rentals are reimbursed up to $35 per day.

Q: Can I bring a spouse or significant other?
A: Absolutely. The next step in your career is a big decision and we want the people who are important to you to be part of it. They're welcome to join you for any scheduled recruitment dinner or tour of the community.

Q: How can I learn more about the community?
A: If you are interested, we will arrange a tour so you can see different neighborhoods and get a feel for available housing, schools and other important elements of life in the area. Information about some of the local communities is available here.

Q: Do I need to provide references?
A: After the phone interview we will request a minimum of three professional references. Of course, we understand the need for confidentiality, so former colleagues can serve as references. References may also be requested after an offer is extended. Your offer is contingent upon your successful completion of the employment process, which includes satisfactory completed letters of reference. If you are a fellow or resident looking for a position after your training is complete, then a reference from your program director will be required.

Q: How many people will be included in the interview process?
A: We want candidates to get a full perspective on the departments they seek to join, but are also respectful of your time. We try to limit one-on-one interviews to no more than eight, though you may be meeting other people in group get-togethers and tours.

Q: After the interview, will I hear either way about your decision?
A: Yes, we notify all candidates of the hiring decision. Your assigned recruiter will be in contact with you throughout the process to keep you apprised of the status of your candidacy.

Q: Are part-time opportunities available?
A: Many of our clinical departments offer flexible hours to accommodate physicians' personal schedules. We encourage you to reach out to our recruitment staff to learn more about these opportunities.

Q: Are research or teaching opportunities available?
A: As the principal academic affiliate of the University of Chicago Pritzker School of Medicine, we have medical students and residents who rotate through our hospitals and some positions offer clinical, non-tenure opportunities.

Q: How are salaries determined?
A: We have policies and processes in place to ensure that physician compensation is both externally competitive and internally equitable. Starting clinical salaries are benchmarked to market by specialty, reflective of one's experience and any unique circumstances. All physicians receive regular reports detailing what their productivity and non-productivity related factors generated in compensation under our models. During the initial period, typically two years, physicians receive a guarantee. It serves as a "floor" of compensation. If the compensation model generates compensation in excess of the guarantee, the physician will get the higher number. After the initial period, the compensation model operates without a guarantee.

In terms of compensation administration, all physicians receive a" base draw", predicated on what the physician is predicted to earn in the coming year. It is then reconciled quarterly, so that a physician's clinical compensation by year end reflects the base draw and quarterly bonuses.

A physician's total compensation will reflect their clinical earnings under the model, plus any stipends or other income streams they may receive for administrative and/or formal academic roles.

Our compensation models are reviewed periodically to ensure they are competitive and reflect environmental factors such as method of reimbursement (i.e. FFS and capitation) and/or non-productivity related factors that we may want to incent, such as access, quality metrics, etc.

Q: Where can I learn more about benefits?
A: We offer a comprehensive benefits package, which you can learn more about from speaking with our recruitment staff. Additional information will be provided in the course of the hiring process.

Q: Can I apply even if there are no positions in my field currently available?
A: You are welcome to email us your CV and we will keep it on file and contact you when a position in your field becomes available. Or you can apply here.