Screening PA Job Applications: Selecting Your Top PA Job Candidates
Once you have created a PA Job posting, and shared it on Job Boards, job applications will start pouring in.
As an employer, it’s important to sift through the submitted resumes/CVs and cover letters to identify PA candidates who possess the necessary skills, qualifications, and attributes to excel in the role.
I. Screening PA Job Applications
Screening job applicants allows you to identify and evaluate candidates who possess the qualifications, skills and necessary to perform the PA role successfully.
Doing a screening process allows you to narrow down the pool of applicants, ensuring only the most suitable candidates are selected for further consideration in a job interview.
Start with a Quick Screen:
Is the candidate a qualified Physician Assistant who can practice in Canada?
When looking at PA job applicants, we recommend first starting with verifying the PA has completed an accredited PA program in the United States or Canada, and is certified to practice in Canada (CCPA or PA-C designation). If this criterion is not met, you can discard the application and focus on candidates who meet the qualifications outlined in the PA job posting.
By ensuring that a PA job applicant is actually PA certified, you protect the integrity of your practice, uphold patient safety, comply with legal requirements, and demonstrate your commitment to delivering quality healthcare services. Certified PAs also have access to malpractice/liability insurance.
Hiring a PA who is certified assures patients that the individual has met the professional standards established by accrediting organizations. It enhances patient safety by ensuring that the PA possesses the necessary knowledge, skills, and competencies to diagnose, treat, and manage medical conditions.
As you assess the PA job applications, keep in mind that the goal is to identify candidates who not only meet the minimum qualifications but also possess the potential to excel in their role and contribute to the success of your practice.
II. Tip: Use an Organized Approach to Evaluate the Qualifications and Strengths of Candidates
Once you have verified the PA is qualified and able to practice in Canada, next is sifting through PA resumes and cover letters to determine the top 3-4+ candidates to invite for the Job Interview.
Remember to remain consistent in your evaluation process, using the same criteria for all candidates.
INITIAL SCREENING EXAMPLE - JOB APPLICANTS FOR A FAMILY MEDICINE PA JOB POSTING
An example of a chart organizing PA job applicants as they come in. For ease of access, links to the Cover Letter or Resume that have been uploaded elsewhere (e.g. DropBox, Google Drive, etc.) are included for ease of access to review. You can create a shareable document on Google Drive, Dropbox or MS teams for all members of the hiring committee to access and write their own notes.
III. Review the Cover Letter
A cover letter should go beyond “I wish to express my interest in this PA position” or re-iterating every detail that is listed on the resume or CV.
An effective cover letter is a ‘written narrative’ that provides insight into a candidate’s written communication skills and ability to articulate thoughts, experiences, qualifications and motivations, which may be a reflection of effectiveness in patient interactions and collaboration with the healthcare team.
Consider the following aspects when reading the cover letter:
Alignment with the Position: Assess how well the candidate's cover letter demonstrates an understanding of the specific requirements and responsibilities of the PA role within your practice. Look for indications that they have thoroughly researched your organization and tailored their letter accordingly.
Relevant Experience: Pay attention to the candidate's previous PA experience and how they highlight it in the cover letter. Look for specific examples of clinical settings, patient populations, or procedures they have been involved with. Candidates who can articulate their relevant experience effectively indicate a solid foundation for the role.
Motivation and Passion: Assess the candidate's level of enthusiasm and dedication to the PA profession and healthcare. Look for indications of their passion for patient care, their alignment with your practice's mission and values, and their desire to contribute to the well-being of others.
Attention to Detail: Evaluate the candidate's attention to detail by observing the quality of their writing, grammar, and formatting. A well-crafted cover letter showcases their professionalism and ability to adhere to standards, which are essential qualities for a PA.
Additional Skills and Qualifications: Look for any additional skills, certifications, or qualifications mentioned in the cover letter that are relevant to your practice. Examples may include proficiency in specific medical software, fluency in languages commonly spoken by your patient population, or specialized training that aligns with your practice's focus.
III. Review PA Resumes/CV
a) Review the PA’s Qualifications
Look for candidates who meet the essential qualifications and requirements listed in the job posting.
Education: Ensure the PA has/is attending an accredited PA program. Make note if the institution attended is in the US or Canada, since only Canadian or US-trained PAs can practice in Canada.
Certifications: Essentially a background check to verify the candidate’s credentials, certifications and license.
PA Certification: Look for PAs who have CCPA designation (Canadian) or PA-C designation (American). Only PAs who have completed a PA program from an accredited institution can challenge the PA certification exam. Click here to learn more on verifying if a PA is certified to practice in Canada.
ACLS/ATLS/PALS: Not a requirement to work as a PA, however some institutions or practice settings (e.g. Emergency Medicine/trauma) may require this.
Skills and competencies: Pay attention to the skills and proficiencies listed by the candidate, such as diagnostic abilities, treatment planning, patient assessment, and healthcare technology familiarity. Look for indications of proficiency in areas that are crucial for the job, such as medical documentation, performing procedures, or utilizing electronic health records.
Focus on their education, relevant work experience, certifications, and any specialized training that aligns with the position.
Reference checks are typically not done until the interview process has been completed.
b) Assess relevant work history and clinical experience to assess PA skills and competencies
An effective resume/curriculum vitae should go beyond simply listing PA position, locations
When reviewing previous work history and description of roles and responsibilities, pay attention to the specific skills and competencies that you have mentioned in the original PA Job posting/description, this may include:
Conducting patient assessments: history taking, physical examinations
Ordering and interpreting diagnostic tests: PAs interpret laboratory results, imaging studies, and other diagnostic tests to aid in diagnosis and treatment decisions.
Diagnosing and treatment of medical conditions
Prescribing medications
Managing chronic conditions: monitoring patients, adjusting medications and providing education
Collaborating within a healthcare team
Performing procedures
Inpatient/ward management
Experience as a surgical first assist (if applicable)
Experience taking the pager/being on-call (if applicable)
Participating in Research and Quality Improvement (QI) initiatives
Working with Electronic Medical Record (EMR) systems such as EPIC
If reviewing the work experience of an experienced PA candidate:
Evaluate the candidate's previous experience to determine if it aligns with the responsibilities and scope of the position.
PAs are trained as generalists and can work in any specialty in health care. Having previous experience in the same specialty is an asset, but not a requirement to excel at a PA position. For example, an PA can
Consider the diversity of their experience and the range of patients and conditions they have encountered.
If reviewing the work experience of a new PA graduate who may not have experience working as a PA yet:
focus on clinical experience gained through clinical clerkship year (2nd year of PA school where students complete clinical rotations). This section typically takes up the bulk of a new PA grad resume.
d) Professional Affiliations and Continuing Education
Evaluate the candidate's involvement in professional associations, memberships, and continuing education activities.
This indicates their commitment to staying updated with advancements in healthcare and their dedication to ongoing professional development.
e) Accomplishments and Achievements
Look for any notable accomplishments or achievements mentioned on the resume. This could include awards, recognitions, leadership roles, or participation in research or quality improvement initiatives.
These highlights can provide insights into the candidate's dedication, drive, and ability to excel in their profession.
Final notes
The initial screening (review of cover letters and resume) process plays a vital role in finding a PA who not only possesses the necessary clinical skills but also fits well within your practice's culture and dynamics.
While thise provides an overview of the candidate's qualifications and experiences, it is important to note that it serves as a starting point for evaluating their skills and competencies.
Further assessment through interviews and reference check may be necessary to gain a more comprehensive understanding of their abilities and suitability for the job.
