*Which type should you choose? A good retained firm offers the advantage of in-depth knowledge about the employer and a high degree of support services. A possible drawback is that retained firms will only present you before what may be a limited number of employers. A good contingent firm, by contrast, may not offer the same level of support or knowledge, but it can present you to a wide range of employers. There is no imperative to work with one kind over the other. You may wish to work with both kinds.

*Don't spread yourself thin. It's a mistake to work with every recruiter out there. If your CV is too widely circulated, it can make you look too eager for a job and some employers may assume there is something wrong with your work or training record. In addition, it creates confusion, because recruitment firms will not know whose candidate you really are, and hence, who gets paid should you take a particular offer. In some cases, recruiters will not work with you if they think your CV has been over-shopped.

Instead, select one or two firms with whom you feel comfortable. We suggest that physicians select a recruiter the same way they would an accountant, lawyer or other professional. Determine how much experience they have had, who they have worked with and what their knowledge level is. Keep in mind that the first impression of you that an employer will get will come through the recruiter. An objective, reasonable, professional manner works best.

There is no college degree in recruiting, nor are recruiters licensed. Anyone can call themselves a recruiter. Therefore, it is important to obtain literature about the firms you work with, visit them on the Web, determine who their clients are and, in general, to evaluate their level of professionalism. This is not a choice to make randomly, as you will have to trust the recruiter to help you with the very important task of finding a practice.

*Know yourself. Try to have a realistic vision of what you need in a practice versus what you may want (see "Three Keys to Practice Selection"). You may want a part-time job (with full-time pay) working for a hospital located on Malibu Beach. What you may actually need, however, is an established referral base in an area with minimal competition. Determine, in general, the type of location you truly need (a good family area with outdoor recreation, as opposed to a particular community), the position you need and the pay you need. This will allow the recruiter to accurately present you to employers and to find an opportunity tailored to your needs, thereby avoiding a lot of unnecessary motion.

*Don't tire kick. Professional recruiters have no problem with candidates who select other opportunities or who ultimately decide to stay put. They know that those candidates will come back the next time they are looking. What recruiters do object to, however, are candidates who are not really serious about finding a practice but are simply "tire kicking." If you do not seriously intend to accept an offer, provided it meets your needs, don't put yourself on the market. You will only end up frustrating recruiters and potential employers.

During the time it takes you to identify a practice, interview, negotiate and close, you should be in very close and continual contact with your recruiter. You will be able to judge the commitment of a recruiter by the amount of time they spend with you and your spouse or partner on the phone, providing you with information and giving you detailed answers to your questions. Keep in mind the recruiter's goal should be to create a valid and lasting match between you, the candidate and the employer. As such, there should be no "high-pressure" sales tactics. Rather, there should be a consistent, professional effort to help you find a practice that fits your needs.