The widespread growth and consumer usage of the Internet is astounding.  Not only have e-commerce companies become the darling of Wall Street; they have revolutionized many industries, including healthcare.  In particular, the advancements in Internet technology and user-friendly applications have considerably changed the employment landscape for physicians across the board.

Job hunting via the Internet simplifies the process of identifying outstanding opportunities and generating interest among prospective employers.  The traditional approach most doctors rely on to secure employment involves scanning numerous journal ads, mailing hard copies of their professional credentials, and hopefully receiving timely feedback-which usually means several weeks at the earliest.

Contrast this approach with the process of web-based job hunting.  With a few keystrokes, a physician can access one or more web sites that post job openings in his or her specialty.  A well-formatted web site makes it easy to navigate in order to identify desired practice types, compensation range, and location.

After identifying the most appealing practice opportunities, the job seeker can complete an electronic curriculum vitae (CV) and transmit it via e-mail for prompt review by an agency or in-house recruiter.  Ideally, that individual will follow-up promptly to acknowledge receipt of the doctor's credentials and begin the formal review process.

Assuming there's a good match of professional qualifications and expectations, the interviewing procedure will be put into motion without delay.  The fact is, Internet companies fully recognize that time is of the essence when important business matters are involved.  In the words of agency recruiters, "If you snooze, you lose."

Some precautions

Having mentioned some obvious benefits of Internet recruiting, broad-minded physicians should also consider the possible downside of using this approach to land an ideal job.

First of all, learn all you can about the organization that posts job openings.  Physician recruitment is a booming market.  Companies of all sizes and professional experience (and integrity) design appealing web sites and post employment notices.  Undoubtedly, well-regarded recruitment firms manage most sites.  However, there is nothing to stop a less-than-reputable firm from broadcasting its services on the World Wide Web.

If you're not familiar with the organization sponsoring a given site, take time to inquire about them.  Before submitting your credentials, talk to one of the recruiters who works in your specialty.  A 5-10 minute conversation can convince you of how advisable it is to forward your credentials electronically.  Trust your instincts as to whether you pursue employment opportunities with that given agency.

Secondly, exercise caution in transmitting personal information.  Keep in mind, information that you send via e-mail or fax is out of your control once it is transmitted.  To some extent, the same thing could be said about mailing written credentials.  Persons on the receiving end have an obligation to handle all such information confidentially and professionally.

The difference is that information transmitted by e-mail can be forwarded to numerous other recipients with a few mouse clicks.  That could be good or bad, depending on the circumstances involved.

To illustrate:  Suppose a Family Practitioner submits her CV electronically to a recruiting group regarding a particular Internet job posting.  What is to stop the firm from in turn e-mailing her credentials to every other client with family medicine hiring needs?  Nothing, really.  Of course, if the candidate is out of work, the more exposure she receives on the job market can shorten her search considerably.

There is a downside, though.  The physician may be happily employed at the present and merely wishes to look discreetly at one or two "golden opportunities."  She is not in a hurry to make a move, and certainly does not want to have her credentials blanket the marketplace willy-nilly.  That being the case, loss of control over her paperwork is a serious issue.

When working with Internet-based recruiters, agree on the procedure for handling personal information about yourself with third parties.  Violation of such stipulations is justifiable reason for re-evaluating or terminating the working relationship.

Thirdly, request prompt communication when dealing with electronic employment firms.  The world of cyberspace recruitment is much more fast-paced than traditional means of filling job vacancies.  The Internet facilitates speedy transmission of information about an employer's hiring requirements and a cand