Hire the Right People for Your Medical Practice

It takes time and money to recruit and train new staff, and hiring the wrong person can affect your medical practice’s bottom line. To maintain a well-functioning business, make the most of the recruitment process, and improve the odds of hiring a qualified candidate that is a good fit for your practice, your healthcare organization can employ a few simple, tried-and-tested strategies.

  • Make a list of attributes you want in an ideal candidate. This includes a list of skills or qualities that a candidate has to have in order to be considered for the position, as well as a list of things that might be considered deal breakers.
  • Create a list of standard interview questions. Once you know what you are looking for in an ideal candidate, you can come up with a list of questions to ask during interviews. Be sure to ask each candidate the same questions so that you have a proper basis for comparison.
  • Quantitatively evaluate. In our interview process, we use a spreadsheet like the one below to empirically evaluate all candidates. You can download the template and tailor it to your needs here. We derived our methodology from a recent blog post by David Skok, in which he talks with Mark Roberge, VP of Sales at HubSpot about their hiring process.
    Hiring methodology
  • Test applicants’ skills. Just because a resume says that an applicant knows how to verify insurance, doesn’t mean it’s true. Even if it’s only one small part of an employee’s responsibilities, if it’s a crucial part of the job, don’t be afraid to test it.
  • Check references. Though a certain candidate may give off a good vibe during an interview, checking references can help you learn more about their strengths, work style and experience from an uninterested party.

The urgency to fill an open position can cause human resources departments to make rushed decision. Keep in mind that a bad hire can have a negative impact on an organization even after the person has left the practice. Meanwhile, a great hire can bring out positive change. Contact us to learn about the many ways that we can help you and your practice.


Comments Leave a Comment

Sandy

It’s easy to fall into a cycle of hiring people who will work for less. After all, we’re all concerned about our bottom line. But it ends up costing more money to train new employees who a) may not do things as efficiently as someone with more experience or b) will quit on you within a few weeks or months.

M. Torres

I agree. Hiring the right people really can make a difference, and not just in terms of productivity. Great employees will give your office a better vibe. patients tend to notice small things like that.

Rose McClean

It’s great to have a system, but I don’t think you can be a slave to that system or you may find yourself hiring some of the wrong people. I definitely believe in having a checklist with scores- but that can’t be the only deciding factor. You really have to consider personality and how they will mesh with the rest of the office. So as a lot of the qualities listed in the diagram are important- they shouldn’t be the only deciding factor.


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