Conduct ‘practical’ interviews
I cannot emphasize enough the importance of a “practical” interview in which job candidates spend time in your practice. Oftentimes, individuals let their guard down and will reveal enlightening or dismaying information to your staff. A harmonious work culture is important at my practice — knowing that a potential staff member works well with the team and maintains and enriches that homeostasis is critical to success.
Additionally, training and bringing on a new staff member is expensive. Wasting valuable human resources and financial resources training a team member that leaves shortly into employment is a poor return on investment.
A final note on the selection process: Delineate clear job duties for candidates that are derived from your employment manual’s job description. This provides an accurate picture of daily duties and expectations for interviewees. Also, consider aptitude, personal drive and a positive attitude strongly when making final selections. A motivated candidate that fits well into your practice can be taught a skill set over time. Passive-aggressive, ambivalent, or adversarial personality traits are strongly ingrained, cannot be untaught, and are cancerous to a healthy practice.
The next time you find yourself in hiring mode, take a few moments to evaluate the process and plan for the next successful addition to your practice. In next month’s article, I will build upon the search for new staff and focus on how to train and retain your valuable staff. Until then, happy hunting!
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