The Only Thing More Inevitable Than Death and Taxes
(and Arguably as Painful) is…Hiring New Staff
Your staff can make or break your practice. So, it is imperative to leave no stone unturned when searching for your A-Team. After all, at the end of the day…you can only go so far without a solid team behind you. In my consulting practice, lately my clients have been asking, “How do I find and keep great staff?”
These days, I’ve got the hiring process down pat. But, believe me…it wasn’t always this way.
I used to really dread hiring new staff. In fact, I used to put it off until I was so desperate I would hire practically anyone who appeared to be reasonably intelligent, moderately pleasant, and had the ability to walk and talk at the same time. However, I learned early in my career that leaving this very important task to chance was a critical mistake. It eventually created chaos in my office, and had a ripple effect that extended from my patient volume, to my collections, and even impacted my client loyalty. It wasn’t long before I realized that I needed a complete system to hire staff…but there wasn’t a model that had all the elements I knew I needed. So, eventually (by trial and error) I created my own. And I’ll let you in on a little secret: I didn’t dread hiring staff so much anymore.
So, in my next two newsletters, I am going to teach you how to create the ultimate ad, and how to perfect your interviewing process.
Read on to learn more about recruiting and retaining your dream team.
Hiring and Interviewing Strategies to Create Your Dream Team
Part One: Creating Your Ad
Give instructions to test their attention to detail: Ask your applicants to follow directions right off the bat. See how well they do! Ask them to paste their resume in the body of their email (no attachments!) and write a detailed cover letter. Tell them exactly what you want them to say. In addition, have them indicate a specific phrase in the subject line (ex: “Seeking Stellar Receptionist”). You will quickly identify those candidates who couldn’t navigate their way out of a paper bag with a good map!- Let them know exactly what you’re looking for. Give as much detail as you can about what you need, want, and expect from the applicant. Be completely transparent so you actually attract people with realistic expectations and who are eager to do the job. You can’t teach enthusiasm, drive, or motivation, so make sure you’re focused on finding someone who already has these attributes.
- Sell them on the position. Great employees are looking for a great work environment – one that is both stimulating and satisfying. Chances are you will be hiring a Millennial for your open position. This new generation is motivated in large part by personal satisfaction as opposed to financial gain. So, let them know what you have to offer them.
- Ask them to go the extra mile. Thanks to smart phones and technology, even an 8-year-old can make a decent video. Ask your potential employees to craft a two-minute intro video and email it to you. Consider asking them to detail the reasons they are a good candidate for the job, how they see themselves contributing to your organization, and what they would like to get out of this opportunity.
- This will let you see them in action and help you decide if they’re a good fit, before they come in for a personal meeting.
Once you create your ad, and the applications start flooding your inbox – it’s time for round two: The Interview Process.
Stay tuned for the next issue of Healthy Profits, in which I will give you my best strategies to separate the paycheck collectors from the superstars.
