Diagnosing health issues is easier than finding and retaining staff. One of the most difficult decisions for any doctor is hiring staff. However, when you consider the amount of staff and the time with staff the interesting thing is that your patients spend more time with the staff then they do with you. Consider the amount of time with scheduling, rescheduling, billing, therapy etc.; your staff keeps the office running and in some cases establishes the office culture. Staff good and bad can make or break your practice.
This begs the question, “how does the doctor find and retain good staff?” The answer is much simpler and closer than you think. If you are in the market to find good staff here are some practical tips.
- The first order of business is hiring for talent not behavior. Too many hire because the person is nice or sweet or cordial. However, this does not take into consideration the skills required for the job. Try taking two assistants that have attended the same schools, taken similar classes and received similar grades; they will treat patients differently because of their innate skills.
- Use the ABLE approach for hiring. Always Be Looking for Employees. Too many doctors seek help in a reactionary way – when someone is terminated or quits. Find good people and your budget will provide methods to pay them.
- Seek out good people from your existing patient and vendor base. These individuals know your practice, its operation, and culture. These individuals will be easy to train and will fit in quickly.
- If you are active in your local community then ask shop owners or employees for references of those they know. Having a good reference or third party endorsement is always better than finding someone unknown.
- Refrain from ridiculous job boards and websites. The best employees are found from those you know and trust.
- Create a list of good interview questions but rather than be stoic have a good conversation centered on experiential information. Look for the “hidden” messages of patient care, administrative techniques, and interoffice success.
- Bring them into the practice and watch for observed behavior. The first five seconds of interaction with others indicates how they will interact with patients and staff.
Seeking help for your hiring practices email me today and I will send you a White Paper on Best Hiring Techniques. Watch for my new book Patient Acceleration coming in the fall of 2012.
© 2012. Drew Stevens PhD. All rights reserved.