Hiring New Employees

William R. Pupkis, CMPE, Healthcare Consultant

hiringHiring a good new employee starts long before you advertise the open position. First, you need a thorough understanding of the job. For example, what characteristics would an applicant need to perform his or her duties well? Make a checklist of what you require in an ideal candidate, such as specific skills and education. This information will help you write a job description to attract that “right” employee. Think of the job posting as a type of matchmaking; you are looking for someone who really wants to work for you, and can also fulfill your needs. Don’t rely solely on newspapers when advertising a job opening. Encourage your employees to recommend people. Talk positively about your practice wherever you go and ask your employees to do the same.

Prepare for interviews with prospective candidates by writing a series of questions you want to ask, such as further details of educational background, previous job experience, salary requirements, reasons for leaving past jobs, and general likes and dislikes in the workplace. I also advise writing a description of your practice, including information about the work environment, values, and goals. Explaining to the candidates about the type of people you hire and the culture you have created can help you and the candidate determine if he or she would be a good fit with your practice. Asking the applicant to explain why he or she is a good choice serves a duel purpose. Not only is the answer itself useful, but the applicant’s ability to pick up cues from your description also demonstrates his or her problem-solving acumen. Finally, provide a five-minute notice before closing an interview. People often reveal something important about themselves at the last minute.

"... see how each candidate scored"

Take notes during each interview and write down your impressions. Then, review your checklist of requirements to see how each candidate scored. Taking the time to do this after each interview will help you remember each individual applicant when you are ready to make a hiring decision. If you are undecided about two or more top candidates, you can always conduct a second interview to reassess each applicant’s qualities.

Before making a job offer, follow up on the references supplied by your final candidate(s). An interview may only test the applicant’s ability to interview well. A reference check, however, can ascertain a potential employee’s work ethic, abilities, and past performance. Be advised that due to legal regulations and/or company policies, some employers may only provide dates of employment and salary history.

In summary, the more effort you put into the process, the fewer problems you will have after the candidate is hired. It is easier and less expensive to hire the right person the first time than it is to repeat the process or deal with an employee who is not suitable for the position.

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This entry was posted on Wednesday, January 29th, 2014 at 5:52 pm and is filed under Practice Management. You can follow any responses to this entry through the RSS 2.0 feed. Both comments and pings are currently closed.

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