|
|
Seven Simple Steps to Hiring New Employees
Disdain, dread, sleepless nights, cold sweats. Is that how you react to the prospect of hiring a new employee? In that moment when you are staring in disbelief at that perfunctory "two weeks notice" clutched between your trembling hands, it suddenly looks more like a disaster decree than a routine HR communication. The sirens start blaring in your head, your vision blurs, and you ask yourself how you are going to survive this again, particularly if you've had more than one Jane Doe turn into Jane Dolt upon hiring.
There's no question that the experience causes anxiety. But shake off that feeling of impending doom, doctor. This time you have a plan and a process. You've got the "hiring silver bullet," and you're not afraid to use it.
When an employee leaves your practice the doors swing open for you to fine tune and, if necessary, overhaul systems. Don't tolerate status quo operations. That "same ol' same ol'" is likely costing you thousands of dollars and untold frustration. Charge into this opportunity for change as you would a $50,000 treatment plan -- with a deliberate strategy and a total commitment to achieving the best possible outcome.
1. Assess the systems before you bring in a new employee. If you're hiring a new office manager take a look at business operations first. Have the systems been breaking down? Seize this opportunity to fix them.
2. Update or write a job description for the position tailored to attract the employee you need. Include the job title, job summary and specific duties. This is a simple yet critical tool in the hiring process. It clarifies what skills the applicant must possess and explains what duties they would perform.
3. Advertise smart. The employee you are looking for is probably not looking for you. They are successfully employed but perusing the ads to see what's out there. Use salary to get their attention. Money doesn't just talk, it screams. Ads that do not include salary are ignored by 50 percent of job prospects. Sell the position. Tell the reader what's in it for them. Keep the copy simple but answer the reader's questions -- job title, job scope, duties, responsibilities, benefits, application procedures, financial incentives and location. If you have a website, direct prospects to your website to learn more about your practice and the position.
4. Read between resumé lines. Highlight those qualities that match position requirements. Look for longevity in employment. Be careful of those that only note years, such as 1999-2000. Watch for sloppy cover letters. The applicant may have poor attention to detail. Flag resumés with "Yes," "No," or "Maybe." The "Yes" candidates are the first to be considered.
5. Pre-screen applicants via phone interview. Address your most pressing concerns up front. If there are gaps in employment history, now is the time to find out why. Ask the applicant what salary range they are expecting. Find out if the applicant has a list of "must haves" for their next employment position. Listen for tone, attitude and grammar on the phone, particularly if the position requires handling patient calls.
6. Check 'em out. Once the interview process has narrowed the selection down to a couple of candidates, check references and work histories. This step can yield tremendously helpful information and will save you from multiple hiring horrors.
7. Show Time! Conduct interviews using a written set of standard questions for each applicant to compare responses to the same questions. Ask follow-up questions based on the applicant's responses. Gather facts about the applicant's experience that can be verified. Take thorough notes during the interview and jot down personal details to keep track of who's who. The candidate is likely to be on their best behavior in the interview. If they don't impress you now it will not get better after they are hired.
The next time an employee gives you two weeks notice, relax and take the essential steps to ensure a smooth hiring experience.
|
|