When you're looking to hire new employees, you need to know what you want. This can be a challenge, especially if your practice is just starting out. However, it's important that you're very clear about the type of professional who will be joining your team.
Examples of where to advertise a job
- Your website
Whether you're hiring for a new position or replacing an employee, it's important to make sure that the applicant has the qualifications and licenses needed to do the job. You should also make sure that they can legally work in the country.
If you're hiring for a medical speciality, you should ask them about their training and experience relating to this specialisation as well.
While experience is important, it's also important to remember that a candidate may have the right amount of experience but not with your specific field. It's important to make sure that your candidates have the necessary experience for the position you're hiring them for.
In addition to making sure that your candidates have enough industry experience overall or specifically within healthcare settings, you'll want them to be familiar with the technology you use at your practice such as practice management software. If possible, try asking them about specific programs before interviewing them so you can get an idea if they would be able to pick up whatever systems used quickly after being hired.
Turnover can be expensive - but it can also help you find good candidates if someone leaves suddenly. If your current employee has left unexpectedly, be on the lookout for new people who are looking for a job in your field. Turnover provides an opportunity to check out the other employees at their old place of employment and see whether they would be good additions to your team.
When you're ready to start interviewing, it's important that you've got a plan for how you'll go about it. Your interview team should be clear on what they need to do, and when they need to do it. It's also very helpful if each member of your team has a copy of the candidate's CV so that they know what experience level or background information about the applicant is already known.
Before each interview, review your questions in advance and make sure everyone understands them. Make sure everyone knows who will be conducting each part of the interview. Finally, make sure there are enough people on hand - or at least enough time - to conduct all interviews in one day and then check references later on (which takes more time than most people realise).
It's important to ask questions that are relevant to the position and allow you to assess a candidate's skills through their answers. To start, ask questions that will tell you their skills and abilities:
- How would you rate your communication skills on a scale from 1-10? Why?
- How would you describe yourself in terms of working well with others?
While it's important to be clear about the job description and responsibilites, you also need to make sure that you're on the same page as your candidate when it comes to salary. Asking questions like "What are you looking for?" can help bring up any potential issues early on in the hiring process and everyone knows where they stand.
You can't hire the best employees if you don't know what the ideal candidate looks like.
It's important that you have a clear idea of what you and your practice needs from its employees, both in terms of skills and personality traits. We hope these tips help you find the best candidates for your practice!