- Focusing Solely on Experience – when selecting an ideal candidate to fill a practice manager, nursing, or patient salesperson role, many practices only interview candidates who have a lot of years of experience. Experience in some roles is a positive but often is given too much weight. Rather, a medical practice should focus first on natural talent and ability to learn and everything is teachable. If you find a great new practice administrator who comes from outside of, say, ophthalmology, but has a degree from Harvard, is hungry to grow, picks up on new materials quickly, has managed a team of 50 people, and so forth it may be worth brining that person in for an interview.
- Trusting referrals too much – a referral is a very positive things when hiring for medical positions and I do think a referral should at least be granted an interview in the office as a courtesy to the person who referred the individual for a job at your practice. With that said, that is all that should be promised. The reality is that not many peoepl will know the perfect fit for a specific medical position you are filling independently or through a medical staffing company like YellowTelescope. If they blow you away, hire them, but otherwise only grant an initial interview to a referral and go from there.
- Waiting for turnover – we encourage the best practices in the world to always have a pipeline of great people waiting to be selected. A top practice manager should be running at least 1-4 interviews a month during times that there are no openings and keeping relationships within and outside of the industry to ensure there is a great group of medical personell, hr, front office and back office, sales and marketing, and management resumes and applications present and ready for when unexpected turnover occurs.
- Hiring for looks, age, gender or similar – on top of not being legal, it is not prudent to discriminate based on factors like age, gender, or looks. Too often, expecially in cosmetic surgery practices or elective practices like cosmetic dentistry or cosmetic dermatology, a major criteria for hiring is whether ht eperson is pretty and female. This is downright improper, questionably legal, but also limits the practice in a major way. Some of the very best people to hire are young. Others are older. Some are female. Others are male. Some look the part while others need to shape up. Yes, a professional look and positive attitude with good communication skills is important when seeking a great medical practice employee, but look at talent and skills, not the exteriof.
- Hiring too slowly – nobody can ever be 100% sure who is the best fit for a job. A lot of doctors and staff members and managers at medical practices are too slow to hire. In an effort to be perfect, they lose out on great candidates who get jobs quickly. Doctors forget that unemployment is much lower than a few years ago and there are less and less high-quality candidates. The goal is not to rush, but if you find somebody you really like, even if they are the first person you have met, make an offer. This doesn’t mean it should be rushed – definitely do a reference or background check or both, meet the person 2 times plus have them shadow for a few hours, and think through the compensation proposal to ensure they are properly incentivized, but also move things along if they are a fit.
In summary, hiring a high quality staffing firm that specializes in medical practice staffing and that has a database of thousands of qualified resumes throughout the country and world like YellowTelescope, if you don’t feel you can do it on your own or will be too slow or busy to get it done right. Otherwise, follow the tips about to get the right person on your medical practice team and retained long run.