Help your medical practice hire well

Most medical practitioners, their clinics, and the managements are very busy and they always want to give an enough value for their time without wasting it. If you and your management are too busy as well, to spend a lot of time on hiring, but are looking forward to finding the right candidate, here are several tips on how you can be successful in hiring right, the first time.

 

Review the job description before the interview.

Always make sure you revise the job description before you even post it officially. Every job might not carry the same responsibilities throughout many years. Therefore, check the job role and its responsibilities and add or remove the points accordingly. It is always wise to seek help from your employee who is leaving because he is more experienced in carrying out responsibilities at his level.

 

Look for internal candidates first

Finding a person within your team is always the best way to fill a space. An already existing team member knows the co-workers and is also well aware of the culture in the medical practice. The newcomers always take a little while to get adapted to the new environment. But, for an internal candidate, it would be just a change of duties. Giving a priority for your internal candidates can also encourage their enthusiasm for moving forward and climbing the ranks. This is a great way to choose a good candidate for your job position while encouraging the rest of your team to work harder.

 

Post the position as soon as possible

You may post a job in many media, but the electronic job posting has provided the best and quickest results. You can easily do this by posting on the job boards in the official website or posting it online on Craigslist, Linkedin, Indeed and other job search websites. While some of these sites don’t charge you at all, the amount the other sites charge are always reasonable.

 

Use employment applications to collect the information

Create job applications with the questions that are not usually answered in a resume. The questions may include the expected job allowances and salary, the reason to leave the previous job and the reasons for any time gaps between two jobs. Anyhow, make sure not to make it boring or annoying by asking questions for the information that you might be able to collect from a resume. If there are a lot of options, a well-matched candidate would sometimes prefer not to waste too much time on your application filling in the same data that is already indicated in the resume.

 

Be fast – hiring is always about catching the right fish!

When candidates with very impressive and interesting profiles contact you, do not wait or postpone interviews and contact them quickly. In the meantime wait for all the resumes to be collected, the best candidates will slip from your hand. Do not ever underestimate about the ample of opportunities out there, because an impressive resume you receive can impress another employer too.

 

Review the job application before the interview

Reviewing the job application a candidate sends is an essential part of getting ready for an interview. By doing so, you can have an idea which candidates match the available position the most. Also, you can ask more details at the interview about the information that he has already provided, rather than collecting the same information as in the application.

 

Ask open ended questions

A ‘yes’ or a ‘no’ will not get you into deep details and makes a conversation less informative. A hiring interview is not about agreeing on certain things. The first interview is about always getting to know the personalities, skills and the capabilities the candidates hold. Therefore, it is necessary that you bring open ended question into the table. This is will allow the candidates to express their ideas, thoughts and also information about themselves in a precise way. An answer to a question can be a lot more than two options and as an interviewer, you should be smart enough to get all the necessary information out.

 

Ask about the strengths and weakness

The skills, training, extra activities and everything will be organized in a standard resume. But, only a person himself knows what his strengths and weaknesses are and they are never a part of a full detailed resume. It is also not appropriate to ask such question on a job application. Hence, the best time to know these facts are at the first interview. Even though you are confident that your establishment has the ability to convert a person’s weaknesses into their strengths, knowing both the strengths and weaknesses beforehand allows you to create the perfect environment to get the maximum efficacy of the chosen candidate.

 

Discuss the allowances and salary

Do not make it late to learn the salary expectancies the candidates have. Many people leave their jobs today, for a better salary offered by another employer. Knowing the allowances that your company offer and finding it out if it matches with the candidate’s expectations are essential to obtain a successful hiring at the first time itself. Discussing these facts later in the next interviews can disappoint you and the candidate while wasting both of your time.

 

Check the references always

References are essential if the new employee is going to be an external candidate. Few interviews cannot always show how a candidate functions and this can only be known by contacting the references he provides. This will also double check the genuine applications as well as will let you know more of your candidates’’ strengths.

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