Practice Management
Fall 2024
by William Rabourn Jr.
Hiring the right people to work at your practice or ASC is the most important aspect of the care you provide. From doctors and nurses to the front office, your staff shapes patients’ experience and the quality of care they receive.
Choosing the right candidate for the job takes time and careful consideration. For practices without a professional HR department, the hiring process can be challenging. Here are some tips on how to make it easier and more structured.
Crafting a compelling job description
Words matter, and writing a good job description is critical to attracting top talent. It should include job duties and benefits as well as a brief description of the work culture at your practice. This is important for both you and the potential candidate because it describes the type of work style expected and weeds out candidates who may not be a good fit.
It should be well written, as poorly written job descriptions are not just hard to understand but also a reflection of the practice. Search for similar jobs online and tailor a well-written post to fit your needs. You could also use an AI engine to write a draft and edit as necessary. Some professional trade associations offer templates for various positions, so check with the trade associations you belong to for help in this area.
Spreading the net: where to post your job listing
Once you have a good job description, the next step is to post it in the appropriate place. Most people are familiar with Indeed, Glassdoor, and other online job boards. These are good starting points and should be used, but there are other sources to consider.
If you are willing to train newly licensed registered nurses, posting at the local college or university may be a good option. If more experience is required, stick with Indeed. For certified registered nurse anesthetists, GasWork.com is a good resource. The American Society of Ophthalmic Administrators (careers.asoa.org) and the American Academy of Ophthalmology (Ophthjobs.aao.org) are good places to post job openings. Most professional trade associations have their own job boards where openings can be posted.
Don’t assume that one job board is best for everything. Cast a wide net and consider the type of position needed. Then search the appropriate online resources that support those professions.
Also, don’t forget to post job openings to the practice website and social media, especially LinkedIn and Facebook. This ensures the local community and other professionals know what job openings are available at your clinic and allows sharing among individual networks.
Screening applications
In today’s working environment, changing jobs is common, and there may be many applications for non-professional positions. However, there is a shortage of qualified healthcare professionals, making the field highly competitive. Reviewing each resume and picking the best candidates can be time consuming.
If your practice uses a human resources information system (HRIS) such as Paycom or ADP, a better alternative is to add an applicant tracking system (ATS) module to the existing suite of services. These are software programs that collect and screen resumes according to pre-defined criteria, then sort and rank those that remain. If there isn’t a HRIS in use, time will need to be set aside to manually screen each application by someone who will be involved in the hiring process.
The art of interviewing
Interviewing is the heart of the hiring process. Knowing the right questions to ask and developing a genuine rapport with the candidate is important. What factors should be used to assess whether a candidate will be a good fit? Here are three things to consider.
Can they do the job?
Resumes don’t always tell the whole story. Dig deeper and ask about the specific experience they have that fits the job description. Ask why they think they are qualified for this position and which of their past jobs they liked the most and the least. Do those jobs have any similarities with the one you’re trying to fill?
Will they enjoy the work?
Are they passionate about the job and the interview process? Are they smiling when they talk about past jobs or their profession? Are they excited for a new opportunity, or do they seem to just be going through the motions?
Are they a good fit for the culture of the practice?
Will they work well with other employees? Does their personality seem to be a good fit? Ask about hobbies and interests and what they enjoy doing in their spare time. This reveals whether they are content being alone or are more social. It also indicates whether they are team players or prefer working independently.
In addition to the above, ask the candidate what they know about your practice. If they have a good understanding, it shows they were interested enough to do some research before the interview. Also, make your meeting comfortable and relaxed. Don’t hesitate to laugh or show your own personality. It puts everyone at ease and helps the candidate to open up.
Finally, be transparent and upfront about what it’s like to work at your clinic. Remember, the interview is a two-way street. Candidates will also be assessing the practice, its people, and culture to decide if it’s a good fit for them. There shouldn’t be any surprises after they are hired. It should be an arrangement that benefits both parties.
Be sure to keep the interview process short. If it takes too long, candidates may lose interest and go elsewhere. Once you find the ideal candidate, move quickly.
By implementing these steps, you can transform your hiring process from a time-consuming burden into a strategic method for attracting top talent. A well-structured approach will not only save you time and frustration but ensure you find the perfect individual to join your team and deliver exceptional patient care.
About the author
William Rabourn Jr.
Managing Principal
Medical Consulting Group
Springfield, Missouri
Contact
Rabourn: brabourn@medcgroup.com
