Below, are seven steps to aid you in your search:
- First, have a formal, clearly defined, written job description for this position. Spell out the details of the position and the requirements of the individual. You cannot expect someone to win the game if they don’t know the rules.
- Second, make a list and identify what qualities you are looking for in the ideal candidate. Arrange a meeting with the partners and staff and review the practice needs. Construct your list to include skills and characteristics that will fit well with your organization.
- Third, construct an advertisement to attract the right candidate. Be precise and describe the traits you are looking for with some detail. If you require a certain number of years experience, say so. If you have some flexibility and can offer flex time or offer some virtual hours list that in your ad. The idea is to make the position as desirable as possible to the right candidate.
- Fourth, advertise in a venue that will reach candidates in your industry or field. Target markets where these candidates would seek employment opportunities. Use trade magazines, medical organization newsletters and job posting sites, and never forget word of mouth.
- Fifth, perform an online prescreening of all candidates. If possible, have all potential candidates upload their resumes or c.v.’s to on an online site where they can complete a survey and provide responses to questions you normally ask in your initial interview.
- Sixth, never skip the telephone interview. Prior to bringing anyone in for an in-person interview, speak with him or her via the telephone. Hear how they come across, and be sure that person will be a good match for your organization. Remember, quite often people get their first impression of your practice from the individual who answers your phones.
- Seventh, your next step is the critical in-person interview. Have the potential candidate meet with the HR Director, the partners, and anyone else they may report to. If the meeting goes well, and you are considering bringing this individual on board, introduce them to the staff and let them spend some unobserved time speaking with them. Afterwards, you can obtain feedback from the staff to see what feelings they had about the candidate. Remember they will be working together constantly so it is important the individual get along with them.
Happy hunting and I hope you “Experience Success!”