If your practice is having difficulty finding good people or your hires are not working out, you need to take a look at your hiring process to determine if you are conducting it efficiently and effectively.
For example, how long does it take for your practice to hire a new person from the time you post the job description until you make an offer? If it takes too long, you could lose attractive candidates. Take a look at the process to see if it is as efficient as possible. Are there any bottlenecks, places where things suddenly slow down or come to a stop?
After you have narrowed down your list of candidates, do you keep them up to date on their statuses and let them know what’s coming up?
Items you need to pay particular attention to:
Is your job description up to date, or are you simply recycling one that you have been using for years? Make sure the description is current, that it precisely and accurately covers the skills needed for the job and its duties. For the best job description, get input from the manager who oversees the position, as well as from other staff members who will interact with the person hired to fill the position.
Keep an eye on the length of the description as well. If it is too short, it may not include important information. But if it is too long, candidates may not read it.
This is obviously one of the most important parts of the hiring process. You need to be prepared for it. That means deciding how you will conduct the interviews. Will you have just one person or a panel? How many people will interview candidates? What kinds of questions will you ask? How structured do you want the interview to be?
You should ensure that the interview questions cover all of the job criteria you have developed. It is best to have a list of questions prepared before the interview. You may want to vary the types of questions you ask, making some more straightforward, while making others more behavioral or situation-oriented, to get a better idea of how a candidate will respond when confronted with different problems.
It is also important to be open and honest with a candidate about the job itself and the type of culture at the practice, to make sure that the candidate is a good fit. For example, do you have a more relaxed atmosphere, or is the practice more structured?
Over the years, Team1Medical Staffing has developed a reputation as the most highly regarded and reliable healthcare staffing agency in the Greater Houston area. We have become a standout firm because of our orientation toward service, attention to detail and the flexibility we offer our clients when it comes to staffing and recruiting.
Call us at 713-590-2980 to find out why we have earned its reputation as one of the best.